Employment of Relatives Policy

Applies to: all TWL

Purpose

The Warehouse recognises and values that our team members are proud to work for us and naturally want their family members to have the same opportunity.

However, the employment of relatives in the same area of a company may cause serious conflicts and problems – both in reality and in the perception of other team members. In addition to claims of favouritism in treatment at work, personal conflicts from outside the work environment can be carried into day-today working relationships.

The intent of this policy is to avoid creating or continuing an employment situation where there is the potential for favouritism and/or conflict of interest.

Policy/Procedure

For the purposes of this policy, a relative is any person who is related by blood or marriage, or similar relationship (including whanau relationships). This policy also applies where there is a romantic or defacto relationship between two team members.

Relatives of team members currently employed by The Warehouse may be hired only if they will not be working directly for or supervising a relative. This also includes situations where there is not a direct reporting line but there is direct influence over a relative’s employment through matters such as appointment, performance assessment, remuneration, career or discipline: eg a Store Manager would have direct influence over all team members in his/her store.

This means a direct supervisory connection may exist despite intervening levels of supervision between the team members. This applies to Team Leaders and above in Stores and Supervisors and above in Distribution Centres who should always discuss the nature of these types of relationships with either the Store Manager or in the case of the Store Manager, with the Regional Manager, prior to any decisions being made.

As the intent of this policy and procedure is to protect both The Warehouse and individual team members:

i. each team member has a responsibility to keep his/her manager informed of changes relevant to this policy, such as becoming a relative of another team member through marriage or relationship;
ii. each manager has a responsibility to observe and carry out this policy in a fair and consistent manner.

Where a relationship begins between team members where there is a reporting or direct supervisory connection the manager will assess the situation and put in place agreed guidelines and procedures to prevent any conflicts or problems arising or to look at reassignment options. If a team member is already employed in a reporting or supervisory relationship at the time this policy comes into place the Manager will discuss this with relevant Regional or General Manager and put in place agreed guidelines and procedures to prevent any conflicts or problems arising or to look at reassignment options.

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