10-27-25 - City Council Agenda - Laserfiche WebLink

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Page 51 • Any supervisor, manager, or other City official in a sensitive or influential position within the City of Lino Lakes must disclose the existence of a romantic or sexual relationship with another co-worker. Disclosure may be made to the individual’s immediate supervisor or Human Resources. The City Administrator will review the circumstances to determine whether any conflict of interest exists. • When a conflict-of-interest or potential risk is identified due to a City’s official’s relationship with a co-worker, the City will work with the parties involved to consider options for resolving the problem. The initial solution may be to make sure the parties no longer work together on matters where one is able to influence the other or take action for the other. Matters such as hiring, firing, promotions, performance management, and financial transactions are examples of situations that may require reallocation of duties to avoid any actual or perceived reward or disadvantage. In some cases, other measures may be necessary, such as transfer of one or both parties to other positions or departments. If one or both parties refuse to accept a reasonable solution, such refusal will be deemed a voluntary resignation. • Failure to cooperate with the City Administrator to resolve a conflict or problem caused by a romantic or sexual relationship between co-workers or among managers, supervisors or others in positions of authority in a mutually agreeable fashion may be deemed insubordination and result in disciplinary action up to and including termination. • The provisions of this policy apply regardless of the sexual orientation of the parties involved. Any concerns about this policy should be addressed to the City Administrator or Human Resources. 8.4 Nepotism Employment with the City is based on merit and ability. Whenever possible, no appointment will be made to an immediate family member of an elected official or employee of the City if the appointment is inconsistent with City policy. This provision does not apply to marital status, as protected under the Minnesota Human Rights Act. Family members eligible for employment with the City may be hired only if they will not be working directly for or supervising a relative, or will not occupy a position in the same line of authority within the organization. 8.5 Omnibus Child Support Enforcement Act The City of Lino Lakes complies with the guidelines established in the Omnibus Child Support Enforcement Act. Within 15 days of being hired, the City will submit certain information about the new employee to the Department of Human Services. Individuals are also required to voluntarily disclose information regarding court-medical support obligations. Page 112 of 166