Community Partners is committed to a policy of employment and advancement based on qualifications and merit and does not discriminate in favor of, or in opposition to, the employment of relatives.
Due to the potential for perceived or actual conflicts, such as favoritism or personal conflicts from outside the work environment which can be carried into the daily working relationship, Community Partners will hire relatives of persons currently employed only if:
a) candidates for employment will not be working directly for or supervising a relative
b) candidates for employment will not occupy a position in the same line of authority in which employees can initiate or participate in decisions involving a direct benefit to the relative. Such decisions include hiring, retention, transfer, promotion, wages and leave requests.
This policy applies to all current employees and candidates for employment.
“Family member” is defined as one of the following: relationships by blood—parent, child, grandparent, grandchild, brother, sister, uncle, aunt, nephew, niece, and first cousin; relationships by marriage—spouse (as defined by state law), step-parent, step-child, brother-in-law, sister-in-law, father-in-law, mother-in-law, son-in-law, daughter-in-law, half-brother, half-sister, uncle, aunt, nephew, niece, spouse/partner of any of the above and co-habitating couples (including same-gender domestic partners) or significant others.
In addition “Family member” also means: custodial parent, non-custodial parent, adoptive parent, foster parent, biological parent, parent-in-law, parent of same-gender domestic partner, grandparent or grandchild of the employee, or a person with whom the employee is or was in a relationship of in loco parentis. It also includes the biological, adopted, foster, or stepchild of an employee or the child of an employee’s domestic partner.
The hiring supervisor is responsible for ensuring policy compliance. Project Leaders are responsible for monitoring changes in employee reporting relations after initial hire to ensure compliance with this policy. Employees are responsible for immediately reporting any changes to their supervisor.
If any employee, after employment or change in employment, enters into one of family relationships included above, one of the affected individuals must seek a transfer or a change in the reporting relationship. Such changes must be approved by the director of HR or other member of the senior management team. If a decision cannot be made by the affected employees within 14 days of reporting, reassignment will be made on direction of the executive director of the project (if applicable) and the director of HR.
No exception to this policy will be made without the written consent of the director of HR or other member of the senior management team.
If you have questions about this policy, please don't hesitate to reach out to hr@CommunityPartners.org.