12-08-2025 - Agenda Packet City Council - Regular Meeting

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• Actions as an agent or attorney in any action or matter pending before the City of Orono, except in the proper discharge of official duties or on the employee's behalf or as a member of a labor bargaining unit. To prevent conflict of interest, City employees shall not appoint, employ, supervise or participate in a hiring decision involving any immediate "Family Member" (Definition per Minn. Stat. § 181.9445, subd. 7.). This includes the following members: • Spouse or registered domestic partner • Child (natural, foster, or adopted), siblings (natural, step, or foster), grandchild (natural, step, or foster), grandparent (natural or step), child of a sibling of the employee, sibling of the parents of the employee, child -in-law, sibling -in-law • Any of the family members listed above of a spouse or registered domestic partner • Any other individuals related by blood or whose close association with the employee is equivalent of a family relationship For purposes of this policy, a supervisor is an employee who is responsible for, or effectively contributes to, an employee's performance appraisal; issues or recommends discipline; establishes work assignments or directs an employee's work; adjusts or recommends adjustments to grievances; or who is accountable for an employee's time, such as scheduling, approving overtime and/or timesheets. City employees shall not directly or indirectly supervise an immediate family member. The supervisory -subordinate relationship shall be interpreted to include all levels of supervisors within the chain of command, not just the immediate supervisor. If the immediate family relationship is formed after employment, both employees must disclose the relationship to the Department Head and Human Resources so that immediate steps, such as transfer, voluntary resignation, or dismissal from employment can be taken to resolve conflict with this policy. Should an employee not accept an offer to transfer to another division or department, as applicable, or should no transfer option be available, the employee may be dismissed. It shall be within the sole discretion of the City to determine which employee to dismiss based on the best interests of the City. All employees shall refrain from intervening in any employment matter involving an immediate family member and shall refrain from involvement in any employment matter which may be viewed as a conflict of interest. Section 2.06 Falsification of Records Any employee who makes false statements or commits, or attempts to commit, fraud in an effort to prevent the impartial application of these policies, will be subject to immediate disciplinary action up to and including termination and potential criminal prosecution. Section 2.07 Personal Communications Personal telephone calls and electronic communications are to be made or received only when truly necessary (e.g., family or medical emergency). They are not to interfere with city work and are to be completed as quickly as possible. Please refer to the cell phone policy for information on use of cellular phones. (See Appendix C for additional information) Section 2.08 Political Activity City employees have the right to express their views and to pursue legitimate involvement in the political system. However, no city employee will directly or indirectly, during hours of employment, solicit or receive funds for political purposes. Further, any political activity in the workplace must be pre -approved by the city to avoid any conflict of interest or perception of bias such as using authority Page 14 of 151 110