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Home My WebLink About _ 4.15(a)--Approval of Updated Nepotism Policy GI �" Y C� F � � �- ' � ° � � i � CITY OF REDDING �� REPORT TO THE CITY COUNCIL MEETING DATE: January 20, 2026 FROM: Leslie Saelee, Interim ITEM NO. 4.15(a) Personnel Director ***APPROVED BY*** �` � �A �� 9�L@��G£.',I],Yi�i7111�@TSQi7.i1�1�IIE.Ctt1P �.��6)�.�.7 �r'� Ic�, ❑ierirn Cily Pv%��ra�,titF'r�s�� bii�4tc�r 1i121202 lsaelee@cityofredding.org kkibler@cityofredding.gov SUBJECT: 4.15(a)--Approval of Updated Nepotism Policy Recommendation Approve updates to City of Redding (City) Personnel Policy No. 2021 (Nepotism Policy) to improve clarity and consistency, strengthen disclosure requirements, address romantic relationships, and prevent conflicts of interest, preferential treatment, and improper influence in City employment practices. Fiscal Impact There is no impact to the General Fund with the recommended action. AZteNnative Action The City Council could choose not to approve the recommended revisions to the Nepotism Policy and provide alternative direction to staff. Background/Analysis The City of Redding's (City) Nepotism Policy was originally adopted in 1987 to ensure employment decisions are made based on merit and to prevent favoritism, conflicts of interest, or the appearance of improp�r influence resulting from familial relationships. While the policy has been amended over time, City staff has identified a need to further update and clarify the policy to reflect current organizational practices and evolving workplace standards. The existing policy does not expressly address romantic relationships between employees, which may present risks related to supervision, influenee, and conflicts of interest. Additionally, eertain definitions, disclosure requirements, and enforcement provisions would benefit from further elari�cation to ensure eonsistent application across a11 departments. Report to Redding City Council January 12,2026 Re: 4.15(a)--Approval of Updated Nepotism Policy Page 2 The proposed revisions are intended to modernize the policy while maintaining the City's commitment to nondiscrimination and compliance with Government Code section 12940. The revisions clarify key definitions to include registered domestic partners and romantic relationships, provide greater clarity regarding the scope of supervisory and conflicts of interest, and strengthen disclosure requirements for applicants, employees, and supervisors. The revised policy also establishes clear procedures for addressing situations where employees become relatives or enter into romantic relationships after hire. In addition, the revisions preserve existing department-specific exceptions for Police and Fire employees, while reinforcing prohibitions on supervisory relationships to reduce the potential for actual or perceived conflicts of interest. Overall, the proposed changes are intended to provide clear guidance to staff, reduce ambiguity in enforcement, and protect the City from potential legal, operational, or reputational impacts. The proposed revisions have been shared with each of the City's Bargaining Units and no concerns were identified. Environmental Review This is not a project defined under the California Environmental Quality Act, and no further action is required. Council Priority/City Manage� Goals • Government of the 21st Century — `Be relevant and proactive to the opportunities and challenges of today's residents and workforce. Anticipate the future to make better decision today." Attachments ^COR Nepotism Policy last updated 2021 ^COR Nepotism Policy 2026 Update - REDLINE ^COR Nepotism Policy 2026 Update �`�� CITY OF E . ING, CALIFORNIA �a-�°°'�� PERSONNEL POLICIES AND PROCEDURES SUBJECT EFFECTNE PAGE DATE EP TI P LIGY 5/1/87 1 � P r nn I Dir � �`�� '�. � City Manager �.��s� �� Purpose The purpose of�he Nepo�ism Policy is ta establish guidelines in dealing with the issue of employing or promoting persons who are related to City employees or offieials. These guidelines shall ensure that hiring and supervision within the City are conducted in a manner which enhances public confidence in tha City and prevents situations that have the potential for adverse impact on the City or give�he appearanee of preferential treatment,improper influ�nce, or conflict of interest� De�nitions A. For purpos�s of this Policy, "cmployee" means any regular full-time or part-time employee. Status "9",part-titne temporary employecs are exempt from this Policy to the extent that they can woric in the same department/division as a relative providing the relative does not supervise them in any capacity. B. For purposes of this Policy, "relative" means spouse,child,grandchild, broth�r, sister, paren�, or grandparent whether by blood or by marriage. C. For purposes of this Policy, "supervisor'" means any employee, regardless of job description or title,having authority to hire,transfer,promote, discipline, evaluate or regularly assign work to employees or to racommend sueh aetion. This includes any person who is in the line of supervision above the employee up to tl�e City Manager. Policy A. It is the intent of the City of Redding not to discriminate in its employment and personnei actions with respect to its employees,prospective employaes, or appiicants on the basis of familial or marital status. Pursuant to Government Code 12940,the City of Redding reserves the right to reasonably regulate for reasons of supervision, safety, seeurity, or morale, the working of spouses and relatives in the same division. Hiring employees related throu�h familial or marital status is allowed,provided it is not in the same division within a City department. The following exeeptions apply: Redding Police Departlnent Sworn Police Officers and/or Community Service Of�cers that ar�;r�;latives cannot be employed within thc same dcpartment or division. Revised 5-1-05 Revised 4-1-06 Revised 7-7-20 Revised 2-23-21 ��`� CITY OF REDDING, CALIFORNIA �,._�� PERSONNEL POLICIES AND PROCEDURES SUBJECT EFFECTIVE PAGE DATE NEPOTISM POLICY 5/1/87 2 Employees hired prior to July 1,2005, may continue to work in the same division/department as a relative,providing the working relationship is not in violation of other terms or conditions of this policy. Redding Pire Department The Redding Fire Department is authorized to allow up to 10 or 10 percent(10%)of its employees, whichever is greater, to be related by familial or marital status. However, department staff related by familial or marital status cannot be assigned as a supervisor of a relative. B. The City of Redding shall not appoint a person to a position within the City who has a inarital or familial relationship with the City Manager,City Attorney, or any member of the City Council. C. No person shall be appointed, deinoted,transferred, or proinoted to a position in a department or division in which such person's relative already holds a position where such has the potential for creating a supervisor/subordinate relationship or adversely impacts,safety, security,internal controi, morale, or involves a potential conflict of interest, D. If two City employees become relatives and their respective employee positions involve a supervisory relationship as de�ned in Section 2.B of this policy or involve a potential far adverse impact or conflict with this policy,the employees' work situations shali not be permitted to continue. E. The City will first attempt to transfer one employee to another department or division where a conflict with this policy does not exist. If the work situation cannot be rectified through a transfer the City sha11 take ali necessary steps to ensure that those involved in the wark situation do not make recormnendations or in any way participate in decisions about any personnei matter which may directly affect the selection, appointment, retention,tenure,performance evaluation, compensation, promotion, discipline, termination, ar other employment status of each other. Procedure A. Employees, who are responsible for making or influencing decisions to extend offers of employment for City employment or to promote employees shall be obligated, by this policy,to disclose the existence of a familial relationship to tl�eir supervisor prior to Revised 5-1-05 Revised 4-1-06 Revised 7-7-20 Revised 2-23-21 °� CITY OF REDDING, CALIFORNIA �`�"' PERSONNEL POLICIES AND PROCEDURES SUBJECT EFFECTNE PAGE DATE NEPOTISM POLICY 5/1/8'7 3 taking or making any employment action which would constitute nepotism as defined by this policy. Failure to do so may result in disciplinary action, up to and including termination of em�ployment. B. Persons who seek positions with the City or employees who seek transfers or promotions shall disclose any family or relative relationships at the time of such application. C. Department Directors and other hiring managers shall be cognizant of and shall enforce the above restrictions in all hiring decisions. D. The Personnel Director shall be consulted on a case-by-case basis for advice on the implementation of this directive. E. Disputes over interpretation or enactment of this policy shall be decided by the City 1Vlanager. The decision of the City Manager,based upon reviewing the recommendation of the Department Director and/or the Personnel Director and all pertinent information, shall be final and shall not be subject to the grievance procedure,unless the provisions of this policy have not been adhered to. Revised 5-1-05 Revised 4-1-06 Revised 7-7-20 Revised 2-23-21 v°�°pe°� CITY OF REDDING, CALIFORNIA �� PERSONNEL PO:LICIES AND PROCEDURES SUBJECT EFFECTIVE PAGE DATE NEPOTISM POUCY s/1/$� 1 Personnel Director City Manager Purpose The purpose of the Nepotism Policy is to establish guidelines in dealing with the issue of employing or promoting persons who are related to City employees or officials. These guidelines shall ensure that hiring and supervision within the City are conducted in a manner which enhances public confidence in the City and prevents situations that have the potential for adverse impact on the City or give the � appearance of preferential treatment,improper influence, or conflict of interest. Scope The Nepotism policy applies to all regular and part-time einployees. �tat�s `<�„�art-tin1�ter��orar��l�yees ar� ex��n}�t f�c>rri thi�P�lic�to the ext�nt that th�y�an w�rl� ira the same;d��aartnz�ntldivisi�n as a r�lat�v��i-ovidit��,�the r�la�av�dc�e�nat�u��rvisc th�rn in anX ca�aaui �xce�t a� outlined in S�c;�e�n A�f�l�e F��lic_y Sta��n�i�t�^��,'-��. I��i�itia�zs A. I��l�tive: Fc�r tlze p�rpa��of t�is polic�q "relative"in�lud�s s�o�is�q re�istered d�m��ti� �aartr�er, ehildq �rand�hild,brotherq sister,�a�r�n�, �r r.� and�aarent wh�ther by blc�c�d c�r by rr�arria�?e. �. Rc�rnaiztie�2 elationsl�i�: ��s�r il2tirnat�a�elatiolzshi�7, wh�tli��on�� iizte�ni��ntq is cc�nsid�a�d a r��nai�tic relati�l2shi�a for�he�ui�ose c�f tlzis�c�lic;� C. S��rvis�ry A�t1lc�ri /Su ervisc�r; 'T11� a��hc�ri�y tc��rsake c�r infl�enu� �z��a1� �2�� deeisi�ns re ag rdin�hiaing��ro�oti�nq trans�'er,disci�iine, �v�luatic�nq scl�edulin�, �� c�ther terms a�d eondi�ic�r�s�f erriployment.T1zis i�7ciud�s any per�c�n who is in the Iine e�f sut�elv�sic�n ab�ve the err��v��to the Citv I�ana�er. I�, C�ra�lic�of Ir�tcr�st; t�ny actual,�aerc�iveci ar�otc�tial c�r�flict of i��t�rest in whic&�it reaso�lably a��ars that a cie�art��a��r��c�vice's action, inac�ion�r decisic�ns �r�or rnay be infl�ter�ced b tv he em�lo e��r�vnal e�r bt�sil�ess rel�tionshi�a. Revised 5-1-05 Revised 4-1-06 Revised 7-7-20 Revised 2-23-21 v°�°pe°� CITY OF REDDING, CALIFORNIA �� PERSONNEL POLICIES AN�D PROCEDU�RES SUBJECT EFFECTIVE PAGE DATE NEPOTISM POUCY s/1/$� 2 ��Il�v st�t��t I�is the�aolicv c�f the �ity th�t n� e��alc� �� e tar��a�liean� sha11 be �i�rer�preferential tr��trrl�nt i� hii-in�, p�-ar��t��, a�nrn�nt, �r��sf�r9 su�a�r�is�an, �r a�y o�hcr cc�z�dz�ic�n a��mp��a�t �n t1��b�:�is c�f a�aers�r�al c�r farnilial rel�tican�hi�e .� 46 99 . . .. n n .. .. .. . 9 .. . .. ..♦ . . .. . .. ... . 66 @{ .. . . y ... . . .. .�.. _. ... .. . .. .. GG 99 r.�c�c. n �n1'c�v�oa �n�mcan4<n� nr4'vnoa^ (.�.�l.a ro.ar'Bsl� �a^.a4'U.czr ac�4or »4' nw�r�4..�kvnf�v�e-�a r�a1✓vra�a �ev/wgr�rnasrs-ans�rn �'L'�'�"��.� . �"k'I�'PC'rA4"G.. t—t.-r'T ... . 'C—i 46„ 99 _ . . _ .. ... ... � . . .. . _. 9 ... .� _ �.. . � . .9 . ) 9 a^ �n9-ttivacLav <r�^ec�'-j^amt^ie raf'mt^avaaf$ vt+' ntt��v t'� n ve'f'arv t^ca'rt'{'a(aufn�'et�a�v'-lvo �T�'�1-11T1.5��CT1T�p: L6 59 e � > 9 � . . . � .4 � . � � . . �$�aa1.a-v .�4'ao�^4mr9�.�.n na�.a i, v.aa4vnran n�csvrrs� ls� r re4 `T�s.n . nj��aan n .'�as. . rv 4lv ja�vec> n1-a�e�.n 4��n� �<a r 4� 4�a� �s4 r i�lT.xaen 9 1'9 r 1-�^eo o �rteroa9[� n� nv�ae�ntvtc2c.[�a^o�n$'ts'avec��vtva �It is the intent of the City of Redding not to discriminate in its employment and personnel actions with respect to its employees,prospective employees, or applicants on the basis of familial or marital Revised 5-1-05 Revised 4-1-06 Revised 7-7-20 ' Revised 2-23-21 Revised 1-20-26 v°�°pe°� CITY OF REDDING, CALIFORNIA �� PERSONNEL POLICIES AN�D PROCEDU�RES SUBJECT EFFECTIVE PAGE DATE NEPOTISM POUCY 5/1/87 3 status. Pursuant to Government Code 12940,the City of Redding reserves the right to reasonably regulate for reasons of supervision, safety, security, or morale,the workin�of spouses and relatives in the same division. Hiring employees related through familial or marital status is allowed,provided it is not in the same division within a CiLy department. The following exceptions apply: ;�„-,-�r�� ,>�,� ,,., .z,��,99� ��.,m �n9�,o � ,,, ,,,.,��,9��„ 4ri-ir�- "c�`-w-l-rirrri-rrrc.—xurei�,-L�' i"v-r"rc,�cn-w�-v-c;s�-cn'�: .... ..._ .. .. . y ,.. . .. ... . .... .. . . . ... .' ... .. .p q . . . . ... . _ . .. .... . . .. ,��nn-ci-��-r"'Fi''��-vi=vcrr'��,�x--`a3--i-�i-�r'r7=peri-'r$-� a�i-c"-a�.u'c�z-.. �',,.�, P3�„-.�.,r,� �,,,,t 9 .. . y .. . . . . . y . .. . ... .. .�. . e . ..y '� A. �, The City of Redding shall not appoint a person to az� position(ae�ular��a�-k tiia�eq c�r te�n�c�rarv�within the City who has a farr�ilial, rnarital or ramantic � relationship with the City Manager, City Attorney, or any member of the City Council. �. The I�Ia�rc��°�nd/or tne City Cotzr�cil s1�a11 nc�t appoint�nY��'son to a board or c;oixuriittee fc�r th�City of l�eddin�whc�has a faanilial,rzlali�al, s�r rc�ma�tie r�latio�ashi� with a��memb�r of tlze �ity Cc�a�ncil. ��. No person shall be appointed, demoted, transferred, or promoted to a position in a -division in which such person's relative�ar rc�mantic�art��r already holds a position_ . . . . . . . . � .. . � .. y . . . .. .. 3 . . . � . �,f�,v.f;.�l n �,41e.,4.,4';v,to.�-on+ Revised 5-1-05 Revised 4-1-06 Revised 7-7-20 ' Revised 2-23-21 Revised 1-20-26 v°�°pe°� CITY OF REDDING, CALIFORNIA �� PERSONNEL POLICIES AN�D PROCEDU�RES SUBJECT EFFECTIVE PAGE DATE NEPOTISM POUCY 5/1/87 4 �II�. If two City employees become relatives, ��for�a roylaar�tic z°elationslupq and their respective employee positions involve a supervisory relationship as defined in��€�� L��`�this policy or involve a potential for adverse impact or conflict with this policy, the employees' wark situations shall not be permitted to continue. � �The City will first attempt to transfer one employee to another department or division-where a conflict with this policy does not exist. If the work situation cannot be rectified through a transfer,the City shall take a11 necessary steps to ensure that those involved in the work situation do not in any way participate in decisions about any personnel matter which may directly affect the selection, appointment,retention, tenure,performance evaluation, compensation,promotion, discipline,termination, or other employment status of each other. Fxee�tions f�r�Fc�lice I�epc��^taaaent Ffn�alcavees �we�rr��c�lic�C�fficei-s andlor�c�mm�aility Service Off�c�rs�Y�a�are rela�iv�s cannot be�m��ed within the sam�de�art�aent or divi�ion. �'�rs�loy�es hired�ri�r��J�.a1y l, 2005q ma�y continue t�w�rk i�the sazal�div�sicrnlde�artrneist�s� relative, t�r�vidin�the wc�r��i��;�ela�tior�shi�is n�t zz�vialat�i�n of ather ter��ar cc�nditions of tl�is �p Iic� Exce�tean f�+�'FiNe I)e�ac��trnerat ETn�lo„� 'The 1Zeddin�F�e I��aartment is autl�orized ta a11aw u�a�0 1Q co�° 10�a��cent� 10°l0 of its enz�l�ye��q whichever is �r� e;�ter,��b�r�lated bv fanzilial c�r n�al�ital4tatus. IIc�w�v�r, d��ar�meizt staff invalvec�i� a familial,martial9 c�r rom�ntic relati�nship cannot b�assi�ned as a supervis�l e�f the respeetive �m 1� �„'� � If circurnst��es require t�at such a supervisor-subo�dina��e rela�is�nship exist teinpor�rilv��.�� er��r�y situ�tions ,Yhe st��ervisar sh�ll rnalce every reasc�nable effort t�d�fer i�atY�ers peltai�iil�t�a tlge inv�lved�mplc�ye�t� an uni�lvc�lvcc�su�ervis�r. � If a rel�tiv�c�r rc�mantic relationshi�exists�vithin the department�Izd/or divisi�n chai��f commai�dq th�hi�her-ra�rskin�err��lo��e shall b�recused frc�n7 a11�ers�nn�1 decisions �rsvalvin�the related�n��l�y�c. This includ�s,but not lin�it�d to,�arti�i�atil7��, ��ntributi�a� ta or recomn�enc�in�pr��r��tions, assi�mne�ts,�crf�air�z�l�cc evaluations, transf�rs dis�it�lir�e �r�ther�ersc�nr�el decisic�ns. Revised 5-1-05 Revised 4-1-06 Revised 7-7-20 ' Revised 2-23-21 Revised 1-20-26 v°�°pe°� CITY OF REDDING, CALIFORNIA �� PERSONNEL POLICIES AN�D PROCEDU�RES SUBJECT EFFECTIVE PAGE DATE NEPOTISM POUCY 5/1/87 5 • ��ploye�s hired prior�o J�ly 1q 2Q05, may�ontinue tc�w�rl�in tl�e sarn� divisiou/depa�ti�ent as a r�lative,pr�vidi��the w��l��relatians�ip is a�ot in vic�iati�r�o�`other terrrbs c�r conditioa�s c�f this�aoli�va Procedure A. A�itlie��t I7�s�l�as��a Irldzvid�ials a�pl�in��f�r elr�playn�z�r�t witY�tl�e �ity, c�r curre�at em�al� �e�s ��1 i�n�for a �ransf�r ar�rs�xn�ti�� sh�lt discla�e any relative or��ain�n�ic r�latic�r�shi�as at the time�f such a��Iication.��.��,-,-�,:��:�°'��'-�'�� . , , , . . . , . . . . . , . B. Ern�al��I�is�l�s��-e; �`m�lc��ees who ar�res�o��s�bl�f�r m�l�i�c7r in�l�ellcan�? decisica�as related�ca hirin�z�r�smc��ian or any a�her�n��lc>yrr��t ac�ions �hall be abligatedq b ty 1�Is policy,to di��lc�se the exister�ce o��a famil�al r�l�tic�nsl�i�ta their su�ervissar�arie�r te�tal�in�r�r inakin�y�rn�ale��nnen�ac�i�ar��vhich would cc�ns�i�t� nep�tisi� a� defii�led b.�p�1�c;��,-��,��,4,��„ ��.,. �;4;,.,,� < .;��, ,i,v�;,.,,� -o�.n4.�.rtc,l.sr. .�4 k'L.a 4..ma< <.�c. n� . v�9.� 4�i . . . u" . "'dX"'a'.8[]'iI. C. �s�aeansi rIi��f �r��a� ��e�se Department Directors and� hiring managers shall be cognizant of and shall enfarce the above restrictions in a11 hiring decisions. � D. P�rsann�l��s�I�atia�n< The Personnel Directar shall be consulted on a case-by-case basis for adviee on the implementation of this direetive. E. I�z��e Whei1�familial, m�zrital, c�r rs��antic r�la�ic�nsl�i�is id�llti�i�d,the De�a��tm��t Direetor and I�ersonr�el shall deterrt�ine wl�etl�er the relatic�nshi�cans�itut�es a viola�i�n�f t11i��c�lic;y. �} Tf nc�vic�lation e�ist� na acti��vvill be talcen beyond dc�c�ment�tion. b� If a vic�l�tic��is fc�ur�d,th�Citv wi11 att�m�t to id�ntifv�ltcrna�e worlc arran�ements (transf�r, r�assi�nment, eh�n e� in su�ervisar��s�onsibilit�es, �tc.) �a�sist�nt with ap��icable labor��r�c�ents. Revised 5-1-05 Revised 4-1-06 Revised 7-7-20 ' Revised 2-23-21 Revised 1-20-26 v°�°pe°� CITY OF REDDING, CALIFORNIA �� PERSONNEL POLICIES AN�D PROCEDU�RES SUBJECT EFFECTIVE PAGE DATE NEPOTISM POUCY 5/1/87 6 � F. es�al�fi�o� of� is �t�s: Disputes over interpretation or enactment of this policy shall be decided by the City Manager. The decision of the City Manager,based upon reviewing the recommendation of the Department Director and/or the Personnel Director and all pertinent infonnation, shall be final and shall not be subject to the grievance procedure,unless the provisions of this policy have not been adhered to. C�. F'�ilut��t�Dts�;la�se: Fa�lu��to discl��e a l�owr�f�milial martial or r�n�az�t�c r�lati��lshi�s in ac�;ard�nce with this�S«li�y ln�y r�s�l�in disci�lii7ary ac�ion,��S t�a and �aacludzn�terminatic�n af ezr�playnaent. I�z cas�s i�volvi�� s�p�rvisc�r-s�b��diaz�te r�latio��shi� th�hi�l-i�r-l�v�l �rn�le�yee bears th��arimary res�c�nsibility t€� ensure disclost�xe and to rec�uest neeessar,�adjustm�nt to avoid cc�nfiicts csf a�tez-est�. Revised 5-1-05 Revised 4-1-06 Revised 7-7-20 ' Revised 2-23-21 Revised 1-20-26 � ITY° � � . -�..� �.� C � L I F � R t�, I. ,�4� , Policy#: N/A; Resolution #: TBD N� �t�S�,�,,� P'(��C Effective Date: 5.1.87 p y Type: Personnel Purpose: The purpose of the Nepotism Policy is to establish guidelines in dealing with the issue of employing or promoting persons who are related to City employees or officials. These guidelines shall ensure that hiring and supervision within the City are conducted in a manner which enhances public confidence in the City and prevents situations that have the potential for adverse impact on the City or give the appearance of preferential treatment, improper influence, or conflict of interest. Scope: The Nepotism policy applies to all regular and part-time employees. Status "9" part-time temporary employees are exempt from this Policy to the extent that they can work in the same department/division as a relative providing the relative does not supervise them in any capacity except as outlined in Section A of the Policy Statement. Definitions: A. Relative: For the purpose of this policy, "relative" includes spouse, registered domestic partner, child, grandchild, brother, sister, parent, or grandparent whether by blood or by marriage. B. Romantic Relationship: Any dating or intimate relationship, whether ongoing or intermittent, is considered a romantic relationship for the purpose of this policy. C. Supervisory Authority/Supervisor: The authority to make or influence employment decisions regarding hiring, promotion, transfer, discipline, evaluation, scheduling, or other terms and conditions of employment. This includes any person who is in the line of supervision above the employee up to the City Manager. D. Conflict of Interest: Any actual, perceived or potential conflict of interest in which it reasonably appears that a department employee's action, inaction or decisions are or may be influenced by the employee's personal or business relationship. Policy Statement: Poticy History:Effective 5.1.87. Revised 5.1.05; 4.1.06,• 7.7.20; 2.23.21;and 1.20.26 Lead Department:Personnel 1 of 5 Cross Reference:N/A � ITY° � � . -�..� �.� C � L I F � R t�, I. ,�4� , Policy#: N/A; Resolution #: TBD N� �t�S�,�,,� P'(��C Effective Date: 5.1.87 p y Type: Personnel It is the policy of the City that no employee or applicant shall be given preferential treatment in hiring, promotion, assignment, transfer, supervision, or any other condition of employment on the basis of a personal or familial relationship. It is the intent of the City of Redding not to discriminate in its employment and personnel actions with respect to its employees, prospective employees, or applicants on the basis of familial or marital status. Pursuant to Government Code 12940, the City of Redding reserves the right to reasonably regulate for reasons of supervision, safety, security, or morale, the working of spouses and relatives in the same division. Hiring employees related through familial or marital status is allowed, provided it is not in the same division within a City department. The following exceptions apply: A. The City of Redding shall not appoint a person to any position (regular, part time, or temporary)within the City who has a familial, marital,or romantic relationship with the City Manager, City Attorney, or any member of the City Council. B. The Mayor and/or the City Council shall not appoint any person to a board or committee for the City of Redding who has a familial, marital, or romantic relationship with any member of the City Council. C. No person shall be appointed, demoted, transferred, or promoted to a position in a division in which such person's relative or romantic partner already holds a position. D. If two City employees become relatives, or form a romantic relationship, and their respective employee positions involve a supervisory relationship as defined in this policy or involve a potential for adverse impact or conflict with this policy, the employees' work situations shall not be permitted to continue. The City will first attempt to transfer one employee to another department or division where a conflict with this policy does not exist. If the work situation cannot be rectified through a transfer, the City shall take all necessary steps to ensure that those involved in the work situation do not in any way participate Poticy History:Effective 5.1.87. Revised 5.1.05; 4.1.06,• 7.7.20; 2.23.21;and 1.20.26 Lead Department:Personnel 2 of 5 Cross Reference:N/A � ITY° � � . -�..� �.� C � L I F � R t�, I. ,�4� , Policy#: N/A; Resolution #: TBD N� �t�S�,�,,� P'(��C Effective Date: 5.1.87 p y Type: Personnel in decisions about any personnel matter which may directly affect the selection, appointment, retention, tenure, performance evaluation, compensation, promotion, discipline, termination, or other employment status of each other. Exceptions for Police Department Emptoyees Sworn Police Officers and/or Community Service Officers that are relatives cannot be employed within the same department or division. Employees hired prior to July 1, 2005, may continue to work in the same division/department as a relative, providing the working relationship is not in violation of other terms or conditions of this policy. Exception for Fire Department Emptoyees The Redding Fire Department is authorized to allow up to 10 or 10 percent (10%) of its employees, whichever is greater, to be related by familial or marital status. However, department staff involved in a familial, martial, or romantic relationship cannot be assigned as a supervisor of the respective employee. • If circumstances require that such a supervisor-subordinate relationship exist temporarily (e.g. emergency situations), the supervisor shall make every reasonable effort to defer matters pertaining to the involved employee to an uninvolved supervisor. • If a relative or romantic relationship exists within the department and/or division chain of command, the higher-ranking employee shall be recused from all personnel decisions involving the related employee.This includes, but not limited to, participating in, contributing to or recommending promotions, assignments, performance evaluations, transfers, discipline, or other personnel decisions. • Employees hired prior to luly 1, 2005, may continue to work in the same division/department as a relative, providing the working relationship is not in violation of other terms or conditions of this policy. Procedure Poticy History:Effective 5.1.87. Revised 5.1.05; 4.1.06,• 7.7.20; 2.23.21;and 1.20.26 Lead Department:Personnel 3 of 5 Cross Reference:N/A � ITY° � � . -�..� �.� C � L I F � R t�, I. ,�4� , Policy#: N/A; Resolution #: TBD N� �t�S�,�,,� P'(��C Effective Date: 5.1.87 p y Type: Personnel A.' Applicant Disclosure: Individuals applying for employment with the City, or current employees applying for a transfer or promotion, shall disclose any relative or romantic relationships at the time of such application. B. Employee Disclosure: Employees who are responsible for making or influencing decisions related to hiring, promotion, or any other employment actions shall be obligated, by this policy, to disclose the existence of a familial relationship to their supervisor prior to taking or making any employment action which would constitute nepotism as defined by this policy. C. Responsibility of Hiring Managers: Department Directors and hiring managers shall be cognizant of and shall enforce the above restrictions in all hiring decisions. D. Personnel Consultation:The Personnel Director shall be consulted on a case-by-case basis for advice on the implementation of this directive. E. Inquiry: When a familial, marital, or romantic relationship is identified, the Department Director and Personnel shall determine whether the relationship constitutes a violation of this policy. 1. If no violation exists, no action will be taken beyond documentation. 2. If a violation is found, the City will attempt to identify alternate work arrangements (transfer, reassignment, change in supervisory responsibilities, etc.} consistent with applicable labor agreements. F. Resolution of Disputes: Disputes over interpretation or enactment of this policy shall be decided by the City Manager. The decision of the City Manager, based upon reviewing the recommendation of the Department Director and/or the Personnel Director and all pertinent information, shall be final and shall not be subject to the grievance procedure, unless the provisions of this policy have not been adhered to. G. Failure to Disclose: Failure to disclose a known familial, martial, or romantic relationship in accordance with this policy may result in disciplinary action, up to and including termination of employment. In cases involving a supervisor-subordinate Poticy History:Effective 5.1.87. Revised 5.1.05; 4.1.06,• 7.7.20; 2.23.21;and 1.20.26 Lead Department:Personnel 4 of 5 Cross Reference:N/A � ITY° � � . -�..� �.� C � L I F � R t�, I. ,�4� , Policy#: N/A; Resolution #: TBD N� �t�S�,�,,� P'(��C Effective Date: 5.1.87 p y Type: Personnel ' relationship, the higher`level employee bears the primary responsibility to ensure disclosure and to request necessary adjustment to avoid conflicts of interest. Poticy History:Effective 5.1.87. Revised 5.1.05; 4.1.06,• 7.7.20; 2.23.21;and 1.20.26 Lead Department:Personnel 5 of 5 Cross Reference:N/A