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for the purpose of this policy, favoritism is defined as the basing of decisions regarding hiring, selection, promotion, wages, hours, or other conditions of employment on relationship rather than on objective standards and the needs of the university.
In relationships with students, the staff member is expected to be aware of his/her professional responsibilities and to avoid apparent or actual conflict of interest, favoritism or bias.
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.
The University will exercise sound business judgment in the placement of relatives, domestic partners, significant others and/or similar personal relationship in accordance with the following guidelines: Case recognizes that at times, employees and their “family members”, “domestic partners”, “significant others” and/or “personal relationships” may be assigned to positions that create a coworker or supervisor-subordinate relationship.
If the union contract does not specifically address the policy, procedure, practice, or benefit, then the employee may infer that the description in this policy manual applies to the employee.
In the event of a discrepancy between this manual and a collective bargaining agreement covering employees who are represented by a union, the terms of the bargaining agreement will govern.
The Human Resources Policy and Procedures Manual establishes a framework and sets standards that guide how we should conduct ourselves as employees and members of the broader Princeton community.