Purpose
This guideline relates to the appointment, promotion, transfer and supervisory arrangements for married couples, near relatives and other persons with close personal relationships outside the work situation who are employed or appointed by our company.
Scope
It is not our company’s wish to intrude on personal relationships of employees. Moreover, it is stressed that being closely related to or having a close personal relationship with another staff member does not of itself present grounds for refusing employment, promotion or transfer. However, the employment of such persons in close proximity to one another can be compromising to the persons concerned (and others), particularly in supervisor/subordinate situations or in other circumstances where one is in a position to make or influence decisions concerning the other. Difficulties may also arise where one of these persons is required to make objective and unbiased judgements about the other.
Policy Statement
Employees are expected to advise the appropriate Manager/Supervisor when they become aware that they are in a position in any way to influence the appointment, advancement, assignment or other supervisory responsibility with respect to another staff member, or applicant for employment, to whom they are married, closely related or have a close personal relationship. Such advice will be treated with sensitivity and, as far as is feasible, confidentially.
Where practicable our company will seek to avoid employees in these potentially compromising situations. Where the situation is not readily avoidable the Manager/Supervisor will endeavour to ensure that the most appropriate arrangements are established. In particular, our comapny’s policy with regard to the appointment of such persons is as follows:
- an appointment after advertisement may be made provided that the “related” member takes no part in selection and appointment procedures;
- an appointment without advertisement requires the written approval of the CEO after the submission of a special case which demonstrates that the HR Manager recommending the appointment has thoroughly explored the availability of alternative appointees to ensure that such an appointment is made on merit.
- Sympathetic consideration will be given to requests from such persons working in close proximity for transfer to other areas as vacancies arise at the appropriate level. Where such appointment, promotion, placement or supervisory relationship adversely affects the efficiency or effectiveness of the organisation, or where one or both of the persons concerned abuses the responsibilities or duties of their positions as a result of their relationship, normal administrative or disciplinary measures will be followed.
Documentation
- Casual Staff Employment Kit
- Employee Induction Register
- Company leave form
- Employment Conversion Application