Section 3: Personal Relationships
AACRAO permits employment and service in leadership roles of qualified individuals who are related to employees as long as the relationships are disclosed and either the conflict can be mitigated or such employment or leadership role does not, in the opinion of the Association, create a real or potential conflict of interest. A conflict of interest exists when related individuals working in the same, or different, department have a direct line of authority/reporting relationship, and/or have the ability to impact the decision to:
- hire, or;
- identify or assign duties or responsibilities, or;
- retain, transfer, or promote, or;
- determine or influence compensation or any other terms, conditions, or benefits of employment.
The nature of relationships varies widely, so it is not possible to define precisely, and exhaustively, all situations in which a potential conflict of interest may arise. The following does not constitute an exhaustive listing, but indicates the most prevalent types of relationships that may be considered “related individuals” for the purposes of this policy.
- By blood or adoption: parent, child, sibling, grandparent, grandchild, first cousin, uncle, aunt, nephew, or niece;
- By a current or former marriage: spouse, brother or sister-in-law, father or mother-in-law, son or daughter-in-law, step-parent, or step-child;
- Domestic partners: a domestic partner shall be treated as a spouse for purposes of this policy;
- Romantic, sexual, or other consensual relationships that may give the appearance of favoritism.
As defined by this policy, employees who become related during the course of their employment will be treated in accordance with this policy. Employees are obligated to report a relationship as soon as possible, but no later than ninety (90) days from the date they become related.