{UAH} Corporate Nepotism, Inc. Uganda Ltd

https://vm.tiktok.com/ZMhJYHjLe/ 

Kagutastan is struggling with corruption while neglecting one of the biggest and strongest enhancer and perpetuator of Corruption.

It is called Nepotism. Up here in True North - Canada, that is - and good'ol neighbour south the 49th parallel employers often ask the question "if you know anyone who already works in the establishment and most specifically if you have relatives working in the establishment. The idea is to do away with potential Nepotism.

Many companies also have rules against two relatives (or lovers) working under each other, or working in the same department, especially in accounting or procurement or anywhere where there is the potential for fraud.

Of course, chances of you being called for an interview is near zero but even if you say No th\ere are high chances the familial or love relationship will self-expose or implode at one point or another.

Good thing about UAH is that while there are only a few annoying chihuahuas like me who constantly post possible junk in UAH there are also Uganda's policy-makers hidden in many ways and forms as sleuths doing what they do clandestinely, covertly, furtively, personally, privately, and stealthily in ways that benefit them.

To those sleuths, I say, here is one way you can gain reputation or add to what you already have earning a pat on the back for being a smartypant - while forgetting the ideas were freely given you by a Gwokto. It involves shaking the bureaucratic systems which some disposables like me cant dare for fear of being sent tens of feet down under.

If implemented, the first house to fall apart will be PM Nabanjja's following a much reported complaint about hiring almost her entire clan in the PM's office. Then this dude who is facing the music plus a whole bunch of them in sleeper cells.

Employment of relatives company policy

The employment of relatives policy outlines the company's stance on hiring individuals related by blood or marriage. While not rejecting candidates based on relations, the policy aims to prevent nepotism, favoritism, and conflicts of interest, ensuring a fair and unbiased workplace.

This Employment of Relatives company policy template is ready to be tailored to your company's needs and should be considered a starting point for setting up your employment policies.

This employment of relatives policy should include:

1. Definition of "relatives" and the scope of relationships covered.
2. Guidelines to prevent favoritism or conflicts of interest, especially in supervisory/reporting relationships.
3. Disciplinary actions for unreported relationships or incidents of favoritism.

Employment of relatives company policy

Policy brief & purpose

Our sample employment of relatives policy demonstrates our attitude towards nepotism and employing people who are related either by blood or marriage. We won't reject a suitable job candidate on grounds of their relation to a current employee. However, we recognize that encouraging the employment of relatives may have a negative impact on productivity and fuel accusations of nepotism and favoritism.

This policy aims to minimize these risks.

Scope

This policy applies to all employees regardless of status, position or department.

Policy elements

We use the term "relatives" to refer to any person who has a relation by blood or marriage within the third degree with our employee. We also include people who live together in a domestic partnership or children who were adopted. This includes: parents, step-parents, grandparents, in-laws, spouses or domestic partners, children, step-children, adoptive children, grandchildren, siblings, uncles, aunts, nieces and nephews.

We aim to keep our hiring process free of discrimination. We may hire a person who is related to one of our current employees if we consider that person the best fit for a position. We may also accept referrals from employees.

What is nepotism in the workplace?

Favoritism or conflict of interest may occur when manager are involved in a process with their relatives. Examples are when:

• Managers decide which team member to promote.
• Managers decide which contracts to renew.
• Managers complete performance reviews.
• Managers discipline their relative.
• Managers are part of a hiring committee.

To avoid such incidents or suspicions of favoritism and conflict of interest, we established anti-nepotism policies:

• Employees who are related must not be involved in a supervisory/reporting relationship with one another.
• Employees can not be transferred, promoted or hired inside a reporting relationship with a relative.
• Employees can not be part of a hiring committee, when a relative is considered for the position.

Please report any relationship with a relative to HR, if you find yourself in a reporting relationship with that relative or in a hiring committee that considers that relative for employment. If you don't, you may face disciplinary action.

If two employees who are in a reporting relationship become relatives in the course of their employment, one of the two must be transferred. We may give our employees time to discuss and choose which of them will be transferred, before management makes a final decision. Transfers will be discrimination-free. For example, the person being transferred must not always be a woman. This will violate our anti-discrimination policy.

We ask you to act professionally when working with a relative and seek counsel from your manager or HR if there are any problems. 

Disciplinary Consequences

If a previously unreported relative relationship is discovered between a manager and a team member one of them will be transferred. If incidents of favoritism or conflict of interest have occurred, both employees will be subjected to disciplinary actions that range from reprimand to termination for cause.

3 Reasons Why Employers Are Often Reluctant to Hire Relatives

The primary reason why a potential employer will ask if you have relatives in the company is to ensure that they don't go against company policy. 

1. Managers Must Constantly Check That There Is No Nepotism or Favoritism

Even if nepotism isn't illegal per se, most companies have policies against it. A workplace where employees are promoted based on their connections and not their skills is detrimental to employers. 

Nepotism in the Workplace: Is It Illegal? - Salarship Nathan Brunner Nepotism refers to favoritism towards relatives or friends, often disregarding merit or qualifications. This pra...

To avoid problems associated with nepotism, large companies typically restrict the ways family members can interact with each other. For example, a father might not be able to oversee and evaluate the work of his son.

The problem is that it might be difficult to put these checks into practice. In that case, the recruiter might throw your resume in the bin.

2. Personal Relationships Make it Harder to Keep a Hierarchy and Avoid Insubordination

Companies may prefer to avoid hiring relatives because it may create unnecessary tension in the workplace.

For example, if family members are forced to make difficult decisions regarding each other in the workplace, they may be unable to do so due to their relationship.

In the most extreme cases, a person in power may be manipulating a relative within the company. Not only will this be uncomfortable for the employee, but it may also cause problems for the business. If the person in power is not acting in the best interest of the company, this could affect the business negatively. 

In order to avoid such uncomfortable situations between family members in the workplace, a company may choose to prohibit relatives from working together altogether to maintain professionalism.  

3. Financial Issues Might Crop Up 

Companies may also want to avoid hiring relatives because it can result in financial hardship for the family if things do not go well. For example, if a company hires several employees from the same family and then the company goes under, the entire family will lose their jobs. 

Relatives working in the same company can create unnecessary financial hardship if the company shuts down. A shutdown would result in all family members losing their salaries. Hence, companies may prefer to avoid hiring relatives to prevent this kind of unnecessary hardship. 

The Bottom Line

Your employer may ask if you have relatives at their company because this determines if hiring you fits the company culture. However, it will most likely hurt your application due to nepotism issues.

So if a recruiter asks you, "Do you have any relatives working with us" it is best to dodge the question.