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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