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Ethics FAQ: Family and Personal Relationships

The SEIU Code of Ethics and Conflict of Interest Policy (“Ethics Code”) does not prohibit the employment of qualified relatives of officers, executive board members, or employees, or of individuals with whom an officer, executive board member, or employee has a personal relationship.

However, such relationships can lead to problems, including favoritism or the appearance of favoritism. To help manage the potential problems associated with such relationships, a covered individual (i.e., an officer, executive board member, or employee of SEIU or an affiliate) must disclose the existence of such a relationship to their affiliate’s ethics liaison, or to the SEIU Ethics Ombudsperson, as soon as they become aware of the relationship. They must disclose the relationship regardless of whether they are in a supervisory relationship with the other person. The ethics liaison or SEIU Ethics Ombudsperson will assist them with managing the potential conflict of interest.

Section 12(a) of the Ethics Code defines “relative” as a “parent, spouse, spousal equivalent, child, grandparent, grandchild, sibling, aunt, uncle, niece, nephew, first or second cousin, corresponding in-law, ‘step’ relation, foster parent, foster child, any member of the employee’s household. Domestic partner relatives are covered to the same extent as spousal relatives.”

Section 12(b) of the Ethics Code defines “personal relationship” as “an ongoing romantic or intimate personal relationship that can include, but is not limited to, dating, living together or being a partner or significant other. This definition applies regardless of gender, gender identification, or sexual orientation of the individuals in the relationship. This restriction does not extend to friends, acquaintances or former colleagues who are not otherwise encompassed in the scope of ‘personal relationships.’ ”

No. Covered individuals cannot make hiring decisions, or attempt to influence hiring decisions, regarding their relatives or persons with whom they have a personal relationship.

A covered individual may transmit an application on behalf of their relative, or someone they have a personal relationship with, to the appropriate hiring authority. However, the covered individual should refrain from providing any further input into the application and hiring process.

No. If you are a covered individual, you may not directly supervise a relative or someone with whom you have a personal relationship.

In the absence of a direct reporting or supervisor-to-subordinate relationship, a covered individual may work in the same department as their relative or someone they have a personal relationship with, as long as there are no particular operational difficulties. For example, if you work in a small department and must regularly work alongside someone you have a personal relationship with, it might pose an operational difficulty for your coworkers depending on the circumstances.

No. A covered individual cannot make work-related decisions, or participate in or provide input into work-related decisions made by others, involving relatives or persons with whom they have a personal relationship, even if they do not directly supervise that individual.

Examples of such prohibited decisions include, but are not limited to, decisions about hiring, wages, hours, benefits, assignments, evaluations, training, discipline, promotions, and transfers.

A covered individual cannot make or attempt to influence or participate in any way in a decision concerning the relations of SEIU or an affiliate with a vendor, firm, or other entity or individual in which the covered individual or their relative, spouse, or business partner has a substantial ownership or financial interest. (You should refer to Section 5(a) and 5(b) of the Ethics Code for the specific definitions of “substantial ownership or financial interest.”)

To avoid a conflict of interest, a covered individual should disclose to an ethics liaison or the SEIU Ethics Ombudsperson if their relative is submitting a bid to do business with SEIU or an affiliate, and must refrain from influencing or participating in any way in the decision making process regarding the vendor, firm, or other entity.

This guidance is intended for general informational purposes only. The specific facts and circumstances of your situation may warrant an approach that is different from this general guidance. Hence, you should not base a decision solely on the guidance described above, and should consult with your affiliate’s ethics liaison, the SEIU Ethics Ombudsperson, and/or union counsel prior to choosing a course of action. If you have any questions or concerns about these matters or your specific situation and would like to consult with the SEIU Ethics Ombudsperson, please contact ethics@seiu.org.