Santa Fe Community College (SFCC or College) recognizes the potential for conflict of interest, claims of disparate treatment and/or discrimination in the employment of relatives in the same department, work unit or in a direct or indirect supervisory relationship. The College further recognizes that there are infrequent but compelling circumstances under which such employment relationships may be in the best interests of the College. Requests for approval of the appointment of relatives must include a justification for the appointment containing a statement that a reasonable recruiting effort was made to fill the position and such effort provided the candidate affected by the nepotism rule as the person best qualified to perform the job. Thus, to protect both the involved employee and the College in those situations, the following procedures must be followed.
- No employee may sign any document that would affect an employment action on behalf of a relative.
- As soon as an SFCC employee becomes aware of a situation involving themselves that will violate the SFCC nepotism policy, he/she must bring it to the attention of his/her direct supervisor and/or the Office of Human Resources (OHR).
- An employee who is confronted with an employment decision or action involving a relative must inform the immediate supervisor in advance, in writing, of the situation. The employee will describe the relationship and the proposed action requiring a decision by notifying the Executive Director for Human Resources and Professional Development/EEO Officer.
- The Executive Director for Human Resources and Professional Development/EEO Officer shall propose to the employee’s senior manager an appropriate conflict resolution plan (CRP) to resolve the conflict. In general the CRP should address how the required decisions will be made to avoid any conflicts.
- The senior manager shall determine if the proposed plan for the resolution of the conflict is within the best interest of the College, and approve or modify the plan in conjunction with the Executive Director for Human Resources and Professional Development/EEO Officer. The written resolution and implementation of the plan shall be communicated to the President and through the supervisory chain to the employee(s) involved in the conflict of interest.
- The senior manager and Executive Director for Human Resources and Professional Development/EEO Officer shall oversee the implementation of the CRP.
- Should the conflict involve a Dean or a Vice President, then the actions and/or decision shall be directed to the President or his or her designee.
Note: Under no circumstances will the College approve the employment of dependent children or step-children as student employees under direct or indirect supervisory relationships.
Yash Morimoto, Ph.D., Vice President for Strategy and Organizational Effectiveness, firstname.lastname@example.org, 505-428-1765.
Jane Yuster, Chief Human Resources Officer