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III-24
EMPLOYMENT OF RELATIVES AND PERSONAL RELATIONSHIPS
HHHunt respects the privacy of all employees and recognizes that individuals are
entitled to freely choose their personal associations and relationships but intends
to avoid situations where the employment of relatives or domestic partners, or
amorous relationships among coworkers, provide an opportunity for conflicts of
interest. The Company is mindful that familial and amorous relationships in the
workplace may create the perception or the real possibility of favoritism and unfair
advantage or the opportunity for exploitation; may lead to the inappropriate use of
power, trust or authority; or may create distractions, impede productivity, and/or
undermine professionalism, any of which negatively affects the fairness and
objectivity that is essential to a healthy working environment (individually or
collectively „Conflict of Interest‰). Familial and amorous relationships among
employees and/or managers and employees are to be avoided and are only
permitted if granted an exception (as described below).
Scope
This policy applies to practices that involve employee hiring, work assignments,
evaluation, compensation, classification, promotion and/or transfer. Close
relatives, domestic partners, or other members of the same household as well as
those in a dating or amorous relationship are not permitted to be in positions that
have a reporting responsibility to each other, or to report to the same direct
supervisor or manager. Close relatives are defined as the following: husband, wife,
father, mother, father-in-law, mother-in law, grandfather, grandmother, son, son-
in-law, daughter, daughter-in law, uncle, aunt, nephew, niece, brother, sister,
brother-in-law, sister-in-law, step relatives and cousins.
With respect to any individual with whom a manager or employee is married,
related by blood or law, or involved in an amorous relationship, the manager or
employee may not:
•
Interview, hire, rehire, promote or terminate the individual
•
Make any recommendation affecting the individualÊs terms and/or
conditions of employment
•
Influence the individualÊs salary or classification (directly or indirectly)
•
Supervise the individual or report directly or indirectly to the individual
•
Control or influence the individualÊs work assignments or job
responsibilities
•
Evaluate the individualÊs work performance or participate in the
performance planning or review
•
Work in a position where employment may present a conflict of interest,
perception of favoritism, or workplace distractions
This policy does not apply to temporary/seasonal employees, defined as employees
scheduled to work as an interim replacement or work a pre-determined schedule