2.8 Non-Fraternization 

The purpose of this policy is to recognize the City’s responsibility to promote a fair and productive work environment for everyone and to provide guidelines and restrictions applicable to the employment of individuals engaged in close personal relationships (fraternization). Potential problems posed by dating and romance in the workplace include conflicts of interest, sexual harassment and discord that can interfere with the productivity of employees and/or the proper conduct of City business.

Close personal relationship - A close personal relationship includes dating, cohabitation, and/or having an intimate sexual relationship. Dating includes, but is not limited to, casual dating, serious dating, casual sexual involvement where the parties have no intention of carrying on a long-term relationship, cohabitation and any other conduct or behavior normally associated with romantic or sexual relationships. This definition applies regardless of the sexual orientation or gender of the employees involved.

It is the policy of the City that:

Directors, managers and supervisors of the City shall not appoint, employ, promote or advance any individual with whom they have a close personal relationship.

Directors, managers and supervisors of the City shall not recommend or advocate the appointment, employment, promotion or advancement in or to any position in the City of an individual with whom they have a close personal relationship. 

Individuals shall not be selected for any position in the same department when they have a close personal relationship with the employee that serves as the Department Director or to the same division or work unit when they have a close personal relationship with the manager or supervisor.

Directors, managers and supervisors are prohibited from having close personal relationships with their subordinate personnel. Any such existing relationship must be disclosed by both employees to the Department Director 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. 

All employees within a department are discouraged from having close personal relationships with non-subordinate employees. All such relationships must be disclosed by both of the employees to the Department Director and may result in requiring that the employee’s work different shifts; that one employee be transferred to a different department; that one employee be assigned to another facility, squad, division, or work unit; or other action determined to be appropriate by the City.

Consequences of Violation(s) of this Policy

Any employee found to be in violation of this policy shall be disciplined up to and including dismissal, depending on the circumstances. An individual who is employed, promoted or advanced as the result of a director’s, manager’s or supervisor’s violation of this policy shall, at a minimum, be returned to the status occupied prior to the violation. Should an employee not accept an offer to transfer to another division or department, as applicable, 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.