26-097 Policy on Family and Romantic Relationships at Work

The Civil Service Commission adopted the Policy on Family and Romantic Relationships at Work in 2017, to maintain a professional work environment free of conflicts of interest, nepotism, and favoritism.

By virtue of the City Charter, Civil Service Commission Rules and the Employee Handbook, employees may not make, participate in making, or influence any employment decision involving a related person.

The purpose of this policy is to ensure the department fosters a workplace where employees maintain clear boundaries between family, personal, and work relationships and the department supports an environment that: (1) is fair, equitable, and safe (2) promotes high employee morale and (3) ensures trust in the City’s merit-based employment system.

Direct supervision of a related person is not allowed. Indirect supervision of related persons may be permitted only if a management plan is in place to address any potential conflicts of interest. The management plan must be developed by the Commanding Officer and routed through the chain of command including the HR Manager.

Direct supervision: One employee directing the work of another employee. This includes temporary and project-based assignments.

Indirect supervision: One employee is responsible for the work of another employee through the organizational structure or chain-of-command. This includes temporary and project-based assignments.

Related person(s): A family member, whether by blood, adoption, marriage, domestic partnership includes: Spouse; Domestic Partner; Divorcee (within 2 years from finalization of divorce); Child; Parent; Grandparent/Grandchild; Aunt/Uncle; Siblings; First cousins; Niece/Nephew; any corresponding in-law, step, or foster relation; and a consensual romantic relationship occurring within the last two (2) years. This includes, but is not limited to, sexual, dating, engagement, or other intimate relationships.

Employees may not make, participate in making, or influence any employment decision involving a related person. This includes, but is not limited to:

• Hiring, promoting, transferring, or reassignment;
• Serving on a hiring panel;
• Developing, administering, or rating a civil service exam;
• Initiating an administrative investigation or discipline;
• Assigning work;
• Preparing, conducting, or contributing information to a performance appraisal;
• Approving overtime or any other compensated time;
• Approving vacation, sick, or other leave time;
• Granting or denying permission to attend a conference or other work-related event; and
• Approving reimbursement for work-related expenses.

Self-reporting of direct or indirect supervision of related persons shall be promptly reported to the SFPD Human Resources Manager [Redacted] by both of the related employees. To report, please contact SFPD Human Resources Manager [Redacted] at: [Redacted]

Investigation and Penalties: All employees must cooperate with any investigation into possible violations of this policy. Violations may include but are not limited to: (1) failing to report, or actively concealing a relationship that falls within this policy; or (2) retaliating against another employee who has made a report under this policy. Violation of this policy may lead to discipline, up to and including termination.

Employees shall familiarize themselves with the Civil Service Commission’s Policy on Family and Romantic Relationships at Work which is attached to this notice.

Additionally, the City’s policies on appropriate workplace conduct and sexual harassment are posted on the Department of Human Resources website at www.sfdhr.org. The requirements set forth in this policy are in addition to those set forth in San Francisco Campaign and Governmental Conduct Code section 3.212 (Decisions Involving Family Members).

/s/
DERRICK J. LEW
Chief of Police