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Employment & Selection - Staff Handbook Quick Access Menu |
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| Employment of Related Persons |
Seattle Pacific University generally permits employment of close relatives on a concurrent basis. For purposes of this policy, a relative means a husband, wife, father, father-in-law, mother, mother-in-law, brother, sister, son, daughter, uncle, aunt, nephew, niece, cousin, or grandchild, and their respective spouses, whether the relationship is established by blood, marriage or otherwise.
Exceptions:
If the employment relationship between relatives could reasonably lead, or appear to lead, to business-related conflicts of interest, improper influence, favor, or consideration, the University usually shall not permit the concurrent employment of close relatives. Some examples of such prohibited situations are:
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where one relative has, or would have, the authority or practical power to supervise, appoint, remove, discipline, or alter the terms or conditions of the other's employment; |
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where one relative would be responsible for auditing the work of another; or |
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where other circumstances exist which would place a relative in a situation of actual or reasonably foreseeable conflict between the University's interests and their own. |
In addition, the University will generally not hire or continue to employ the close relatives of policy-level officers of other organizations or of individuals with whom the University does business, when such employment might lead to the reality or appearance of improper influence or favor, or to a breach of confidentiality.
If it becomes necessary because of any of the above circumstances to terminate the employment of one or more related employees, the University will usually permit the employees to decide which will terminate employment. If the related employees do not promptly decide, the University will generally make the selection after balancing the interests of the employees and the University.
Employees should not be allowed to participate in decisions relating to conditions or terms of employment for any relative who also works at the University.
| Hiring Procedures |
Applications for staff positions should be filed with the Office of Human Resources. As vacancies occur, arrangements are generally made with qualified applicants for testing (if necessary) and interviews.
All persons employed by Seattle Pacific University are expected to be familiar with and personally support its philosophy of Christian higher education including guidelines for social conduct, as stated in the University catalog, the mission statement and in this handbook. It is our firm belief that the redemptive and grace-filled environment we desire on campus is as much the responsibility of staff as it is of the faculty. All employees are members of Christ's body. For more information, please see "Lifestyle Expectations".
| Identification Cards |
Faculty and staff members should arrange through the Office of University Services to acquire a Seattle Pacific University identification card within their first few days of employment. ID cards are used for gaining access to the library, admission to University events, purchasing campus meal plans and using the faculty/staff bookstore discount.
| Internal Hiring/Promotion |
Seattle Pacific University has a strong history of offering support for professional growth within the University. Internal candidates for open positions may express interest in and request information regarding any campus position for which they are qualified. Interested candidates may contact the Office of Human Resources for information about the general process governing internal interviewing and hiring.
| Pre-employment Physicals |
Some positions may require a satisfactory post-offer, pre-employment physical. When this is the case, the job offer will generally be contingent on satisfactory examination results. If a physical examination is required, the University will select the physician and pay the cost.