The employment of relatives can cause various organizational problems including but not limited to charges of favoritism, conflicts of interest, family discord, scheduling conflicts, and lower employee morale. These problems often work to the disadvantage of the City. Therefore, it is the policy of the City to prohibit or restrict the employment of relatives. Pursuant to this policy, City employees and prospective employees will be evaluated on their qualifications and individual merit, without reference to considerations of race, sex, religion, national origin, or any other factors not pertaining to professional experience, qualifications, and performance.
A. Definitions:
DOMESTIC PARTNER: | Two individuals of the same or opposite sex who are both at least eighteen (18) years of age, who are involved in a long-term and committed relationship, and who are not married but may reside together in a common household. |
RELATIVE: | Relationships established by blood, marriage, or legal action. Examples include the employee's spouse, mother, father, son, daughter, sister, brother, mother-in-law, father-in-law, sister-in-law, brother-in-law, son-in-law, daughter-in-law, stepparent, stepchild, aunt, uncle, nephew, niece, grandparent, grandson, or cousin. The term also applies to domestic partners and a daughter or son of an employee's domestic partner. |
B. Applicability. This policy applies to all categories of employees, including full-time, part-time, temporary, internship, and seasonal. Employees may not make, participate in making, or influence any employment decision involving a related person. This includes but is not limited to:
1. Hiring, promoting, transferring, or reassigning employees.
2. Serving on a hiring committee.
3. Initiating an investigation.
4. Assigning work.
5. Preparing, conducting, or contributing information to a performance appraisal.
6. Approving overtime or any other compensated time.
7. Approving vacation, sick, or other leave time.
8. Approving reimbursement for work-related expenses.
C. Requirement to Disclose Relationships. All applicants for open positions are required to disclose any relationships as defined in paragraph "A" with current City employees to the Human Resources or City Manager's office. Likewise, any current City employee seeking a transfer or promotion must disclose any potential conflicts. This policy isn't intended to prohibit intimate or familial relationships in the workplace with the exception of those between supervisors and subordinates. The City recognizes that relationships between existing City employees may occur and the disclosure of them allows management to consider reassignment when needed and when possible. However, it is the right of the employer to remove the authority of a supervisor when reassignment or transfer of employees isn't possible. Employees that fail to disclose relationships as defined in paragraph "A" will become ineligible for hiring, promotion, or employment.
D. Confidentiality. All information identifying domestic partnerships and familial relationships will be treated as confidential.
E. Relationships Disqualifying Appointment: No person may be hired or appointed to any position in the City when that person has any of the family relations specified in Section A with any of the following positions:
Mayor
Council person
City Manager
City Attorney
Human Resource Manager (Ord. 92-23; amd. Ord. 2021-34, 11-23-2021)