(A) In general. The employment of relatives in the “direct line of supervision” 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 follows state law, I.C. 36-1-20.2 with regards to nepotism.
(B) Definitions. For purposes of this section, the following definitions shall apply unless the context clearly indicates or requires otherwise.
DIRECT LINE OF SUPERVISION.
(a) 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 a performance evaluation.
(b) 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 employee policies of the town.
EMPLOYED.
(a) An individual who is employed by the town on a full-time, part-time, or temporary basis; or
(b) An individual who is a party to an employment contract with the town.
(c) Does not include an individual who holds an elected office.
RELATIVE. 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.
(C) Relatives in direct line of supervision. 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 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.
(D) Exemptions. Employees, who were already employed by the town 7-1-2012, 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.
(E) Additional information. Contact the Clerk-Treasurer’s office for additional information.