9.3 SR 12-21-2020 - Laserfiche WebLink

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Conduct Ethics of Public Employment The Ccity of Elk Rive-f affirms€-ndsthat it is in the public's interest and general welfare of the communityity and its residents that a statement of ethics beis established for all city employees. Employees shall not use their official position for personal gain, engage in any business, transaction, or have a financial interest, directly or indirectly,_ whieh :s in eonfl et -T it conflicting with the proper performance of their official duties. Accepting Gifts Employees shall not accept, either directly or indirectly, any money, property, gift, gratuity, reward, loan, fee, discount, special consideration, or special accommodation arising from or offered because of their employment or any activity connected with their employment with the city. Employee Endorsements No employee shall, in any manner or form, endorse, recommend, or advertise a product or service by using the city's name or the employee's name and/or title. Conflict of Interest The credibility of local government rests heavily upon the confidence-dwA residents have in public officials ffid employe to render fair and impartial services to all without regard to personal interest and/or political influence. Thus, city officials and employees must scrupulously avoid any activities that suggest a conflict of interest between their private interests and city responsibilities. The city has adopted a Conflict of Interest Ordinance that addresses these issues. Employees and officials are required to follow all applicable laws related to conflicts of interest, including the city's Conflict of Interest Ordinance which can be found on ccess Elk River. Whistleblower Protections An employee of the cCity who, in good faith, reports an activity that s/he�h considers to be illegal or dishonest to one or more of the parties may have whistleblower protections. The whistleblower is not responsible for investigating the activity or for determining fault or corrective measures; appropriate city management officials are charged with these responsibilities. Examples of illegal or dishonest activities include violations of federal, state, or local laws; billing for services not performed or for goods not delivered; and other fraudulent financial reporting. If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity the employee is to contact his/her immediate supervisor or Human Resources. The employee must exercise sound judgment to avoid baseless allegations. An employee who intentionally files a false report of wrongdoing may be subject to discipline up to and including termination. It is the city's legal responsibility to protect employees who make a complaint of employment discrimination, who serve as a witness or participate in an investigation, or who are exercising their rights when requesting religious or disability accommodation from retaliation.