All prospective employees shall complete the approved application for employment, which will then be submitted to the respective department head for comment and recommendation. The Mayor will have final responsibility to hire qualified employees to fill positions allotted in the approved budget.
Applicants will be selected for employment based on merit, considering the candidate's knowledge, skills and abilities; ability to communicate; ability to meet job requirements as evidenced by information contained on application forms/resumes received by COS; personal interviews; as well as any additional criteria appropriate to the task.
Relatives of currently employed worker generally are considered for employment on the basis of the above criteria. However, where the employment or hiring of a worker's relative would result in the types of prohibited employment relationships identified below, COS will consider the candidate for employment only in the scope of the following:
Prohibited Employment Relationships The hiring of relatives is prohibited if the employment of such an individual would result in the creation of:
• A supervisor/subordinate relationship between a relative and an employee. If a direct supervisory or managerial relationship would be established, a relative of a currently employed worker cannot be considered as an applicant for an open position.
• An actual conflict of interest or the appearance of a conflict of interest. Generally, this bars the hiring or employment of an employee's relatives in any position that has an auditing or control relationship to the employee's job.
Definition of Relatives For the purpose of this policy, relatives include the following: spouse, parent, child, sibling, in-law, grandparent, grandchild, aunt, uncle, cousin, step-relative or any individual with whom an employee has a close personal relationship such as a domestic partner, co-habitant or significant other.
Marriages or Relationships Between Employees Employees who marry or establish a close personal relationship can continue in their current positions if a prohibited employment relationship is not created. If one of the prohibited situations does occur, attempts will be made to find another position within the City to which one of the employees can transfer. All practical efforts will be made to arrange such a transfer at the earliest possible time. If accommodations of this nature are not feasible the employees will be permitted to determine which one of them will resign.
This policy applies to hiring and employment decision affecting all job classifications, including regular, temporary and part-time positions. These restrictions also are applicable when assigning, transferring, bidding or promoting an employee.
Employees who become subject to this policy's provisions due to marriage or commencement of a close personal relationship must inform their supervisor or Mayor as soon as practical. All decisions and personnel actions taken as a result of this policy must be reviewed and approved by the Mayor.