Admin order 44-11-05 - Laserfiche WebLink

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Patents 1 Copyrights (Cont'd) Employees who apply for a patent or copyright for an invention, design, or work must inform the City Manager in writing of both the application and the disposition of the application. SEE: The "Agreement on Patents and Copyrights" form available in Human Resources. Conflict of Interest APPM Section 4.2 City employees may not serve on City policy boards or commissions except as specifically provided by City ordinance or as required to perform official City duties. City employees may not use City time to participate in matters of personal interest. When giving testimony unrelated to their assigned City responsibilities, City employees should present themselves as private citizens and not use information or facts that have come to them by virtue of their employment and are not subject to disclosure to the public. In public participation in matters of personal interest, employees should conduct themselves so as not to impair their working relationship with other employees or with public officials. When a question is raised as to the possible conflict of interest in the public activity of a City employee or of an employment applicant, the City Manager will determine whether a conflict exists. Employees should contact their supervisor if they have questions. The approval of the City Manager's Office, the Council, and Intergovernmental Services Division is required before employees may use their official authority or influence to affect the funding or service activities of other agencies. In addition, all written materials which endorse, support, or criticize an organization's activities or its relationship with the City and which will be submitted to other agencies or interagency bodies must be reviewed by the City Manager and the Council and Intergovernmental Services Division. Soliciting t Use of City Resources for Charitable & Non - Profit Oranizations APPM Section 4.7.3 No peddling, soliciting, or selling for charitable or other purposes is allowed on City property during working hours without approval of your Executive Manager. Political Activity APPM Section 4.3 (Revised 09116102) Employees may assist in the preparation of voter materials on election measures when directed to do so by their Executive Manager or the City Manager. Prior to any involvement by a City employee in such activities, the \_ employee shall be given a copy of APPM Section 4.3. Information materials about election measures prepared by the City for release to the general public shall be educational and not promotional. The material shall be balanced and review the relevant principal effects of adoption of the measure, with careful consideration of such factors as style, tenor, and timing. You may assist in the preparation of voter materials on election measures when directed to do so by an Executive Manager or the City Manager. You are free to express personal political views on your own time. However, while on the job, you may not promote or oppose the nomination or election of a candidate, the adoption of a measure, or the recall of a public office holder. You may wear campaign buttons during working hours. It is also inappropriate to use a City office or City equipment for political work even if you are on your own time, i.e., on a break or at lunch. If you wish to engage in advocacy with respect to a ballot measure or candidate during a time you are normally working, you must request leave in advance and obtain authorization to take vacation time or unpaid leave for that period of time. Nepotism APPM Section 8.4.6 (Revised 06107199) It is essential that supervisors maintain impartiality in carrying out their duties and it is also important that employees have confidence in that impartiality. Therefore, the appearance of impartiality is as important as the actual presence of impartiality in the manner in which a supervisor carries out those duties. In order to avoid actual conflicts or performance problems, as well as the perception of conflict of interest or favoritism, the City prohibits certain personal relationships between all supervisors and employees whom they supervise. The City prohibits relatives from directly or indirectly supervising one another. The City also prohibits romantic relationships, including dating or cohabitating, between all employees who report directly or indirectly to them. The City prohibits other types of personal relationships that, in the particular circumstances, create actual performance issues or conflicts of interest, sufficient, in the City's sole discretion, to warrant action in accordance with this policy. Additionally, the City discourages other types of personal relationships that, in the particular circumstances, create the appearance of favoritism or a perception of conflict of interest and therefore may warrant action in accordance with this policy.