§ A314-14. Conduct and ethics.

A. 

General. No employee of the City or applicant seeking employment thereto shall be appointed, promoted, dismissed or in any way favored or discriminated against because of sex, race, creed, religion, color, age, national origin, disability, sexual orientation, marital status, or political opinion or affiliation, or status with regard to public assistance. No person shall willfully or knowingly make any false statement, certificate, mark, rating or report in regard to any examination, certification, or appointment held or made under the provisions of these rules.

B. 

Gifts and gratuities.

(1) 

Employees shall be prohibited from requesting or soliciting any gift or gratuity from any other employee or member of the public.

(2) 

Employees shall also be prohibited from accepting an unsolicited gift or gratuity from an employee or any member of the public. A "gift" or "gratuity" shall not include the following:

(a) 

A plaque or similar memento recognizing an individual's services in a field of specialty or to a charitable cause.

(b) 

A trinket or memento of insignificant value.

(c) 

Informational material of unexceptional value.

(d) 

Usual or customary gift giving among employees during the holiday season, birthdays, retirements, weddings, baby showers, rolls, cookies, flowers, etc., provided by coworkers.

(e) 

Gifts from a family member.

(f) 

Food or beverage given at a reception, meal, or meeting away from the normal place of work by an organization before whom the employee is appearing to make a speech, or answer questions as part of the program.

C. 

Conflict of interest.

(1) 

Employees are prohibited from engaging in any activity, either directly or through an immediate family member, or other person acting on their behalf which will conflict, or may reasonably be viewed as conflicting with the employees' obligations and responsibilities to the City. An employee shall not use the City's name, information, or goodwill for personal gain.

(2) 

No employee shall enter into a relationship with a vendor where the employee's actions are, or could reasonably be viewed as, not in the best interests of the City. If an employee becomes involved in a possible conflict situation, the employee shall disclose the nature of the possible conflict to the employee's supervisor. The supervisor will notify the individual in writing of an approval or disapproval of the activity. If disapproved, the employee shall remove himself or herself from the conflict situation.

D. 

Sexual harassment.

(1) 

Employees shall be prohibited from participating in the sexual harassment of other employees or applicants for employment with the City of Fairfax.

(2) 

Sexual harassment includes the following: Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment and (a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, (b) submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or (c) such conduct has the purpose or effect of interfering with an individual's work performance or creating an intimidating, hostile working environment. (See complete Sexual Harassment Policy).

Editor's Note: The Sexual Harassment Policy is located at the end of this chapter.

E. 

Drug and alcohol testing. The Drug and Alcohol Testing Policy of the City of Fairfax will conform to the requirements of state law as set forth in Minnesota Statutes Chapter 181 and the Federal Drug-Free Workplace Act of 1988. The Drug and Alcohol Policy approved by the City Council is administered by the Minnesota Municipal Utilities Association. (See Drug and Alcohol Testing Policy.)