EmployEE Handbook - Marymount University

4. Any employee seeking accommodations due to a diagnosed disability and in
accordance with the Americans with Disabilities Act of 1990, as amended,
should contact the Executive Director, Human Resource Services. Once proper
documentation is submitted by the employee, reasonable and appropriate
accommodations will be determined.
Employees can raise concerns and make reports without fear of reprisal. Marymount will
not tolerate unlawful discrimination and any such conduct is prohibited. The Office of
Human Resource Services will ensure all employment decisions comply with the above
policy. All employees are required to give their full support and cooperation to this Equal
Employment Policy.
Employment of Relatives
A relative of a current Marymount University employee may be hired for a Marymount
University position if the employment of the relative does not present a conflict of
interest or the appearance of a conflict of interest.
Below are examples of how Marymount University views conflict of interest:
• For purposes of this policy, a current employee’s relatives include his or her
spouse, parents, parents-in-law, children, children-in-law, siblings, uncles, aunts,
first cousins, step-relations, grandparents, nieces and nephews or any other person
residing in the same household as the employee.
• Individuals who are related by blood, marriage, or reside in the same household
are permitted to work in the same University department, provided no direct
reporting or supervisor to subordinate relationship exists. No employee is
permitted to work within “ the chain of command” when one relative’s work
responsibilities, salary, hours, career progress, benefits or other terms and
conditions of employment could be influenced by the other relative.
• If two employees marry, become related or develop any other personal
relationship where the potential problems noted above may arise, only one of the
employees will be permitted to remain in the department unless the potential or
actual conflict of interest can be eliminated.
Romantic Relationships in the Workplace
Marymount University’s policy and its commitment to a climate free from sexual
and other forms of unlawful harassment is that it is both unwise and inappropriate for
Marymount University supervisory personnel to have romantic relationships with any
subordinate Marymount University employee. Such relationships have the potential to
create difficult working environments, both for the participants in the relationship and
others working with them. A romantic relationship in the workplace may raise perceptions
of bias and favoritism; deterioration of the relationship may give rise to perceptions
of harassment or retaliation. Prudence and the best interests of the participants in the
relationship and others working with them dictate that if a romantic relationship develops
between a Marymount University supervisor and a subordinate Marymount University
employee, the supervisory relationship cannot be permitted to continue.
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