Final Rules (Amended 2022 09 19)_Rule 1 Corrected (1) - Flipbook - Page 95
APPENDIX A
is prohibited by applicable Federal, State, or local law. In accordance with this policy, no employee or
prospective employee shall be interfered with, intimidated, restrained, coerced, employed, promoted,
demoted, discharged, or in any way favored or discriminated against because of political opinions or
affiliations, race, religious beliefs, age, sex, disability, or national origin.
ยง 3.05.070
ANTI-NEPOTISM POLICY.
A. Because of the potential for creating adverse impacts on supervision, safety, security or
morale, members of an immediate family shall not be employed in the direct line of supervision
of one another.
B. If at the time of the adoption of this policy, an employee has an immediate family member also
employed by the City, this Section shall not be applicable to that employee based on that
existing familial relationship.
C. This policy shall not be applicable to any person whose immediate family member is elected to
the City Council, if such person, at the time of such election, is currently employed by the City.
D. Employees who become subject to this policy after appointment, but who are not otherwise
exempted, pursuant to Subsection B., shall have the opportunity to transfer subject to the provisions
of the Civil Service Rules, relating to transfers. In the event no transfer is available, one of the
employees shall resign and such resignation shall be effective within a reasonable time period, not to
exceed thirty (30) calendar days, after notification of the decision of transfer unavailability. The
decision regarding who shall resign may be made by the affected employees. If no decision is made
within thirty (30) calendar days:
1. The employee with the most recent appointment, transfer or promotion which resulted in
the application of the policy shall be deemed to have resigned; or
2. If the reason the policy app lies is other than an appointment, promotion or transfer, the
employee with the least cumulative seniority shall be deemed to have resigned.
E. For the purpose of this Section, IMMEDIATE FAMILY shall be defined as the following
relationships whether established by blood, marriage or other legal actions:
1. Parents, grandparents, step -parents, step-grandparents, brothers, sisters, half -brothers,
half-sisters, step-brothers, step-sisters, children, children's spouse(s), grandchildren, step children, step-grandchildren.
2. Spouse and spouse's parents, grandparents, brothers, sisters, half -brothers, half-sisters,
step-brothers, step-sisters, step-parents, step-grandparents, step-grandchildren.
F. For the purpose of this Section, DIRECT LINE OF SUPERVISION shall be defined as any regularly
assigned employment relationship wherein an employee holds a position with any control or authority
over an immediate family member of that employee. A City Council member shall be deemed to hold
a position of control and authority over every City employee. A member of a City Commission, Board
or Committee shall be deemed to hold a position of control and authority over every City employee
who is regularly assigned as staff support to that member's Commission, Board or Committee.
G. When it is determined an employee is affected by this policy, the employee may appeal such
determination to the Civil Service Commission for a final administrative adjudication of the matter;
