Nepotism is the practice of preventing relatives from working for the same employer
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Policy brief & purposeOur sample employment of relatives policy demonstrates our attitude towards nepotism and employing people who are related either by blood or marriage. We won’t reject a suitable job candidate on grounds of their relation to a current employee. However, we recognize that encouraging the employment of relatives may have a negative impact on productivity and fuel accusations of nepotism and favoritism. This policy aims to minimize these risks. ScopeThis policy applies to all employees regardless of status, position or department. Policy elementsWe use the term “relatives” to refer to any person who has a relation by blood or marriage within the third degree with our employee. We also include people who live together in a domestic partnership or children who were adopted. This includes: parents, step-parents, grandparents, in-laws, spouses or domestic partners, children, step-children, adoptive children, grandchildren, siblings, uncles, aunts, nieces and nephews. We aim to keep our hiring process free of discrimination. We may hire a person who is related to one of our current employees if we consider that person the best fit for a position. We may also accept referrals from employees. What is nepotism in the workplace?Favoritism or conflict of interest may occur when manager are involved in a process with their relatives. Examples are when:
To avoid such incidents or suspicions of favoritism and conflict of interest, we established anti-nepotism policies:
Please report any relationship with a relative to HR, if you find yourself in a reporting relationship with that relative or in a hiring committee that considers that relative for employment. If you don’t, you may face disciplinary action. If two employees who are in a reporting relationship become relatives in the course of their employment, one of the two must be transferred. We may give our employees time to discuss and choose which of them will be transferred, before management makes a final decision. Transfers will be discrimination-free. For example, the person being transferred must not always be a woman. This will violate our anti-discrimination policy. We ask you to act professionally when working with a relative and seek counsel from your manager or HR if there are any problems. Disciplinary ConsequencesIf a previously unreported relative relationship is discovered between a manager and a team member one of them will be transferred. If incidents of favoritism or conflict of interest have occurred, both employees will be subjected to disciplinary actions that range from reprimand to termination for cause. Disclaimer: This policy template is meant to provide general guidelines and should be used as a reference. It may not take into account all relevant local, state or federal laws and is not a legal document. Neither the author nor Workable will assume any legal liability that may arise from the use of this policy. Recommended textbook solutions
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What is an example of nepotism?Outside of national politics, accusations of "nepotism" are made in instances of prima facie favoritism to relatives, in such cases as: Peaches Geldof's role as magazine editor in an MTV reality show – produced by a company owned by her father Bob Geldof.
What is the rule on nepotism?Federal law, at 5 U.S.C. § 3110, generally prohibits a federal official, including a Member of Congress, from appointing, promoting, or recommending for appointment or promotion any “relative” of the official to any agency or department over which the official exercises authority or control.
Why is nepotism or hiring of staff with close relatives within the company discouraged in private companies explain you answer?The employment of near relatives in the same department is strongly discouraged as it leads to perceptions of favoritism, difficulties in managing objectively and lower employee morale.
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