We are rapidly finding ourselves with problems where, on several of our sites, partners/families work together.  Meaning that when one member of the family is disgruntled/unhappy/under disciplinary/doesn't get the job they applied for/etc, we have problems with the other/s.  Or, we find ourselves worrying about losing two members of staff or more.

Does anyone have a policy on such situations?  And if so, would they be prepared to either a) offer some advice on how to structure or b) allow us to view their policy?  Please! 

Also, if we were to introduce a policy of not employing partners/families/etc, would that not betray equal opps?

Hi Sarah

Our policy is shown below.

You ask a good question about such policies and whether they conflict with Equal Opportunities. My view is that they exist to further equal opps - if they are done for the right reasons they are helping to prevent someone being promoted or treated more favourably because of who they are related to. Hence the line I've underlined.

As with any policy, it is likely to require regular review due to changes in employment law (and interpretation!).

Hope this is helpful.

Steve

Partners and Relatives Policy

This policy relates to the following people:

Individuals who live together, share property, rent, mortgage or other similar financial commitments or where those individuals are married or are in what is known as a common law relationship (“Partners”), or are close blood relatives (siblings, parents, grandparents or children) (“Relatives”)

Individuals are engaged and promoted according to their suitability for the job.  However in order to minimise possible workplace disruption, to ensure conflicts of interest are avoided, confidentiality is preserved and these aims are seen to be upheld any decision regarding the employment of a Partner or Relative will take account of the following -

(a) No-one may directly manage or supervise their Partner or Relative.

(b) Partners and Relatives will not be recruited, internally or externally, to work in a department where their Partner or Relative is already employed.

(c) Partners or Relatives of Heads of Department or of managers or directors are not eligible to be recruited.

Exceptions to this policy must be in writing and signed by the group managing director.

David, thank you for the reply.  I am aware of the discrimination legislation regarding an applicant's marital status.  However, as Steve mentioned in the reply above, the counter argument could then be that such a policy could exist to ensure that an employee is not treated more favourably because of who they are related/married etc to.

Our main issue at present is one of relatives line managing each other (I know, I know... not a great situation to be in but historically through the old company it happened and we are now dealing with the aftermath).  Therefore in order to prevent this happening in future, we need to implement some form of policy stating that family members may not be line managed by each other and therefore preventing such applications for employment.

I probably didn't explain it very well to start with but was trying not to post a rambling message!

Any other suggestions/possibilities gratefully accepted!

Thanks for the reply Steve and the content of your policy - much appreciated.    I'd be interested to know if you have had any instances of families working together and if/what issues you may have encountered?

Hello again Sarah

While we have people working in the company who are related (including married/co-habiting) we currently do not have anyone line managing a partner or relative. I would say it has been luck rather than the policy that has been intrumental in this. However, having the policy in place will no doubt guide us if it ever arises.

As for any problems or issues arising from families working together, none that I am aware of but of course it depends very much on how their manager manages them in relation to others. Bear in mind that some couples will have 'met' in the work place itself. If it's managed well then it has to be positive - I guess a company can't get more family-friendly than that.

From knowledge of other companies, problems can really arise if the 'relationship' involves staff at a much higher level and authority/responsibility is abused.

Hope this helps.

Steve

Sarah

i fear that caroline and david's comments are flawed

of course there is a risk of sex/marital discrimination claims but the reason that most companies who have explicit policies do so is threefold

the risk of fraud/abuse

the impact on morale

the possibility which is particularly strong in america of discrimination claims from the junior partner (mainly) if/ when the relationship goes wrong. The claim is simple he/she abused their position of power to get me to do xxxxxxxxxx and  or is now abusing their power because of Y and they would not be doing it but for my sex (our sex)