Employment of Relatives

Section: Employment Practices
Responsible Office(s): Human Resources
Effective Date: 9/01/1996
Revised: 10/01/2002, 5/29/2018

Scope

This policy applies to all current employees and employment applicants to Iona University.

Policy

Iona University 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 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, Iona University will hire or consider other employment actions concerning 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, and (c) job responsibilities of the hiring individual do not have a control relationship with responsibilities of the existing employee. Such decisions include hiring, retention, transfer, promotion, wages and leave requests.

"Relative" is defined as one of the following relationships—parent, child, sibling, grandparent, grandchild, first cousin, niece, nephew, uncle and aunt; and 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 cohabitating couples or significant others.

An employee may not participate in decisions regarding the hiring, retention, performance, promotion or salary of a relative. In addition, an employee cannot be in the position of direct supervision of a relative or the department head.

The department head or supervisor is responsible for ensuring policy compliance and for monitoring changes in employee reporting relations after initial hire to ensure compliance with this policy. Employee is responsible for immediately reporting any changes to their supervisor.

If any employee, after employment or change in employment, enters into one of the above relationships, 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 Human Resources. If a decision cannot be made by the affected employees within 14 days of reporting, reassignment will be made on direction of the department director and the Director of Human Resources.

No exception to this policy will be made without the written consent of the Director of Human Resources.