nepotism

Adopted by Spokane Public Library Board of Trustees on February 21, 2017.

1. GENERAL

Spokane Public Library’s policy is to hire, promote, and transfer employees on the basis of individual merit and to avoid perceptions of favoritism or discrimination in making such decisions. The employment of relatives and members of an employee’s immediate household where one might have influence over the other’s assignments, status or job security is regarded as a potential violation of this policy. Even if favoritism or discrimination is not shown, the existence of the situation may precipitate questions difficult to answer or may cause some discomfort for the individuals involved and their co-workers. Therefore, the Library has adopted the following policy regarding the employment and supervision of relatives and household members.

This policy is divided into the following sections:

SECTION 1 – GENERAL

SECTION 2 – STATEMENT OF POLICY

SECTION 3 – DEFINITIONS

SECTION 4 – IMPLEMENTATION

2. STATEMENT OF POLICY

• Relatives of staff members and members of an employee’s immediate household may be employed by the Library if they meet all hiring standards and requirements, and are assigned to positions where conflicts of interest cannot arise, or the career of one cannot possibly be influenced by the other.

3. DEFINITIONS

• “Relative” includes spouse, registered domestic partner, child, stepchild, foster child, parent, stepparent, foster parent, grandparent, brother, sister, half-brother, half-sister, stepbrother, stepsister, uncle, aunt, nephew, niece, first cousin, and in-laws through marriage or registered domestic partnership in any of the above categories.

4. IMPLEMENTATION

• Personnel with authority or practical authority shall not appoint a relative or member of their immediate household, nor shall they advocate their appointment to one with authority.
• Placements will not be made where one would have authority or practical power to supervise, remove, or discipline a relative or household member.
• Placements will not be made where relatives or household members would have contact with the same negotiable instruments in process.
• Should an employee come into conflict with any of the provisions of this policy through marriage, registered domestic partnership or changed domestic circumstances the manager or supervisor shall contact the Library’s Human Resources Manager to arrange an appropriate solution.
• This policy applies to all regular, temporary and seasonal employees.