606 - EMPLOYMENT OF RELATIVES

Members of an employee’s immediate family will be considered for employment on the basis of their qualifications. However, it is strongly discouraged if it would create a direct supervisor/subordinate relationship with a family member. 

This policy must also be considered when hiring, assigning, or promoting an employee. If a circumstance arises that results in a direct supervisory relationship between immediate family or close personal relatives (e.g., marriage, reduction-in-force, reorganization, priority placement), one of the relatives may be reassigned to an appropriate vacancy or terminated. During the period that a direct Supervisory relationship exists between immediate family, and close personal relatives, the supervisory relative will not be involved in any personnel action involving his/her relative. Typical first-level supervisory responsibilities will be referred to the next higher level in the supervisory chain.

For purposes of this policy, “immediate family” includes mother, father, spouse, son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, stepchild, stepparent, or grandparent. This policy also applies to close personal relatives such as uncle, aunt, first cousin, nephew, niece or half-sibling.

@2021 The DPI Group. Revision Dates: 02/10/2021 - The policies do not form a contract, express or implied, nor do they guarantee employment for any specific length of time. Employment with The DPI Group or any subsidiary is at-will. This means that either the employee or employer can terminate the employment relationship at any time, for any reason. No statements made by any supervisor or manager can alter this at-will relationship. The at-will relationship can only be changed through a signed written agreement that specifically sets forth the terms between the employee and the President/Chief Executive Officer of the Company.