St. Lawrence University welcomes applications for employment from members of current employees’ family; such applicants will be considered for employment on the basis of their qualifications. However, with respect to non-bargaining unit positions, immediate family members ordinarily will not be hired if employment would create a direct or indirect supervisor/subordinate relationship between immediate family members.
Similarly, employees may not be assigned, transferred, or promoted to a position if it will create a direct or indirect supervisor/subordinate relationship between immediate family members or if it will create an actual conflict of interest or the appearance of a conflict of interest.
For purposes of this policy, immediate family includes: spouse, partner, parent, child, sibling, in-law with respect to each of these categories, aunt, uncle, niece, nephew, grandparent, grandchild, and members of household. It also includes individuals in a romantic relationship.
Employees are required to disclose an immediate family relationship with anyone who is in their direct or indirect supervisor/subordinate chain. Employees who comply with this requirement will be asked to complete the University’s Conflict of Interest disclosure statement. This statement is available through any member of the University's senior staff or through the Human Resources office.
Employees who become immediate family members as defined above after being hired or placed in a position may continue that employment as long as it does not involve any conditions cited above.
If one of the conditions outlined should occur, attempts will be made to adjust the working environment to avoid these conditions. If adjustments cannot be made to the satisfaction of the University, one or both of the individuals may be subject to reassignment or termination.
Policies applicable to bargaining unit employees are contained in the relevant collective bargaining agreements.
This policy applies to all administrative or faculty employees hired, promoted, or transferred after April 1, 2014. The policy is one of compliance with legal requirements in New York State.
Maintain by Human Resources