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This is our policy regarding nepotism:
EMPLOYMENT OF RELATIVES
"Relatives" as used herein, means a person who is related by blood, marriage or adoption, as father, mother, son, daughter, brother, sister, grandparent, uncle, aunt, first cousin, nephew, niece, husband, wife, father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law, daughter-in-law, step-father, step-mother, step-son, step-daughter, step-brother, step-sister, half-brother, half-sister or domestic partner.
A person who is a relative of a City official or employee may not be appointed, employed, promoted, or advanced in or to a position in any department/division, if the related City official or employee is, or would be the person's supervisor or would exercise any authority or control over or otherwise regulate the duties and responsibilities of the person, or if the person would supervise or exercise any authority or control over or otherwise regulate the duties and responsibilities of the related City official or employee.
Hope this helps.
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Anonymous on
7/13/2009 8:01:32 AM
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Nepotism - Within the company, no employee sahll knowingly supervise a relative so that one (1) relative is responsible for supervising the job performance or work activities of another relative; and no employee shall knowingly participate in the process of review, recommendation, or decision in any matter concerning hiring, promotion, salary, retention, job evaluation or termination of a relative. Any conflicts to this policy caused by marriage shall be resolved by transfer whenever possible. This
policy is not retroactive.
For the purposes of this policy, "relative' means a parent, parent-in-law, child, spouse, brother, sister, grandpartent, grandchild, son-in-law, daughter-in-law or sister-in-law. Realitve also means any person who resides in the household of the supervisor, whether or not legally related to such supervisor.
This policy is ot to be construed to limit the hiring, promotion, or employment opportunities of any particular group of applicants.
This policy applies to any person who is employed by the company as a full-time, part-time, regular, temporary or limited service employee. These provisions also appliy to any person employed as a intern.
Other Provisions:
Nothing in this policy should be construed to conflict with or supersede state or federal law, or as interfering with the constutional rights of employees. This policy inself is not intended to state contractual terms and does not constitute a contract
between the company and the employees. This constitutes only the policy of the company.
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Anonymous on
7/13/2009 7:37:49 AM
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Nepotism - Within the company, no employee sahll knowingly supervise a relative so that one (1) relative is responsible for supervising the job performance or work activities of another relative; and no employee shall knowingly participate in the process of review, recommendation, or decision in any matter concerning hiring, promotion, salary, retention, job evaluation or termination of a relative. Any conflicts to this policy caused by marriage shall be resolved by transfer whenever possible. This
policy is not retroactive.
For the purposes of this policy, "relative' means a parent, parent-in-law, child, spouse, brother, sister, grandpartent, grandchild, son-in-law, daughter-in-law or sister-in-law. Realitve also means any person who resides in the household of the supervisor, whether or not legally related to such supervisor.
This policy is ot to be construed to limit the hiring, promotion, or employment opportunities of any particular group of applicants.
This policy applies to any person who is employed by the company as a full-time, part-time, regular, temporary or limited service employee. These provisions also appliy to any person employed as a intern.
Other Provisions:
Nothing in this policy should be construed to conflict with or supersede state or federal law, or as interfering with the constutional rights of employees. This policy inself is not intended to state contractual terms and does not constitute a contract
between the company and the employees. This constitutes only the policy of the company.
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Anonymous on
7/13/2009 7:37:49 AM
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1.07 EMPLOYMENT OF RELATIVES
In order to provide an effective management atmosphere, no relatives (parent, grandparent, grandchild, spouse, sibling, child, aunt, uncle, niece, nephew, and step relations or in-laws of these relatives) may be employed for full-time, part-time, or seasonal employment with the City. However, a seasonal position may be filled by an individual who is related to a City employee other than Department Heads, Governing CITY OF LEAWOOD EMPLOYEE HANDBOOK 6 Body Members, or the City Administrator as long as the individual is not placed in a position that will supervise or be supervised directly or indirectly by another family member.
1.08 NON-FRATERNIZATION
Employees who marry or become members of the same household may continue employment as long as there is not a direct reporting relationship or they work for the same Department Head. Should this occur, the employee is responsible for immediately notifying their Supervisor. If the City Administrator becomes involved (members of the same household) with another employee, he/she must immediately
notify the Mayor. Upon notification, one of the employees must apply for a transfer and make the transition within ninety (90) days. If neither of the employees resign nor transfer to another department, then the employment of one of the employees involved will be terminated as determined by the Governing Body.
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Julie Minegar Stasi on
7/13/2009 7:36:35 AM
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I just googled your question and came up with this one:
http://www.ecfa.org/Documents/SampleNepotismPolicy.doc
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Masterg on
7/13/2009 7:24:52 AM
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NEPOTISM/EMPLOYMENT OF RELATIVES
PURPOSE: Policy is intended to provide guidelines for the hiring of persons who may be related to employees of the College or members of the Board of Trustees for the College.
TO WHOM DOES THIS POLICY APPLY: This policy applies to all persons who may apply for employment with or become employed by the College, and all volunteers.
DEFINITIONS: Conflict of Interest–occurs whenever an employee may have an interest, financial or otherwise, direct or indirect, or engages in a business or transaction or professional activity that is in conflict with the proper discharge of the employee’s duties. Supervision of others, including members of an employee’s family or household, that may result in an interest to the employee is considered a conflict of interest. Employee–any person employed by the College, including volunteers. Family–any person related by blood or marriage within the fourth degree. This includes, but is not limited to, spouse or domestic partner, children, grandchildren, parents, grandparents, cousins, the spouse or domestic partner of employee’s relatives, and relatives of the employee’s spouse or domestic partner. Member of the Household–any person living in the employee’s home and at the same address as the employee. Supervise–to have the authority to appoint, terminate, promote, demote, discipline, affect compensation or benefits, or determine any other terms or conditions of employment or to recommend or have substantial affect on same. Spouse–a person related by marriage or by commitment as a domestic partner for the purpose of the relationship.
POLICY: The following provisions shall apply to the employment of members of an employee’s family or household:
1. No qualified applicant shall be denied employment by the College because of the prior or concurrent employment of a member of the applicant’s family or household, except where limited below.
2. A member of an employee’s immediate family or household may be employed when it has been determined that the person is qualified; however, a determination of the qualifications may not be made by the member of the candidate’s family or household.
3. An employee may not supervise a member of the employee’s family or household.
4. The College shall not employ any member of the Board’s household or immediate family, including spouse or domestic partner, child, or parent; nor shall they employ any other person who is related within the fourth degree to any Board member, either by consanguinity or affinity, where the vote of the Board member involved is necessary to the selection of the person.
In all cases, including those not involving the employment of a member of an employee’s family or household, the restrictions of conflict of interest must be fully observed and adhered to by all employees of the College.
PROCEDURE: None.
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Carroll Ferguson on
7/13/2009 7:17:53 AM
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