The employment of relatives or individuals involved in a dating relationship 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 or family member is defined to include: husband, wife, son, daughter, step-child, parent, step-parent, foster parent, grandparent, grandchild, brother, sister, uncle, aunt, nephew, niece, son-in-law, daughter-in-law, and a spouse's parent, grandparent, brother, or sister. (any person who is related to you by blood or marriage, or whose relationship with you is similar to that of a relative.) A dating relationship is defined as a relationship that may be reasonably expected to lead to the formation of a consensual "romantic" or sexual relationship. This policy applies to all employees regardless of their gender or sexual orientation.
You may not occupy a position that works directly for or supervises a relative. You may not be involved in a dating relationship with an employee who either works directly for you or supervises you. This includes any contractors or sub-contractors. Big Sandy ADD 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 might affect the review of employment decisions.
If two people who are in a reporting situation described above subsequently develop a relative relationship or dating relationship, the person in the relationship who is the supervisor is responsible and obligated to disclose the existence of the relationship to the Executive Director. We will then ask the individuals involved to decide which one of them is to be transferred to another available position. If that decision is not made within 30 calendar days, Big Sandy ADD will decide who is to be transferred or, if necessary, terminated from employment.
If there is a situation where a conflict or the potential for conflict arises because of the relationship between employees, even if there is no line of authority or reporting involved, the employees may be separated by reassignment or terminated from employment. If you are in a close personal relationship with another employee, we ask that you refrain from displays of affection or excessive personal conversation at work.
The District will avoid nepotism or any appearance of nepotism or favoritism shown to relatives by giving them positions because of their family relationship rather than on merit.
No member of the "immediate family" of any member of the Board of Directors of the District shall be employed.
This prohibition does not apply, however, to any relative who was employed by the District prior to an individual being seated as a member to the Board.