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Policy Title: Hiring Former Employees, Personal Acquaintances, and Relatives — Nepotism Purpose: To clarify organizational policies around the hirl� f former employees, personal acquaintances, and relatives and conflicts of inter.11ii Scope: All City of Eugene employees Policy Statement: The City's employment goal is�o~hiird"qualifiad emp,16yees using valid, competitive selection processes. While former,-'emplo may have applicable experience and knowledge of the job, the City retains fhe�right to determine the qualifications of the candidates for any pen position. It is.'mportant that the City maintains impartiality in its hiring decisionsso as to avoid the` perception of conflict of interest or favoritism. To this end; the City as developed a "detailed policy on nepotism which covers hiring as well as othersupervisory responsibilities. In addition to the issues covered in the nepotism policy� � City does not give preferential treatment in hiring to the relatives of City employee ��pi m Former Employed 'Ii p Generally, farmer e 1ply for vacant positions must follow the regular application and recr en roo! res unless an exception has been granted. If hired, el prior years of employment will nod be considered for benefits, except as provided under State law (e.g., PE RS credit). Rehiring PERS- Retired'Employees Former employees who receive PIERS retirement benefits can be rehired as temporary employees. Because working for a PERS - covered employer after retirement can impact retirement eligibility, retired employees returning to work as temporary employees are responsible for tracking the hours they can work under PIERS restrictions. If a former employee is rehired to do the same work as he/she did before retiring, the employee may be paid within the former regular pay range no higher than Step 6 of the range. If the employee is rehired to perform different duties classified at a lower range, City of Eugene APM No: 3.2 Administrative Policy Manual Date Updated: August 1, 2011 Policy Title: Hiring Former Employees, Personal Acquaintances, and Relatives — Nepotism Purpose: To clarify organizational policies around the hirl� f former employees, personal acquaintances, and relatives and conflicts of inter.11ii Scope: All City of Eugene employees Policy Statement: The City's employment goal is�o~hiird"qualifiad emp,16yees using valid, competitive selection processes. While former,-'emplo may have applicable experience and knowledge of the job, the City retains fhe�right to determine the qualifications of the candidates for any pen position. It is.'mportant that the City maintains impartiality in its hiring decisionsso as to avoid the` perception of conflict of interest or favoritism. To this end; the City as developed a "detailed policy on nepotism which covers hiring as well as othersupervisory responsibilities. In addition to the issues covered in the nepotism policy� � City does not give preferential treatment in hiring to the relatives of City employee ��pi m Former Employed 'Ii p Generally, farmer e 1ply for vacant positions must follow the regular application and recr en roo! res unless an exception has been granted. If hired, el prior years of employment will nod be considered for benefits, except as provided under State law (e.g., PE RS credit). Rehiring PERS- Retired'Employees Former employees who receive PIERS retirement benefits can be rehired as temporary employees. Because working for a PERS - covered employer after retirement can impact retirement eligibility, retired employees returning to work as temporary employees are responsible for tracking the hours they can work under PIERS restrictions. If a former employee is rehired to do the same work as he/she did before retiring, the employee may be paid within the former regular pay range no higher than Step 6 of the range. If the employee is rehired to perform different duties classified at a lower range,