The Village of Romeoville strongly believes that a work environment where employees maintain clear boundaries between employee personal and business interactions is most effective for conducting business and enhancing productivity. Although this policy does not prevent the development of friendship or romantic relationships between co-workers, it does establish boundaries as to how relationships are conducted during work hours and within the working environment.
Individuals in supervisory or Managerial roles, and those with authority over others' terms and conditions of employment, are subject to more stringent requirements under this policy due to their status as role models, their access to sensitive information, and their ability to affect terms and conditions of employment of individuals in subordinate positions.
This policy does not preclude or interfere with the rights of employees protected by the National Labor Relations Act or any other applicable statue concerning the employment relationship.
A. During working time and in working areas, employees are expected to conduct themselves in an appropriate workplace manner.
B. During nonworking time, such as lunches, breaks, and before and after work periods, employees engaging in personal exchanges in non-work areas should observe an appropriate workplace manner to avoid offending other employees or putting others in an uncomfortable position.
C. Employees are strictly prohibited from engaging in physical contact that would in any way be deemed inappropriate by a reasonable person while anywhere on company premises, whether during work hours or not.
D. Employees who allow personal relationships with co-workers to adversely affect the work environment will be subject to the appropriate provisions of the Village of Romeoville's disciplinary policy. Failure to change behavior and maintain expected work responsibilities is viewed as a serious disciplinary matter.
E. Employee off-duty conduct is generally regarded as private if such conduct does not create problems within the workplace. An exception to this principle, however, is romantic or sexual relationships between supervisors and subordinates.
F. Any supervisor, Manager, or in a sensitive or influential position with the Village of Romeoville must disclose the existence of a romantic or sexual relationship with a co-worker. Disclosure may be made to the immediate supervisor or the Human Resources Manager. This disclosure will enable the Village of Romeoville to determine whether any conflict of interest exists because of the relative positions of the individuals involved. All other employees must disclose their relationship with co-workers to their immediate supervisor. Failure to disclose a romantic or sexual relationship may lead to discipline up to and including termination.
G. Regarding Paragraph F, when a conflict-of-interest problem or potential risk is identified, the Village of Romeoville will work with the employees involved to consider options for resolving the problem. The initial solution may be to make sure the employees no longer work together on matters where one is able to influence the other or act for the other. Matters such as hiring, firing, promotions, performance management, compensation decisions and financial transactions are examples of situations that will require reallocation of duties to avoid any actual or perceived reward or disadvantage. In some cases, other measures may be necessary, such as transfer to other positions or departments.
H. Regarding Paragraph F, if one or both parties refuse to accept a reasonable solution or to offer an alternative position, if available, such refusal will be deemed a voluntary resignation.
I. Failure to cooperate with the Village of Romeoville to resolve a conflict or problem caused by a romantic or sexual relationship between co-workers or among mangers, supervisors, or others in positions of authority over another employee in a mutually agreeable fashion may be deemed insubordination and cause for immediate termination. The disciplinary policy of the Village of Romeoville will be followed to ensure fairness and consistency before any such extreme measures are undertaken.
J. The provisions of this policy apply regardless of the sexual orientation of the employees involved.
K. Where doubt exist as to the specific meaning of the terms used above, employees should make judgements based on the overall spirit and intent of this policy.
L. Any concerns about the administration of this policy should be addressed to the Human Resources Manager.
(Ord. 23-1853, passed 5-3-23)