(A) Outside Employment.
(1) An employee may hold a job with another organization as long as he or she satisfactorily performs his or her job responsibilities with the city. All employees will be judged by the same performance standards and will be subject to the employer’s scheduling demands, regardless of any existing outside work requirements.
(2) If the city determines that an employee’s outside work interferes with performance or the ability to meet the requirements of the city as they are modified from time to time, the employee may be asked to terminate the outside employment if he or she wishes to remain employed with the city.
(3) Outside employment will present a conflict of interest if it has an actual or potential adverse impact on the city. City employees are encouraged to file a conflict of interest statement with the County Clerk, State Board of Accounts, and Clerk-Treasurer whenever an employee’s outside business activities are directly or indirectly linked to the city in a business relationship such as vendor, supplier, contractor, or independent sub-contractor.
(4) Employees who are provided family and medical leave under the city’s FMLA policy for their own serious illness or injury shall not be employed by outside employers when on FMLA.
(B) Conflict of Interest.
(1) Employees have an obligation to conduct business within guidelines that prohibit actual or potential conflicts of interest. This policy establishes only the framework within which the city wishes the business to operate.
(2) The purpose of these guidelines is to provide general direction so that employees can seek further clarification on issues related to the subject of acceptable standards of operation. Contact the Board of Works for more information or questions about conflicts of interest.
(3) An actual or potential conflict of interest occurs when an employee is in a position to influence a decision that may result in a personal gain for that employee or for a relative as a result of the city’s business dealings. For the purpose of this policy, a “RELATIVE” is any person who is related by blood or marriage, or whose relationship with the employee is similar to that of persons who are related by blood or marriage.
(4) No “presumption of guilt” is created by the mere existence of a relationship with outside firms. However, if employees have any influence on transactions involving purchases, contracts, or leases, it is imperative that they disclose to the Board of Works as soon as possible the existence of any actual or potential conflict of interest; therefore, safeguards can be established to protect all parties. Employees who have a conflict of interest are to file a conflict of interest form with the Clerk-Treasurer, and State Board of Accounts.
(5) Personal gain may result not only in cases where an employee or relative has a significant ownership in a firm with which the city does business, but also when an employee or relatives receives any type of kickback, bribe, substantial gift, or special consideration as a result of any transaction or business dealing involving the city.
(Ord. 2018-16, passed 1-7-19)