| Department: Human Resources |
| Effective Date: 3/2012 |
| Revised Date: 5/2019 |
| Cabinet Approval Date: 5/6/2019 |
| Next Review Date: 5/2021 |
| Policy: Employee Handbook, Board of Trustees Nepotism Policy |
| Responsible Cabinet Member: Associate Vice President of Human Resources |
| Approved By: Sheila Quirk-Bailey |
Operational Standard/Purpose
ICC is committed to maintaining an environment in which learning and discovery take place in a professional atmosphere of mutual respect and trust. While the College respects the privacy of its employees, ICC recognizes that there exists an opportunity for the inappropriate use of power, trust, or authority. Certain relationships in the work and educational setting either by family, marriage, domestic partnership, or a consensual relation have the potential to compromise, or appear to compromise, the fairness and objectivity of employment, educational decisions, and the discharge of other professional duties. In order to avoid conflicts of interest, appearances of favoritism, abuses of power, or the potential for a hostile work or academic environment, the following working relationships should be taken with caution.
Refer to the Board of Trustees Nepotism Policy for additional information.
Scope/Applicability
Refer to the Employee Handbook or the Board of Trustees Nepotism Policy for additional information.
Procedures
- If two employees become relatives, or start a dating/romantic relationship and one of them supervises the other, the one who is the supervisor is required to inform the Associate Vice President of Human Resources of the relationship. The Associate Vice President of Human Resources will then ask the two employees to decide which one of them is to be transferred to another available position for which he or she is qualified. If the employees do not make that decision within 30 calendar days, ICC will decide which one will be transferred or, if necessary, terminated from employment.