Relationships in the workplace
When a member engages in a personal relationship in the workplace, it runs contrary to the member’s ethical duty as outlined in Tenet 3 to maintain public trust and confidence in the position as well as the member’s responsibility to mitigate the organization’s exposure to legal and financial risks.
Members have been sanctioned for the following personal relationships:
- A manager was not forthcoming with the governing body about her romantic relationship with the assistant manager until an anonymous letter prompted her to disclose it. This delay created the opportunity to place employees who were aware of the relationship in a difficult position and the relationship itself exposed the organization to significant legal and financial risks.
- An assistant manager failed to disclose an ongoing romantic relationship with his supervisor until an anonymous letter prompted him to do so. This relationship had the potential to strain the effective working relationships between the assistant manager and the other employees who report to the manager by causing unnecessary conflict within the organization due to the appearance of him receiving special treatment.
- A manager had a personal relationship with a subordinate employee for whom he made decisions on performance, promotions, and compensation. The manager and the subordinate employee lived together for at least the last six months of his tenure as the manager while he was her direct supervisor.
- A manager had a romantic relationship with a subordinate employee and later disclosed the matter to the governing body after the couple began dating. Throughout the course of the relationship, the member provided salary increases to the employee and performance evaluations.
- An administrator engaged in a personal relationship with a subordinate employee for approximately four months.
- A manager engaged in a personal relationship with a subordinate employee, failed to make timely disclosure of the relationship to the governing body, and took no steps to resolve the ethics issue the conduct created.
Applicable Tenet and Guideline
Tenet 3. Demonstrate by word and action the highest standards of ethical conduct and integrity in all public, professional, and personal relationships in order that the member may merit the trust and respect of the elected and appointed officials, employees, and the public.
Guideline on Relationships in the Workplace. Members should not engage in an intimate or romantic relationship with any elected official or board appointee, employee they report to, one they appoint and/or supervise, either directly or indirectly, within the organization.
This guideline does not restrict personal friendships, professional mentoring, or social interactions with employees, elected officials and board appointees.
Disclosure of personal conflicts
When a member has a conflict of interest in appearance or actuality or has received personal financial gain as a result of a relationship with an individual or organization, the member has an ethical obligation to disclose the potential conflict to the organization, as well as follow the organization’s appropriate policies and/or procedures in place as well as state law.
Applicable Tenet and Guideline
Tenet 12. Public office is a public trust. A member shall not leverage his or her position for personal gain or benefit.
Guideline on Personal Relationships. In any instance where there is a conflict of interest, appearance of a conflict of interest, or personal financial gain of a member by virtue of a relationship with any individual, spouse/partner, group, agency, vendor or other entity, the member shall disclose the relationship to the organization. For example, if the member has a relative that works for a developer doing business with the local government, that fact should be disclosed.
