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EXHIBIT A <br /> SAN LEANDRO ADMINISTRATIVE CODE <br /> TITLE 10 HUMAN RESOURCES <br /> CHAPTER 7 Employment of Relatives <br /> Close family relatives shall not be employed in positions where they directly or indirectly <br /> supervise or are supervised by a close family relative. Accordingly, this policy is <br /> designed to prevent potential conflicts of interest pertaining to supervision, safety, <br /> security and/or morale. Supervisory responsibilities, in this context, denote control over <br /> assignments, promotion or pay. <br /> The close family relatives covered by this policy include: spouse; domestic partner <br /> registered with the State of California; parent, grandparent, child, grandchild, brother, <br /> sister, aunt, uncle, niece, nephew, mother -in -law, father -in -law, brother -in -law, sister -in- <br /> law, step - parent, step - child, step - brother or step- sister. <br /> A close family relative of a City employee is not precluded from applying for an <br /> examination, competing in an examination, being placed on an employment list or being <br /> certified to the Department Head for employment consideration. However, no <br /> appointment will be made whenever an applicant is in a close family relationship with an <br /> employee working in a department/division for which he /she is applying if such an <br /> appointment creates a supervisory conflict, as outlined in this policy and in accordance <br /> with City Charter Section 705, Nepotism, which precludes appointment of such persons <br /> to any permanent, salaried office or employment if such person is related by blood or <br /> marriage within the third degree to a Council Member or Mayor or to the appointing <br /> officer. This policy applies to both open and promotional examinations, transfers and <br /> entry-level examinations. <br /> In the event that two employees who are in a supervisory relationship become close <br /> family relatives as defined above, both family members must immediately report their <br /> familial relationship to the City. In such a situation, one of the employees shall be <br /> reassigned so as to eliminate the supervisory relationship as soon as feasible. If possible, <br /> subject to the needs of the City, the choice as to which employee is to be reassigned shall <br /> be made in writing by the affected employees. <br /> Department Responsible for Revision: Iiuman Resources Chapter iQ.l <br /> Page I <br />