Employment of Relatives. The School and its employees shall comply with state law prohibiting the employment of relatives which prohibits the appointment, employment, promotion, or advancement, or the advocacy for appointment, employment, promotion, or advancement in or to a position in the charter school in which the personnel are serving or over which the personnel exercises jurisdiction or control of an individual who is a relative.
Employment of Relatives. Employment of relatives shall be governed by the City's Personnel Rules and Regulations.
Employment of Relatives. The City retains the right:
1. To refuse to place one party to a relationship under the direct supervision of the other party to a relationship where such has the potential for creating adverse impact on supervision, safety, security or morale.
2. To refuse to place both parties to a relationship in the same Bureau or shift where such has the potential for creating adverse impact on supervision, safety, security, or morale or involves potential conflicts of interest.
Employment of Relatives. More than one member of a family may be employed by the employer provided that there will be no substantive supervisory or administrative relationships between the relatives. Members of a family shall include spouse, parents of spouse, brothers and sisters of spouse, and the parents, grandparents, guardian, children, children-in-law, brothers, sisters, or wards of the employee.
Employment of Relatives. The Hospital may employ relatives of current employees, but will not allow relatives to supervise or exert influence in the supervision of one another. Relatives considered in this policy are: mother, father, wife, husband, significant other, children, current brother-in-law or sister-in- law or mother-in-law or father-in-law, grandparents, grandchildren or anyone living in the same household. Any change in status or recall will be made in accordance with those respective policies, provided such change in status does not place relatives in a supervisory position over one another.
Employment of Relatives. Employment, whether by hire, transfer, or promotion or any other change in status to any position in the legislative staff that would result in there being a direct supervisory-subordinate relationship between immediate family members is prohibited. This policy also applies to relationships between employees and Legislators. “Immediate family members” means the spouse, parent, stepparent, father-in-law, mother-in-law, child, xxxxxxxxx, sibling, brother-in-law or sister-in-law of the legislative employee. Nor may the final decision of whether a person will be hired or promoted to a legislative position be made in part or wholly by a person related to the job candidate by consanguinity, or affinity in the fourth degree. Nothing in this prohibition, however, shall deprive an applicant or employee of full consideration for hire or promotion into a legislative position.
Employment of Relatives. In order to minimize problems relating to supervision, morale, safety and security, it is necessary to regulate the employment of relatives by the City. Therefore, applicants will not be hired and employees will not be placed into positions if the result would be that:
1. One person would be supervised by or be in the chain of command of a relative;
2. One person would participate in making, or advising on, employment decisions concerning a relative.
3. One person would be employed in the same department or division as a relative and, if for reasons of supervision, morale, safety or security, it is determined that the work involves potential conflicts of interest or other hazards greater for relatives than for non-relatives;
Employment of Relatives. Section a. There will be no prohibitions to the employment of a relative (including spouse) of an employee provided that:
1. there is no evidence of advocacy of employment, either orally or in writing, by the relative (including spouse) already employed; and
2. there is no situation created in which one relative is in the supervisory chain of command over the other.
Section b. For purposes of this article, the definition of “relative” includes the specific relationships stated in 5 CFR, Section 310.102 (i.e., father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, father- in-law, mother-in-law, son-in-law, daughter-in -law, sister-in-law, brother-in-law, stepfather, stepmother, stepdaughter, stepson, stepbrother, stepsister, half-brother, or half-sister).
Section c. If employees are selected or designated for reassignment or promotion to a new duty station, relatives, including spouses, may be considered for possible selection by the Employer for a position at the same new duty station subject to the restrictions of Section a., above.
Employment of Relatives. Due to consideration of supervision, security, safety and morale, the Employer may decide not to employ one relative who would fall under the direct supervision of another relative. If two bargaining unit members marry, the Employer will make reasonable efforts to assign job duties, so as to minimize problems or potential problems of supervision, security, safety or morale.
Employment of Relatives. In accordance with part 310 of this chapter, a Pathways Participant may work in the same agency with a relative when there is no direct reporting relationship and the relative is not in a position to influence or control the Participant's appointment, employment, promotion or advancement within the agency.
