Pomeroy Technologies reviews

Thank you for taking the time to write this review. Your opinion is important to us, as we strive to continually improve. Pomeroy does have a corporate policy with regards to the "employment of relatives", which can be found on page 36 of the Employee Reference Guide. Please feel free to reach out to me if you would like to share additional details, or believe this policy is not being followed at joann.geiman@pomeroy.com. Here is a copy of the verbiage related to the policy; "Policy Pomeroy is pleased to consider for employment qualified applicants who are related to employees. When Pomeroy employs more than one member of a family, one family member may not supervise the other. Close relatives, partners, those in a dating relationship or members of the same household may be hired only if they will not be working directly or indirectly for, or supervising a relative. In addition, he or she will not occupy a position in the same line of authority where employees can initiate or participate in decisions involving a direct benefit to the relative. Such decisions include, but are not limited to: hiring, retention, transfer, promotion, wages and leave requests. This policy applies to all current and potential employees. Family member is defined as one of the following relationships: parent, child, grandparent, grandchild, brother, sister, uncle, aunt, nephew, niece, first cousin, and relationships by marriage – husband, wife (as defined by state law), step-parent, stepchild, brother-in-law, sister-in-law, father-in-law, mother-in-law, son-in-law, daughter-in-law, half-brother, half-sister, uncle, aunt, nephew, niece, spouse/partner of any of the above and cohabitating couples/significant others. If any employee, after employment, enters into one of the above relationships, management must be notified immediately and one individual must seek a transfer or a change in the reporting relationship. Such changes must be reviewed and approved by the Human Resources Senior Vice President. If a decision cannot be made among the affected employees within sixty (60) days, reassignment will be made upon direction of the Human Resources Senior Vice President. During those sixty (60) days, the supervisory employee will not have involvement or direct input in the employment decisions of the other employee. Employee Responsibility All applicants for employment with Pomeroy are required to disclose the names of relatives currently employed by Pomeroy, as indicated on the employment application. Current employees are required to disclose any prohibited employment relationship that may be created due to the promotion, demotion, reassignment, or transfer of the employee. Failure of the employee to provide this information may be grounds for termination."