POLICY: GBCA
CATEGORY: STAFF CONFLICT OF INTEREST
POLICY STATEMENT:
The Board believes that all qualified candidates should be provided with the opportunity to be considered for employment, and that family relationships should not unfairly restrict an individual's opportunity to pursue employment with the Division.
REGULATIONS:
No candidate will be denied
employment on the basis of familial relationship alone.
GUIDELINES AND PROCEDURES:
1. Employment
practices should be maintained so as to avoid conflicts of interest.
2. This policy does not apply retroactively to persons employed by the Division at the time of implementation.
3. Relatives of current school board employees and trustees may be considered for employment provided that they
a.
possess the necessary
qualifications and are considered to be suitable candidates.
b. have
been considered in accordance with established employment procedures.
4. For the purpose of this
policy, "relatives" include only
a. spouse: husband, wife, common-law spouse.
b. child: daughter, son, foster or step
child, daughter-in-law, son-in-
law.
c. parent: father, mother, parent-in-law, grandparent, grandparent of spouse.
d. sibling: brother, sister, brother-in-law, sister-in-law, foster, or step- sibling.
5. A conflict of interest exists when an employee is a direct supervisor of a relative.
a. assign
duties;
b. approve
requisitions;
c. determine
salary or wage levels;
d. evaluate
performance;
e. hire,
promote, retain, transfer, or terminate.
6. In recruiting, if an applicant is a relative of a member of the selection committee, the affected member shall withdraw from the committee.
7. If a selection committee determines that the appointment of the candidate of its choice would result in a conflict of interest, the committee shall advise the Board of the situation, and the Board shall be charged with the responsibility of making the final decision about employing the applicant.
8. When through hiring, marriage, transfer or promotion, a conflict of interest is considered by the Board to have developed, an alternative place of work in the Division shall be determined, and a transfer will take place as soon as possible. Under normal circumstances, the non-supervising employee will be transferred.
9. Short-term replacement
or temporary employment of less than twenty consecutive days from an approved
substitute employee list will not be considered to create a conflict of
interest according to this policy.
DATE OF ADOPTION:
DATE OF AMENDMENT:
REVIEW DATE: April 2006
LEGAL REFERENCE: Section
6, Individual Rights Protection Act
CROSS-REFERENCE: