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Policy

What is company policy on family members working together?



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Cardinal-admin - Mar 29, 2021

Here is exactly what the policy states....

OVERVIEW
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Relatives of a current associate are generally considered for employment on the basis of their qualifications. However, where the hiring or employment of an associate’s relative would result in the types of prohibited employment relationships identified below, the company will not consider or accept such applications for employment.

PROHIBITED EMPLOYMENT RELATIONSHIPS
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The hiring of relatives is prohibited if the employment of such an individual would result in the creation of:


A supervisor/subordinate relationship between a relative and an employee. If a direct supervisory or management relationship would be established, relatives of a currently employed worker cannot be considered as applicants for an open position.


An actual conflict of interest or the appearance of a conflict of interest. Generally, this bars the hiring or employment of an employee’s relatives in any position that has an auditing or control relationship to the employee’s job.
DEFINITION OF RELATIVES
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For the purposes of this policy, relatives include the following: spouse, parent, child, sibling, in-law, grandparent, grandchild, aunt, uncle, cousin, step-relative, or any individual with whom an employee has a close personal relationship, such as a domestic partner, co-habitant, or significant other.

MARRIAGES OR RELATIONSHIP BETWEEN EMPLOYEES
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Employees who marry or establish a close personal relationship can continue in their current positions as long as a prohibited employment relationship is not created. If one of the prohibited situations does occur, attempts will be made to find another position within the company to which one of the employees can transfer. All practical efforts will be made to arrange such a transfer at the earliest possible time. If accommodations of this nature are not feasible, the employees will be permitted to determine which of them will resign.

COVERED EMPLOYMENT CLASSIFICATIONS
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This policy applies to hiring and employment decisions affecting all job classifications, including regular, temporary, part-time, and seasonal positions. These restrictions also are applicable when assigning, transferring, or promoting an employee.

ENFORCEMENT POLICY
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All questions and issues relating to an employment of relatives situation or concern should be addressed to the Vice President of Human Resources. Employees who become subject to this policy’s provisions due to marriage or commencement of a close personal relationship must inform their supervisor or the Vice President of Human Resources as soon as practical. All decisions and personnel actions taken as a result of this policy must be reviewed and approved by the Vice President of Human Resources and the Senior Vice President of Administration.


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