ADOPTED - OCTOBER 14, 2008
Agenda Item No. 15
Introduced by the County Services Committee of the:
INGHAM COUNTY BOARD OF COMMISSIONERS
RESOLUTION RECOMMENDING ESTABLISHMENT OF AN
EMPLOYMENT OF RELATIVES POLICY
RESOLUTION #08-281
WHEREAS, the residents of Ingham County are entitled to have complete confidence in the integrity of the employees of the County; therefore, employees of Ingham County shall at all times maintain a high level of ethical conduct and avoid conflicts of interest in connection with the performance of their duties for Ingham County; and
WHEREAS, it is expected that employees will use sound judgment at all times in avoiding actions or commitments which might create conflicts of interest, or which might interfere with or do harm to Ingham County’s completion of its governmental duties and functions; and
WHEREAS, employees shall avoid any action which may result in, or create the appearance of:
a. Using their positions for personal gain (whether their own or that of others with whom they are associated in a personal, family, or business relationship).
b. Giving improper preferential treatment to any person.
c. Impeding efficiency or economy.
d. Losing independence or impartiality.
e. Making a work-related decision that affects, involves, or binds Ingham County outside of official channels or prescribed procedures.
f. Adversely affecting the confidence of residents, customers, vendors, or suppliers in the integrity of Ingham County or its operations.
THEREFORE BE IT RESOLVED, that the Ingham County Board of Commissioners authorizes the establishment of an Employment of Relatives Policy.
COUNTY SERVICES: Yeas: Nolan, De Leon, Copedge, Severino
Nays: None Absent: Grebner, Soule Approved 10/7/08
EMPLOYMENT OF RELATIVES
Purpose: The purpose of this policy is to establish procedures regarding the employment
of relatives in Ingham County.
Policy Statement: Ingham County permits the employment of qualified individuals who are related to current employees and elected officials as long as such employment does not (a) create a supervisory-subordinate relationship; or
(b) subject an individual’s terms and conditions of employment (e.g. work duties and responsibilities, compensation, career progression, etc.) to influence by a relative.
Definitions: For purpose of this policy “relative” shall be defined as spouse, child, stepchild, foster child, parent, step-parent, foster-parent, brother, step-brother, sister, stepsister, grandparent, grandchild, uncle, aunt, niece, nephew, in-laws or any other individual who is a member of the employee’s household (or for which the employee is or may be financially responsible).
The County reserves the right to exercise its business judgement, through the County Administrator and/or Human Resources Director, in the determination of whether to approve a request for the employment or transfer of relatives.
In the event the County Administrator/Human Resources Director denies the request for employment or transfer of a relative, the relative shall not be hired or shall not be transferred, as the case may be, unless otherwise approved by the County Services Committee of the Board of Commissioners.
Remedial Action: In the event the County Administrator/Human Resources Director determines that this policy has been violated by (a) the employment of relatives who become related while employed by the County, or by (b) the employment of employees whom the County learns are relatives after the employees have already been hired, then one of the relatives shall voluntarily apply for transfer or resign employment in order to eliminate the supervisory relationship. In the event no relative volunteers to transfer or resign, then the employee(s) with the lesser duration of employment with the County shall be transferred or terminated within thirty (30) days of the determination of violation. The County will exercise its good faith judgment in placing affected employees in vacant positions for which they are qualified, but if no alternative placement is available then the least senior employee(s) shall be terminated in order to eliminate the circumstance(s) causing the violation.
Penalty: Failure to immediately disclose the existence and/or establishment of a familial relationship which involves a supervisory-subordinate relationship constitutes a breach of trust and policy violation. Violations of policy will subject the employee(s) to disciplinary action up to and including discharge.
Application: This policy shall apply to all departments and administrative units of Ingham County government prospectively. This policy shall not apply to those relatives employed by Ingham County as of the effective date of this policy.
Responsibility: All Department Heads and the County Administrator shall be responsible for the implementation and administration of this policy.
Administrative Procedure: Prior to the employment or transfer of relatives by or within Ingham County, a request for such employment must be submitted in writing to the County Administrator/Human Resources Director for review and approval. The Department which would hire or employ the relative shall make the request. In the event employees become relatives while employed by the County, or the County learns that two employees are relatives after the employees have already been hired, then each Department in which a relative is employed is responsible for submitting a request for approval. The circumstances involved in the employment or anticipated employment of a relative of an employee must be reviewed and approved, in writing, by the County Administrator and/or Human Resources Director. This review and approval must occur prior to the offer of employment to the relative. In the event employees become relatives while employed by the County, or the County learns that employees are relatives following an offer of employment the review and approval must occur within thirty (30) days of the date the County confirmed the status constituting violation of this policy. Thereafter, all changes in the employment of employees who are relatives must be similarly reviewed and approved, in writing, prior to the effective date of the change in employment.
Disclosure: Applicants seeking employment and employees have an affirmative duty to immediately disclose (the existence and/or establishment) of any familial relationship creating a supervisory-subordinate relationship.