This policy provides guidelines for family members, domestic partners, significant others, and/or similar personal and consensual relationships, in the workplace.The University permits the employment of qualified family members, domestic partners, significant others and/or similar personal relationship of employees as long as such employment does not create a conflict of interest.In accordance with Case’s employment policies, the basic criteria for employee selection or promotion shall be appropriate qualifications in terms of education, experience, training and performance, consistent with Case’s needs.Relationships by family, marriage, domestic partnership and/or similar personal relationship shall constitute neither an advantage nor a disadvantage to selection, promotion, salary, or other conditions of employment.for the purpose of this policy, nepotism is defined as favoritism toward family members.
Potential noncompliance with the policy will be reported by the above-listed supervisors, department chairs, deans, or other responsible persons to Human Resources and investigated by the appropriate offices listed above.
When relationships develop into situations that may be viewed as harassment or discrimination, staff members should refer to the Affirmative Action and Equal Employment Opportunity Policy (I-1) and Sexual Harassment Complaints Procedure (I-1a).
If questions or concerns arise regarding potential harassment or discrimination, the staff member should contact the Office of Equal Opportunity and Diversity.
Women also report that it is common to be browbeaten into sex during job interviews, while female students regularly complain that university professors trade high marks for sexual favours.
Only two women have won sexual harassment cases since the collapse of the Soviet Union, one in 1993 and the other in 1997.
Case is a community that values an environment of inclusion, trust and respect as beneficial for the working and learning environment of all its constituents.