A. 
It is the policy of the Board of County Commissioners to prevent family relationships from influencing employment, job assignment, promotion, performance evaluation, and other personnel actions, to make County employment available to as many different families as possible in view of the public service nature of government, and to prevent problems which inherently arise from the employment of relatives.
B. 
For purposes of this article, "relatives" are defined as follows:
(1) 
Employee's spouse, parent, child, grandparent, grandchild, brother, sister, spouse of brother or sister, or child's spouse; and
(2) 
Employee's spouse's parent, child, grandparent, grandchild, brother, or sister. Step relationships and legal adoptions are included in the above definitions.
Individuals employed on or after October 1, 1989, shall 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 October 1, 1989, shall 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 Board of County Commissioners on or after October 1, 1989, 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 Director of Personnel within 30 days of the date of marriage. If both of the individuals were employed prior to October 1, 1989, no further action is necessary. If one or both of the individuals was employed on or after October 1, 1989, and if the employees work in the same department, the department head and Director of Personnel 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 shall voluntarily transfer to another division or department or resign. Transfers are subject to availability of positions and department head and Director of Personnel's approval. If neither employee voluntarily transfers or resigns, the department head and Director of Personnel 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 County service and later return are considered new employees and must comply with this article.
Complaints by employees that they are being negatively affected by nepotism (favoritism by an official to a relative) among County employees may be reported directly to the department head or Director of Personnel.