A written family-business employment policy can solve a myriad of problems because it spells
out the specific terms for family and nonfamily members with respect to recruiting, hiring,
promoting, compensating, and terminating. One recommendation is that an ideal family
employment policy should include the following: 
• “Explain the family employment policy’s purpose and philosophy.”
• “Describe how family members will apply and be considered for positions.”
• “Cover the general conditions of employment, including compensation and supervision.”
• “Outline the approach to be taken in developing and promoting family business members.”
• Make clear that family members will be completing the same applications that other candidates will
• Include an inspiring and upbeat reminder that the policy’s purpose is to help the family business succeed
and to support, develop, and motivate family members to lead successful and productive lives.
• Have all family business owners sign the policy, indicating they have read and agreed to it.
Others have recommended “that family members meet three qualifications before they are
allowed to join the family business on a permanent basis: an appropriate educational
background; three to five years’ outside work experience; and an open, existing position in the
firm that matches their background.” 
There are no rules that dictate the content of a family business employment policy, so
differences from one family business to another can be expected. However, it is very important
“to set employment conditions that do not discriminate against or favor family members. This
would help establish an atmosphere of fairness and motivation for all employees of the family
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