Nepotism

Policy Statement:

It is the policy of Sinclair Community College to appoint those persons best qualified to fulfill the College's mission, philosophy and purposes. Accordingly, members of the same family may be appointed to positions when it has been determined that they are the most qualified candidates for the positions.

The employment, retention and promotion of employees of Sinclair Community College will be based on qualifications, performance and equal employment opportunities for all without regard to race, color, creed, religion, age, sex, marital status, veteran status, national origin, ancestry, citizenship or non-disqualifying mental or physical disability.

Scope:

This policy applies to all employees of Sinclair Community College and all applicants for employment who have a familial relationship to a College employee.

Provisions:

No employee of the College shall initiate or participate in recommendations or decisions (e.g., screening committees, initial employment, retention, evaluation, promotion, salary, leave of absence, etc.) involving an individual with whom the employee has a family relationship.

Relationships by family or marriage shall constitute neither an advantage nor a deterrent to employment by Sinclair Community College provided the individual meets and fulfills the appropriate College employment standards. Normally, no individual shall be appointed to or employed in a division or department under the direct or indirect supervision of a relative who has or may have an effect on the individual's progress or performance.

Nothing in this policy shall preclude a member of the immediate family of a supervisor from being employed or recommended for employment in an area not supervised directly or indirectly by that supervisor.

If any employees become related during their employment at the College and such relationship violates the provisions of this policy, the College reserves the right to review the situation on a case-by-case basis and make job reassignments as practicable. In situations where direct supervision by a relative is involved, the appropriate Vice President will be responsible for establishing any special procedures that may be required to ensure equitable consideration in all personnel decisions.

Responsibility:

Supervisory Personnel:

Supervisors must be knowledgeable of the policy and adhere to it in all applicable situations.

Human Resources:

Human Resources shall ensure that the policy is enacted for all applicable recruiting/hiring activities. Human Resources shall interpret policy provisions and provide appropriate consultation to management and employees when a question arises concerning this policy. Human Resources shall publish this policy periodically in an appropriate College medium.

Definitions:

Relative or family relationship includes spouse, mother, father, daughter, son, sister, brother, stepmother, stepfather, stepdaughter, stepson, stepsister, stepbrother, half sister, half brother, mother-in-law, father-in-law, daughter-in-law, son-in-law, sister-in-law, brother-in-law, grandmother, grandfather, grandchild, aunt, uncle, niece, nephew, first cousin, or any individual living in the same household as the employee.

Supervision is generally defined as the authority to oversee another person during the execution of performance of the latter person's duties and responsibilities. Supervision also includes the authority of an employee to schedule, assign, evaluate, commend, reward, promote, relieve, discipline, censure, demote, remove or substantially influence such action for or against another employee.

Employee means full and part-time status, regular and temporary appointments, and includes members of the faculty, administrative/professional personnel, support staff and students employed by the College.