Individuals employed on or after May 31, 2000, will not be hired
for or later moved to positions where one relative may impact upon
the supervision or advancement of the other.
Except as noted below, individuals employed prior to May 31,
2000, will not be affected by this policy for purposes of transfer,
promotion, or demotion. If, however, these individuals have relatives
who wish to work for the Town on or after May 31, 2000, those relatives
must comply with the policy on hiring of new personnel stated above.
The marriage of two employees must be reported in writing to
the affected department head(s) and Mayor within 30 days of the date
of marriage. If both of the individuals were employed prior to May
31, 2000, no further action is necessary. If one or both of the individuals
was employed on or after May 31, 2000, and if the employees work in
the same department, the department head and Mayor shall determine
if the relationship may result in an employee influencing the supervision
or advancement of a relative, or an employee inhibiting or interfering
with a relative's effective performance. If so, the couple has
the option of deciding if one will voluntarily transfer to another
division or department or resign. Transfers are subject to the availability
of positions and the department head's and the Mayor's approval.
If neither employee voluntarily transfers or resigns, the department
head and Mayor may transfer or dismiss one of the employees. A finding
of impact upon the supervision or advancement of a relative as a result
of marriage may be appealed through the normal grievance process.
Employees who leave Town service and later return are considered new employees and must comply with this Article
X.
Complaints by employees that they are being negatively affected
by nepotism (favoritism by an official of a relative) among Town employees
may be reported directly to the Mayor or, in the alternative, to the
Town Council.