(A) The employment of relatives in the same area of an organization may cause serious conflicts and problems with favoritism and employee morale. In addition to claims of partiality in treatment at work, personal conflicts from outside the work environment may be carried over into day-to-day working relationships. Accordingly, the town will follow all resolutions as outlined by I.C. 36-1-20.2 with regards to nepotism.
(B) For purposes of this policy, a RELATIVE is defined as a spouse, parent or stepparent, child or stepchild (including an adopted child or stepchild), a brother, sister, stepbrother, stepsister (including a brother or sister by half-blood), a niece or nephew, aunt or uncle, daughter-in-law or son-in-law. EMPLOYED means an individual who is employed by the town on a full-time, part-time, or temporary basis. The term does not include an individual who holds an elected office. The term includes an individual who is a party to an employment contract with the town. The performance of the duties of a PRECINCT ELECTION OFFICER (as defined in I.C. 3-5-2-40.1), or a volunteer firefighter, that are imposed by I.C. Title 3 is not considered employment by the town.
(C) DIRECT LINE OF SUPERVISION is defined as an elected officer or employee who is in a position to affect the terms and conditions of another employee’s employment, including making decisions about work assignments, compensation, grievances, advancement, or performance evaluation. The term does not include the responsibilities of the executive, legislative body, or fiscal body of the town, as provided by law, to make decisions regarding salary ordinances, budgets, or personnel policies of the town.
(D) Individuals who are relatives may not be employed by the town in a position that results in one relative being in the direct line of supervision of the other relative. This applies to an individual who is employed by the town on the date that the employee’s relative begins serving a term of an elected office of the town and is not exempt from the application under exemptions of the policy. This policy does not abrogate or affect an employment contract with the town that an individual is party to and is in effect on the date the employee’s relative begins serving a term of an elected office of the town.
(E) Employees who are employed by the town on July 1, 2012 are not subject to this policy unless they have had a break in employment with the town. The following are not considered a break in employment: the employee is absent from the workplace while on paid or unpaid leave, including any paid time off, medical leave or workers’ compensation and the employee’s employment with the town is terminated followed by immediate reemployment by the town, without loss of payroll time.
(F) Employees should contact the Clerk-Treasurer’s office for additional information regarding nepotism in the workplace.
(Ord. 2020-26, passed 1-12-21)