Employment practices of the Division are to avoid nepotism.
Nepotism: favoritism shown to relatives in bestowing employment or conferring privileges.
Relative: child, sibling, parent, parent-in-law, or spouse.
- The Division requires that Principals/site supervisors normally not work on site with a relative.
- The Division prohibits an employee from being a direct supervisor of a relative where the supervisor is required to:
- Perform evaluations;
- Assign duties;
- Approve requisitions;
- Recommend salary; or
- Decide on promotion, retention, transfer or termination.
- The Superintendent will provide for an alternate supervision process when it is necessary for a Principal/site supervisor to work on site with a relative.
- An employee shall not be involved in the hiring of a relative.
- A relative of the applicant may not directly supervise a selection committee member.
- If a selection committee determines that the appointment of the candidate of its choice would result in a potential nepotism situation, the committee shall advise the Superintendent. The Superintendent will then deal with the situation in accordance with this procedure and human rights legislation.
- No employees, or potential employees, will be shown favoritism by a relative.
- While no individual, on the basis of marital status or familial relationship alone, will be denied employment in the Division, employment practices are to be carried out in such a way as to avoid a potential nepotism situation.
- Employees who find themselves in a potential or actual conflict of this procedure have a duty to notify their supervisor immediately upon becoming aware of such potential or actual conflict.
Sections 60, 61, 113 School Act
Freedom of Information and Protection of Privacy Act
Individual Rights Protection Act
Canadian Human Rights Act
Canadian Multiculturalism Act
Board Policy 12 Role of the Superintendent