HomeMy WebLinkAbout94-34Ordinance No. 94-34
Amending Neptoism Policy
Adopted: Nov. 1, 1994
• Effective: Nov. 1, 1994
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Ordinance No. - 94 = 34
• ~ ORDINANCE
AMENDING NEPOTISM POLICY
BE IT ORDAINED by the Town Council of the Town of Pulaski, Virginia, sitting in regular
session on November 1, 1994, that the Town Personnel Policy Item 4.6, dealing with Nepotism, is
hereby amended to be in the form attached hereto.
This Ordinance is effective as of November 1, 1994, and is adopted by duly recorded vote of the
Town Council on November 1, 1994 as follows:
E.G. Black, Jr. Aye Roy H. D"Ardenne, Jr. Aye
Alma H. Holston Aye W. Edgar Hale Aye
Bettye H. Steger Aye John W. Stone Aye
Aye
John A. Johnston Aye W. H. Schrader, Jr.
TOWN OF PULASKI, VIRGINIA
By:
• Andrew L. Graham, Mayor
Attest
Cf•
Ruth Harrell, Clerk o f Council
•
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• SUBJECT: NEPOTISM
PURPOSE: To establish policy for the employment of immediate relatives and/or
household members in order to assure the reality and appearance of fairness in
employment decisions by Town personnel.
APPLICATION: This policy applies to all regular full-time and part-time employees of
the Town, including all hourly and salaried personnel. It does not apply to temporary
employees (where the term of employment does not exceed six months) or to
volunteers offering services to the Town, so long as the Town Manager determines in
writing that there is no obvious likelihood of favoritism.
STATEMENT OF POLICY:
It is the Town's policy that immediate relatives and/or household members will not be
employed in regular full-time or regular part-time positions where:
1. One such person would have the authority to supervise, appoint, remove,
discipline or evaluate the performance of the other.
2. One such person would be responsible for auditing the work of the other.
•
3. Other circumstances exist which would place the persons in a situation of
actual or reasonably foreseeable conflict between the Town's interest and their
own, or where other employees would have a reasonable basis to perceive
favoritism, whether or not favoritism actually exists.
Where business necessity requires the limitation of employment opportunity of
employees under this policy, the means chosen to meet the business necessity should
be those which have the least adverse impact on the employees. For example:
The exclusion should be limited to the department where the reason for exclusion
exists, and should not bar the person from the whole work force, unless the reason
applies to the whole work force.
The Town is not under any obligation to restructure its work force or reassign personnel
to retain employees if they become in violation of this policy after employment. If a
mutually-agreeable solution cannot be reached between the Town and the employees,
the Town may require one such person to quit within 60 days. If such action is taken,
the involved employees will be asked to determine which person shall keep the job.
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• DEFINITIONS:
Immediate Family -Includes spouse, child, parent, brother, sister, grandparents,
parent-in-law, daughter-in-law, son-in-law, or grandchildren.
Household members- Includes all persons residing in an employee's home, whether or
not related by blood or marriage.
SUPERSEDES: Policy 4.6 (1987)
EFFECTIVE: Immediately. DATE:
APPROVAL:
LAST REVISED:
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• I, Ruth A. Harrell, Clerk of the Council of the Town of Pulaski, Virginia, do hereby
certify that the f~~ Ordinance is a true and correct copy of the ordinance set out
and adopted by the recorded vote of the Town Council on November 1, 1994.
~~ ~~
Ruth A. Harrell, Clerk of Council
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