Purpose
This policy establishes guidelines for employees and Board members that
define conflict of interest and to promote integrity in the conduct of business
in compliance with regulations and applicable laws.
Any district employee who is responsible for employing, evaluating, promoting,
or disciplining other district employees should not be placed in a position
of having to make such personnel decisions affecting a member of his or
her family. Recognizing that personnel decisions are crucial to an effective
and efficient operation, it is in the best interests of the district to
ensure proper accountability, and perception thereof, by avoiding the
factor of family relationships in supervisor/supervisee roles.
Delegation of Responsibility
The superintendent or his or her designee is empowered to administer the
provisions of this policy.
Definitions
For purpose of this policy, the following definitions will be used:
| Board Members |
All members of the Upper Moreland School District Board
of Directors |
| Employee |
All approved full- and part-time district employees, including consultants |
| Relatives |
Those related by blood, marriage, or adoption, including father,
mother, brother, sister, husband, wife, son, daughter, stepson, stepdaughter,
grandchild, nephew, niece, first cousin, sister-in- law, brother-in-law,
uncle, or aunt, as defined in PA School Code of 1949, Section 1111.
|
| Supplementary Employment |
Any work performed by a district employee for an employer other
than the district |
| Conflict of Interest |
A situation or transaction that compromises the relationship
between a board member or an employee and the district. A conflict
of interest may arise from conditions such as the following
- outside financial or business connections interests or obligations
which affect the operations of the district
- an employee’s outside or supplementary employment which
adversely affects an employee’s availability or level of
performance
- the employment of relatives in situations in which preferential
treatment or favoritism may occur
|
| Supervision |
Direct responsibility for job performance and evaluation, as further
clarified in the Guidelines of this policy |
Guidelines
The school district will not employ, assign or reassign members of the
same family to any position with the school district, when such employment,
assignment, or reassignment would require the employee or prospective
employee to supervise or evaluate, or be supervised or evaluated by any
other employee who is a member of the same immediate family as defined
in the PA School Code of 1949, Section 1111.
The hiring of individuals related to Board members will be controlled
by school law, as in the PA School Code of 1949, Section 1111.
Persons related to district employees or Board members may be recommended
for employment in positions which do not constitute a violation of this
policy. However, when the administration is aware that a recommended candidate
is a relative of a district employee or Board member, the Board will be
informed of the relationship prior to the time the recommendation appears
on the agenda.
Nothing in this policy shall affect the employment status of any person
presently employed by the Board of Education.
Exceptions to this policy may be approved at the sole discretion of the
Board.
Preferential Treatment
Preferential treatment in hiring or other personnel actions will not be
extended to relatives, board members, employees, or other persons affiliated
with the district. Former members of the Board will not be employed by
the district for one year after discontinuing service. Current members
of the Board will not be employed by the district.
Supervision
An employee will not be supervised by a relative or by any person who
is supervised by a relative. If such situations exist or arise after initial
employment, every effort will be made to make reassignments as soon as
possible. |