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45 <br /> <br />• Employee off-duty conduct is generally regarded as private, as long as such conduct does <br />not create problems within the workplace. An exception to this principle, however, is <br />romantic or sexual relationships between supervisors and subordinates. <br />• Any supervisor, manager, or other City official in a sensitive or influential position within <br />the City of Lino Lakes must disclose the existence of a romantic or sexual relationship with <br />another co-worker. Disclosure may be made to the individual’s immediate supervisor or <br />Human Resources. The City Administrator will review the circumstances to determine <br />whether any conflict of interest exists. <br />• When a conflict-of-interest or potential risk is identified due to a City’s official’s <br />relationship with a co-worker, the City will work with the parties involved to consider <br />options for resolving the problem. The initial solution may be to make sure the parties no <br />longer work together on matters where one is able to influence the other or take action <br />for the other. Matters such as hiring, firing, promotions, performance management, and <br />financial transactions are examples of situations that may require reallocation of duties <br />to avoid any actual or perceived reward or disadvantage. In some cases, other measures <br />may be necessary, such as transfer of one or both parties to other positions or <br />departments. If one or both parties refuse to accept a reasonable solution, such refusal <br />will be deemed a voluntary resignation. <br />• Failure to cooperate with the City Administrator to resolve a conflict or problem caused <br />by a romantic or sexual relationship between co-workers or among managers, supervisors <br />or others in positions of authority in a mutually agreeable fashion may be deemed <br />insubordination and result in disciplinary action up to and including termination. <br />• The provisions of this policy apply regardless of the sexual orientation of the parties <br />involved. <br />• Any concerns about this policy should be addressed to the City Administrator or Human <br />Resources. <br /> <br />8.4 Nepotism <br />Employment with the City is based on merit and ability. Whenever possible, no appointment will <br />be made to an immediate family member of an elected official or employee of the City if the <br />appointment is inconsistent with City policy. This provision does not apply to marital status, as <br />protected under the Minnesota Human Rights Act. Family members eligible for employment with <br />the City may be hired only if they will not be working directly for or supervising a relative, or will <br />not occupy a position in the same line of authority within the organization. <br /> <br />8.5 Omnibus Child Support Enforcement Act <br />The City of Lino Lakes complies with the guidelines established in the Omnibus Child Support <br />Enforcement Act. Within 15 days of being hired, the City will submit certain information about <br />87