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Policy Title: Nepotism and Personal Relationships
<br />Purpose: To define the City's policy and guidelines for netism and personal
<br />relationships Il���lllllli,.
<br />Scope: All City of Eugene employees
<br />Policy Statement: It is essential that supervis'�a im '
<br />N out
<br />their duties and it is also important that employees ae�t;onfidence in al impartiality
<br />11 Therefore, the appearance of impartiality is as important ast}�e presence of
<br />impartiality in the manner in which a supervisor carries -put th6"gties.
<br />Policy Procedure: In order to avoid or perfortaance problems, as well
<br />as the perception of conflict of interest or favoritism, the City prohibits certain personal
<br />relationships between all supe�rvisos and employees whom they supervise. The City
<br />prohibits relatives from directly or inti ectly one another. "Relative" is
<br />defined to include: spouses, parents, ing parents -in -law and step - parents,
<br />children, including children -in -law and s siblings, including in -laws and step -
<br />siblings, nieces, nephews, grandchildrenq Olarents, aunts, uncles, and cousins.
<br />The City also pro romantic relationshi including dating or cohabitating, between
<br />all employees wh Sr or indirectly to one another. The City prohibits other
<br />types of personal r a do t in particular circumstances, may create actual
<br />Nu. .AV
<br />performance issues F c tbrest, sufficient, in the City's sole discretion, to
<br />warrant action in acco ""dance wiW is policy. Additionally, the City discourages other
<br />types of personal relationships that, in particular circumstances, create the appearance
<br />of favoritism or a perceptionof conflict of interest and therefore may warrant action in
<br />accordance with this pollo.
<br />Should two employees, one of whom is in a position where he or she exercises direct or
<br />indirect supervisory functions over the other, become related or engaged in a personal
<br />relationship, the supervising employee must notify his/her supervisor immediately. It is
<br />the responsibility of the supervisor's supervisor to notify Human Resources. If it is
<br />determined that the personal relationship involved is prohibited by this policy, the City
<br />and the employees may work collaboratively to look for a transfer option for one of
<br />them. If no alternative position is available, one of the two employees must resign
<br />within 120 calendar days of a written notice provided to them by their supervisor. The
<br />City may opt to change the supervisory reporting relationship during the interim 120 day
<br />period in order to maintain impartiality.
<br />City of Eugene
<br />APM No:
<br />4.2
<br />Administrative Policy Manual
<br />Date Updated:
<br />August 1, 2011
<br />Policy Title: Nepotism and Personal Relationships
<br />Purpose: To define the City's policy and guidelines for netism and personal
<br />relationships Il���lllllli,.
<br />Scope: All City of Eugene employees
<br />Policy Statement: It is essential that supervis'�a im '
<br />N out
<br />their duties and it is also important that employees ae�t;onfidence in al impartiality
<br />11 Therefore, the appearance of impartiality is as important ast}�e presence of
<br />impartiality in the manner in which a supervisor carries -put th6"gties.
<br />Policy Procedure: In order to avoid or perfortaance problems, as well
<br />as the perception of conflict of interest or favoritism, the City prohibits certain personal
<br />relationships between all supe�rvisos and employees whom they supervise. The City
<br />prohibits relatives from directly or inti ectly one another. "Relative" is
<br />defined to include: spouses, parents, ing parents -in -law and step - parents,
<br />children, including children -in -law and s siblings, including in -laws and step -
<br />siblings, nieces, nephews, grandchildrenq Olarents, aunts, uncles, and cousins.
<br />The City also pro romantic relationshi including dating or cohabitating, between
<br />all employees wh Sr or indirectly to one another. The City prohibits other
<br />types of personal r a do t in particular circumstances, may create actual
<br />Nu. .AV
<br />performance issues F c tbrest, sufficient, in the City's sole discretion, to
<br />warrant action in acco ""dance wiW is policy. Additionally, the City discourages other
<br />types of personal relationships that, in particular circumstances, create the appearance
<br />of favoritism or a perceptionof conflict of interest and therefore may warrant action in
<br />accordance with this pollo.
<br />Should two employees, one of whom is in a position where he or she exercises direct or
<br />indirect supervisory functions over the other, become related or engaged in a personal
<br />relationship, the supervising employee must notify his/her supervisor immediately. It is
<br />the responsibility of the supervisor's supervisor to notify Human Resources. If it is
<br />determined that the personal relationship involved is prohibited by this policy, the City
<br />and the employees may work collaboratively to look for a transfer option for one of
<br />them. If no alternative position is available, one of the two employees must resign
<br />within 120 calendar days of a written notice provided to them by their supervisor. The
<br />City may opt to change the supervisory reporting relationship during the interim 120 day
<br />period in order to maintain impartiality.
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