Employee Rights Against Favoritism or Nepotism

Performance and merits should be the bases in hiring applicants or promoting or giving benefits to employees. However, human relationship dictates favoring ones relatives or friends. This act is commonly referred to as nepotism.

While nepotism is discouraged, in reality it is widely practiced. Consequently, employees who are more productive are overlooked for promotions and other benefits to give way to relatives or friends.

Policies against Nepotism

Nepotism in the workplace is unavoidable. In some companies, favoritism occurs when someone is treated better than the others due to relationship.

A superior favoring a particular employee will operate to leave the rest of the employees at an unfair disadvantage. This disadvantage may result to mistrust and resentment and decreased in morale and productivity.

Married Co-Workers

As an anti-nepotism policy, some companies prohibit employment of married co-workers. Employers claim that such prohibition is a business necessity. Further, employment of married couples is a potentially disruptive practice.

Employers contend that the restriction against married co-workers is to minimize the influence of traditional familial authority structures on the management and development of rational bureaucracies. Others believe that to employ both the husband and wife will result to marital quarrels at work or coalition to advance their interests which may undermine organizational structure and morale. Consequently, some applicants are denied employment because their spouses are already working in the same company. Likewise, employees are denied transfer, promotion or benefits because of the same reason.

Favoritism Can Lead to Discrimination or Wrongful Termination Suits

It is for this circumstance that anti-nepotism policies often result to discrimination charges. It may constitute discrimination based on race, age or sex. At some point, it may even result to wrongful termination.

For instance, if an employer terminates employees solely to give way to relatives or friends then the discharged employees may have been fired without ground or due to their sex or race. The dangers of nepotism should not be ignored. It is wise not only to promote anti nepotism policies but also to regularly monitor employees to ensure prevention of such practice.

If you think you have been a victim of discrimination as a consequence of nepotism or an anti-nepotism policy, services of a discrimination attorney must be engaged. A victim may also file a charge with the Equal Employment Opportunity Commission to seek legal relief.