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Anti-nepotism Policy

What is the Anti-nepotism Policy?


Anti-nepotism policies are in place to ensure that no one can supervise, discipline, work with, or have any influence over the recruitment, salary, or promotion of a close relative.  

Organizations may implement an anti-nepotism policy to protect against favouritism caused by nepotism, which can cause workplace tension as well as low morale and motivation among other employees.

A good anti-nepotism policy should also prevent uncomfortable situations from occurring, such as becoming involved in a family dispute.


Why are Anti-nepotism policies essential?


There are several compelling reasons for anti-nepotism laws policies, including: 


  • avoiding involvement in domestic emotional problems 
  • avoiding supervisory conflicts between spouses and relatives
  • avoiding hiring decisions based on favouritism or the appearance of favouritism
  • avoiding scheduling issues with vacations and days off
  • avoiding family influence in grievances and workplace conflicts


Guidelines to consider when adopting an anti-nepotism policy


It is advisable to consider the following guidelines when adopting an anti-nepotism policy:


1. State laws


Many states make it illegal for employers to discriminate against applicants and employees based on marital and/or family status. A blanket policy that prohibits any relative of an employee from working for the company may be illegal in these states. Make a careful proposal of your policy and make sure it isn't overly broad. Some employers, for example, restrict the policy to situations in which an employee has authority over a family member's employment. Maintain the integrity of employment-related decisions, keep a productive and fair work environment, and avoid conflicts of interest.


2. Determine who will be covered


Most anti-nepotism policies use a broad definition of who can be considered as a family member. Not only spouses/domestic partners, parents, siblings, and children, but also household members, grandchildren, aunts, uncles, nieces, nephews, cousins, and in-laws are among those included. Some policies also cover other close personal relationships, such as individuals in a romantic relationship, where a conflict in the employment relationship is suspected.


3. Observe standard hiring practises


Ensure that all applicants, including employees' family members, are subjected to the same screening and selection processes. If an employee recommends a family member for an open position, direct the family member to apply using the company's standard procedures. Employee referrals should only be one component of a well-rounded recruiting strategy. Relying solely on employee referrals may create a barrier to equal employment opportunity for groups not already represented in the employer's workforce.


4. Changes in the family should be addressed


Consider whether you'll require employees to report family changes that might cause a conflict of interest, such as when two employees marry. If employees are required to report a change in family status, instruct them on how to do so. With advance notice, the company can collaborate with employees to help avoid nepotism.


5. Avoid conflicts


If your anti-nepotism policy applies to employees, such as two relatives in the same chain of command, consider options for resolving the conflict. For example, one of the employees' supervision, evaluation, and discipline responsibilities could be delegated to another supervisor, or one of the employees could be transferred to another department. Make sure your decisions are made without bias, and consider consulting both employees for advice on how to best resolve a potential conflict.


6. Consistently enforce


As with any other policy, consistently enforce your anti-nepotism policy. To ensure compliance with company policy and applicable nondiscrimination laws, upper management and/or human resources should review hiring decisions involving family members. Supervisors should also be trained on your policy, including how to handle potential nepotism cases.


7. Lead by example


Many small business owners hire members of their own family. In these cases, the business owner may be able to avoid the impression of nepotism by holding their family members to high performance and conduct standards, ensuring that they follow the same rules as other employees, and staying out of decisions that affect their family members as much as possible.