Last Revised on May 20, 2013
Employees who are related by blood, marriage, law or who cohabitate (see definitions), are permitted to work in the Corporation provided they are not linked directly in the organization.
A direct relative is defined in this policy as an individual related by blood, marriage, law or cohabitation:
A. By blood: parent, child, grandparent, grandchild, brother, half-brother, sister, half-sister, uncle, aunt, nephew, niece, and first cousin;
B. By marriage: husband, wife, stepparent, stepchild, stepsibling, father-in-law, mother-in-law, sister-in-law, daughter-in-law, son-in-law, brother-in-law, uncle, aunt, nephew and niece;
C. By law: guardianship relationships, adoptive parent/child relationships and
D. By cohabitation: a living arrangement in which an unmarried couple lives together in a long-term relationship that resembles a marriage.
No employee is permitted to work within the organization where one direct relative would have direct authority or practical power to supervise, appoint, remove, evaluate, or discipline the other, or when one direct relative's work responsibilities (e.g., salary, hours, career progress, benefits, or other terms and conditions of employment) could be influenced by the other direct relative.
In the event of a marriage or cohabitation of two (2) employees, one (1) of whom supervises the other, which occurs after employment of both employees, one (1) of the persons shall be transferred to an opening for which the employee is qualified, eliminating the direct line of authority situation.
Regarding new hires after May 20, 2013, Carmel Clay Schools shall not employ, but may re-employ, any direct relative of persons holding positions outlined below:
A. Member of the School Board
C. Assistant Superintendent
D. Directors and Assistant Directors
Individuals returning from Board-approved leave of absence or recalled following Reduction-in-Force (R.I.F.) are not considered new hires.
Election or appointment to the Board of a direct relative of any existing employee shall have no deleterious effect upon the placement or employment status of the employee.
Direct relatives may be employed as substitute, temporary, and seasonal employees if expressly approved by the Superintendent and later ratified by a majority of the Board.
Exceptions to this policy may be granted by the Board when it is deemed to be in the best interest of the school corporation.