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USA Operations Centers Close Personal Relationships May 2017
As this policy is reviewed, please note the following State/Area for which exceptions exist:
Not Applicable
Personal interests must not influence decisions about employment or of the selection of providers of goods or services at Joyner.
Employees must affirmatively protect the interests of Joyner and avoid conflicts of interest with Joyner, both in appearance and in fact. Additionally, employees must not use their positions or knowledge of Joyner’s decisions or considerations in any manner that conflicts with or otherwise prejudices the interests of Joyner.
An approval process applies to the relationships between employees, as well as to the selection of providers of goods and services.
People with whom you have or have had a close personal relationship should not be subject to your scope of supervision or influence in the terms or conditions of their employment. This includes consensus building related to performance ratings, pay decisions and readiness status.
Approval for employment or vendor relationship exceptions, where the conflict can be managed, should be obtained from the appropriate department head or Senior Vice President, or in the case of Senior Vice Presidents and/or Department Heads, from the Vice President – Human Resources. The process is completed through the Code of Conduct Form (Code Form). Employees should disclose the relationship on the Code Form and provide detailed information about the conflict and how they think it can be managed. The appropriate level of leadership (up through the first level of executive) then reviews the Code Form and indicates the course of action.
Appropriate written approval must be obtained for employment or vendor relationships of a close personal nature. Employees should disclose the relationship in the Code Form, and work with their management to seek resolution. Management should consult with HR if there are any questions or concerns.
The supervisor should be knowledgeable about the Code of Conduct and any associated Joyner policies regarding business conduct. If the supervisor becomes aware of a situation that is or appears to be in violation of the Code of Conduct or any other Joyner policy, the supervisor should notify management or Human Resources.
Supervisors are responsible for disclosing any close personal relationships they have with any providers of good or services, or with anyone over whom they have direct or indirect influence, including subordinates or other employees in their general area of responsibility.
Appropriate written approval must be obtained for employment or vendor relationships of a close personal nature. Supervisors should disclose the relationship in the Code Form, and work with their management on seeking resolution. The Code Form must then be reviewed by leadership, up through the first level of executive, with the appropriate course of action outlined on the Code Form. Management should consult with HR if there are any questions or concerns.
Human Resources:
Should be knowledgeable about the Code of Conduct and the Joyner policies which address expected business conduct.
Ensure management is aware of the Code of Conduct and any associated policies.
Assist management with questions or concerns they may have and help them through the disclosure resolution process.