Hiring of Relatives

The employment of relatives in the same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried over into day-to-day working relationships.

For purposes of this policy, a ?relative? is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.

Relatives of current employees may not be hired into or occupy a position that will be working directly for or supervising their relative. If a relative relationship is established after employment between employees who are in a reporting situation, as described above, it is the responsibility and obligation of the supervisor involved in the relationship to disclose the existence of the relationship to management. The concerned individuals will be provided the opportunity to decide who is to be transferred to another available position, or if no position is available, which employee will quit. The transfer shall not result in a promotion or pay grade increase, nor take precedence over any other employee?s entitlement or opportunity for the position, without the express approval of the Director. If that decision is not made within 30 calendar days, management will decide who is to be transferred or, if necessary, terminated from employment.

In cases where a conflict or the potential for conflict arises between co-employees because of their relative relationship, even if there is no line of authority or reporting involved, the employees may be separated by reassignment or terminated from employment.

Lakeland also reserves the right to take prompt action if an actual or potential conflict of interest arises involving relatives or individuals involved in a dating relationship who occupy positions at any level (higher or lower) in the same line of authority that may affect the review of employment decisions.

Finally, employees in a close personal relationship should refrain from public workplace displays of affection or excessive personal conversation.

Policy No.  105  Issued  10/1/2002  Applicable  8/8/2002