Rhodes College seeks to employ and promote the most highly qualified and competent candidates. The College will permit employment of qualified Relatives, Household Members or Intimate Partners of employees as long as: (1) neither employee participates in making recommendations or decisions affecting the appointment, retention, promotion, demotion, termination, salary, or work assignments of the other; (2) one relative does not directly supervise another; and (3) there is no actual conflict of interest or the appearance of a conflict of interest.
For purposes of this Policy, the term “Relatives” includes the following: spouse, parent or step-parent, child or step-child, grandparent, grandchild, sibling, uncle, aunt, nephew, niece, first cousin, and in-laws. “Household Member” means any person residing in the immediate household of a Rhodes employee. “Intimate Partner” means a person with whom an employ is having or, within the last twelve months, had a romantic and/or sexual relationship.
Each individual is responsible for disclosing that such a relationship exists, including a change in circumstances affecting application of this policy.
This policy applies to employees who marry or become members of the same household during their employment with Rhodes College. Should this become an issue, the College will attempt to find a suitable position within the College to which one of the affected employees may transfer. If accommodations of this nature are not feasible, the affected employees will be permitted to determine which of them will resign.
In exceptional circumstances, there may exist a supervisory relationship between relatives, necessitated by unique qualifications or responsibilities. This will be determined on a case-by-case basis by Human Resources. In such cases, job performance and salary determinations shall be handled by the second level supervisor as approved by the appropriate dean or vice president.