Policy - Anti Nepotism
Section: Human Resource Policies
Policy Owner: Ignition633 Ministries Human Resources
Policy Name: Anti Nepotism Policy
Origination Date: September 2024
Anti Nepotism Policy
Purpose:
This policy is designed to promote a fair and neutral work environment by addressing potential conflicts of interest, favoritism, and bias that may arise from the employment or promotion of family members and close relatives. It emphasizes that all hiring, and promotion decisions should be based on merit and qualifications. This will help to uphold the Ministry's standards of integrity.
Scope:
This policy applies to all employees, including management. It covers all aspects of employment, including hiring, promotions, transfers, and any other employment-related decisions. The policy also applies to employees’ and management’s immediate family members and close relatives, as defined below.
Definition:
Nepotism: The practice among those with power or influence of favoring relatives, friends, or associates, especially by giving them jobs.
Close Relative: Family members who are most directly related to the employee, for example parents, spouses, children, cousins, aunts/uncles and/or brothers and sisters.
Policy Statement
Hiring:
The Ministry will not hire family members or close relatives of current employees or management if it creates a conflict of interest or perception of favoritism. All hiring decisions will be based on merit and qualifications.
Promotions and Transfers:
Employees will not be promoted or transferred to positions where they will directly supervise or be supervised by a family member or close relative as described in this policy. Promotions and transfers will be based on performance, qualifications, and operational needs.
Preferential Treatment:
No employee shall receive special treatment in terms of job assignments, office space, work schedule, or any other work-related benefits due to their familial relationship with another employee or manager.
Conflict of Interest:
Employees must avoid any actions that may create a conflict of interest, including making work decisions that favor a family member. Any potential conflicts of interest must be disclosed to management and HR.
Exceptions:
In exceptional circumstances where no other qualified candidates are available, the organization may consider exceptions to this policy. Any such exceptions must be approved by Executive leadership and HR and will be documented.
Enforcement:
Violations of this policy will result in an investigation through HR which could result in corrective action, including verbal warnings, written warnings, or other appropriate actions. All employees are encouraged to report concerns or potential violations to HR.
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This policy will be reviewed annually and is subject to change. Any changes will be communicated to all employees promptly.
For any questions or further assistance regarding this policy, employees should contact the HR department at hr@ignition633.org.