Management of Relatives

1. Summary

1.1 The employment of relatives within the same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment can be carried into day-to-day working relationships. Although Reliant has no prohibition against hiring relatives of existing employees, we are committed to monitoring situations in which relatives work within the same area.

1.2 Reliant desires to create a healthy and accountable system for the churches and ministries that value and encourage families to work together in ministry. (Ezra 3:9 and Philippians 2:22).

1.3 In cases of actual or potential problems, Reliant will take prompt action. This can include reassignment or, if necessary, termination of employment for one or both of the individuals involved.

2. Definition of a Relative

2.1 For the purposes of this policy, a relative will be defined in one of two groups:

• Immediate family member - spouse, parent, child, brother, sister, grandparent, or grandchild, whether by blood, marriage, or adoption (i.e., inclusive of both in-law and step relations)
• Extended family member - aunt, uncle, niece, nephew, or cousin, whether by blood, marriage, or adoption (i.e., inclusive of both in-law and step relations)

3. Policy for Immediate Family Members

3.1 Any exceptions to this policy must be approved by the Executive Director or the Reliant Board of Directors.

1. Reliant will hire an immediate family member of a Reliant employee subject to the standards described below.
2. Reliant will not permit an employee to be the Reliant supervisor for their immediate family member.
3. Reliant will not permit a Reliant employee to be supervised by their immediate family member, including in situations where the supervisor is not employed by Reliant.
4. Reliant’s standards for eliminating any conflict of interest in the hiring and supervision of an immediate family member are:
   1. Hiring
      1. The immediate family member will undergo the same Reliant screening, competency evaluations, and hiring processes as any applicant for a similar role and level.
      2. Final hiring approval is subject to review by Reliant and either 1) a ministry leader who is not an immediate family member of the applicant, 2) a board member who is not an immediate family member of the applicant, or 3) an independent personnel committee (which does not include any family members of the applicant).
   2. Annual Performance Evaluations
      1. An immediate family member will undergo the same Reliant annual evaluation processes as any employee in a similar role and level.
      2. An immediate family member will be evaluated annually by a party other than their immediate family member. This can be done as follows:
         1. The Reliant supervisor or leader who is not an immediate family member of the employee at issue can perform the evaluation.
         2. An independent personnel committee (which does not include any family members of the employee at issue) can perform the evaluation.
   3. Annual Compensation and Promotions
      1. An immediate family member will undergo the same Reliant compensation setting and promotion process as any employee in a similar role and level.
      2. If an immediate family member is involved in the compensation setting process and/or promotion decision for an employee, the compensation and/or promotion of the immediate family member must be reviewed by Reliant and either by 1) a ministry leader who is not an immediate family member of the employee at issue, 2) a board member who is not an immediate family member of the employee at issue, or 3) an independent personnel committee (which does not include any family members of the employee at issue).
   4. Leave Requests
      1. The immediate family member will undergo the same Reliant promotion leave request processes as any employee in a similar role and level.
      2. Final decision to grant a leave request will be made by Reliant and, if necessary, in conjunction with 1) a ministry leader who is not an immediate family member of the requesting employee, 2) a board member who is not an immediate family member of the requesting employee, or 3) an independent personnel committee (which does not include any family members of the employee at issue).
   5. Termination
      1. An immediate family member will undergo the same Reliant employment termination process as any employee in a similar role and level.
      2. Final decision to terminate employment will be made by Reliant and, if necessary, in conjunction with 1) a ministry leader who is not an immediate family member of the employee at issue, 2) a board member who is not an immediate family member of the employee at issue, or 3) an independent personnel committee (which does not include any family members of the employee at issue).

4. Policy for Extended Family Members

4.1 Any exceptions to this policy must be approved by the Executive Director or the Reliant Board of Directors.

1. All efforts should be made to avoid a Reliant employee being supervised by an extended family member or an extended family member making significant employment decisions about his or her extended family member.
2. If no other arrangement is available, Reliant will allow an employee to be the Reliant supervisor for their extended family member, but only with approval in advance by Reliant Central.
3. Reliant reserves the right to review any employment decisions made about an extended family member.