Employee Handbook

Section 9 — Incompatible Activities

Employees may not engage in any activities that are incompatible with their duties as City employees or with the responsibilities and functions of their departments. As a public servant and steward to the public, employees are accountable for what they do and must ensure transparency, impartiality, respect and accountability. Employees must be open and honest in dealings internally with the City, as well as with the public and the City’s elected policy makers.

This policy does not address every situation, but seeks to promote ethical decision-making behavior. Ethical standards must:

·          Promote decisions which only benefit the public interest

·          Promote public confidence in City government

·          Keep safe all funds and other properties of the City of West Des Moines

·          Maintain a positive image to pass constant public scrutiny

·          Evaluate decisions so that the best service or product is obtained without sacrificing quality and fiscal responsibility

·          Maintain a respectful attitude toward employees, public officials, colleagues and citizens

·          Comply with all laws, policies, rules and regulations applicable to the City

Employees will disclose and withdrawal from the decision making process not only where there is financial interest, but for those circumstances that include any personal benefit or any benefit to family or other groups or organizations of which they may be affiliated with. All violations of the Code of Conduct or other City policy must be reported to the employee’s Department Director or the City Manager. No employee will be disciplined for making a report in good faith about a violation of the Code of Conduct, nor will the City tolerate any retaliation against an employee who has made such a complaint or participated in an investigation. False accusations, however, will lead to discipline.  

Examples of incompatible activities include, but are not limited to, the following:

1. • Any employment, activity or endeavor that involves the use of the City’s time, facilities, equipment, supplies, or bulk purchasing power, or any city-related logos whether or not private gain is involved.

   • Endorsement of commercial products or services by agreeing to the use of a photograph, endorsement or quotation in paid advertisement or sales efforts, whether for compensation or not. Excluded from this provision is giving a factual reference during an RFP process to another entity for products or services used directly during employment.

   • Engagement in outside matters of financial interest incompatible with the impartial, objective, and effective performance of employee duties. This includes activities such as distributing information, canvassing and placing of signs and posters for solicitation purposes, scheduling appointments or holding meetings, and making telephone calls on City property or on City time.   

   • Using confidential information about the City obtained by reason of employment with intent to obtain financial gain to themselves or unfair advantage for another person. Employees are discouraged from taking post-City employment with organizations, firms, or other entities which, due to their City employment, may create the appearance of a conflict or impropriety on behalf of the employee and/or the City.

   • Employment that involves the use of a badge, uniform, prestige or influence of a City office that has not been approved by the City Manager or Administrative Board via a request from a department director and recommendation of the Human Resources Manager.  Exceptions include off-duty police officers who provide private duty security, and firefighters or medics certified under Chapter 147 or 147A who provide private fire safety or emergency medical services, provided the person has secured the prior approval of his or her direct supervisor to engage in the activity.

   • Receipt or acceptance of any money or other consideration from anyone other than the City for performance of an act for which the employee would be required or expected to render as a part of his or her duties as a City employee, with the exception of reimbursement of actual cost. Employees must refuse any offer of money or other consideration for the performance of their duties. If refusal is not accepted, then any money or item of value provided to the employee must be given to the employee’s immediate supervisor. See also Section 9.4, Gifts and Lobbying.

   • Performance of an act other than in the capacity as a City employee that later may be subject, either directly or indirectly, to the control, inspection, review, audit or enforcement by the employee or the employee’s department. An example of this is a building inspector inspecting his or her own property.  

   • Any employment, activity or endeavor that involves so much of an employee’s time that it interferes with the employee’s attendance at work or job performance as a City employee.  

   • Any activity that, in the judgment of the City Manager, has a negative effect on the City's reputation or discredits the City or its departments.

For more information regarding the guidelines of social computing, please refer to section 4.1 of the Employee Handbook.

In the event an employee is uncertain as to the applicability of any contemplated activity in relation to this section, the employee shall request and receive a determination from the City Manager before proceeding.