Employment of relatives

Recruitment

Council has approved certain guidelines to apply when it is known that a relative of an existing member of staff in the department is an applicant for employment in that department.

In these circumstances the shortlisting and interviewing of candidates should be carried out by a panel which does not include the existing related member of staff and that panel should make a recommendation as to the person to be appointed (in exceptional circumstances, where it is not possible to constitute the selection panel in this way - e.g. in small departments - then the selection panel should include at least one other independent member of staff).

In considering the use of these safeguards, heads of department are asked to note:

  1. in certain abnormal situations - such as the sudden absence of a key member of staff - it is recognised that the above guidelines might not be immediately appropriate and the short-term employment of an individual who is already known to the department and may indeed be related to an existing member of staff, might be the most effective solution to that difficulty. However, it is suggested that the essence of such arrangements should be that they are immediate and of a limited duration of a few weeks only.

  2. The closeness of the relationship requiring the above guidelines to be followed is a matter for local determination taking into account whether the degree of interest between the related members of staff is such that questions of bias could arise. In cases of doubt it is suggested that the safeguards be followed.

Appointment

If the prospective appointee is related to an existing member of staff in the department a note should be sent to the Director of Personnel and Related Services confirming that these procedures have been followed, and an acknowledgement received before the offer of the post is made.