Responsibility for Maintenance: Human Resources
Date of most recent changes June 1, 2010
I. Policy Statement
Relatives by blood, marriage or other legal arrangement and members of the same household cannot be employed in positions where one has supervisory responsibility for the other or makes employment decisions pertaining to the other either directly or indirectly.
II. Reason for Policy
Familial relationships complicate, and are often counterproductive to, effective working relationships in the employment setting. Moreover, where employees directly or indirectly report to a relative, the appearance of favoritism is unavoidable.
III. Applicability of the Policy
This policy applies to all College employees and applicants for employment.
IV. Contacts
| Subject | Office Name | Title or Position | Telephone Number | Email/URL |
|---|---|---|---|---|
| Questions regarding the policy | Human Resources | Vice President, Human Resources | (315) 498-2516 | b.k.scholl@sunyocc.edu |
V. Definitions
| Term | Definition |
|---|---|
| Relative | The employee’s mother, father, husband, wife, son, daughter, sister, brother, father-in-law, mother-in-law, sister-in-law, brother-in-law, daughter-in-law, son-in-law, step parent, step child, grandparent, grandchild, uncle, aunt, niece, nephew, cousin, or another relative or close personal relation. |
VI. Procedures
At time of application and as requested during employment, employees will be required to disclose all relatives employed at Onondaga Community College.
In the event that a violation or potential violation of this policy is discovered, Human Resources must be notified.
Human Resources will then conduct a review of the situation and work toward potential resolutions.
Approved by the Board of Trustees November 6, 2006
Updated and approved by the OCC Board of Trustees June 1, 2010