20 - PRE & POST EMPLOYMENT ACTIVITIESItem No. 20
memorandum
TO: Mayor & City Council
FROM: John Godwin, City Manager
SUBJECT: PRE- & POST - EMPLOYMENT ACTIVITIES
DATE: May 15, 2017
BACKGROUND: The city currently has a Code of Ethics and Conduct in place (adopted in
2011), as well as procedures for the appointment of members of council- appointed boards,
commissions, and committees. However, a more detailed employment policy, which would also
include both past and future city employees and officials, could help us ensure the highest
standards of behavior, reduce any appearances of wrong- doing, and reduce the pilfering of
quality city employees by contractors doing work for the city. Such employment policies are
common in many cities and states, as well as the federal government.
STATUS OF ISSUE: The attached draft policy does the following:
• Restricts the ability of a former employee or official to represent a subsequent employer
before the city;
• Restricts the ability of a new employee or official to represent a past employer; and
• Restricts the ability of an employer performing work for the city from recruiting and
hiring city employees or officials.
• Restricts the release of confidential information which a city employee or official may
possess.
BUDGET: NA.
RECOMMENDATION: Discuss & provide direction to staff for future adoption.
PRE- AND POST- EMPLOYMENT RESTRICTIONS
Scope
This policy shall affect all employees of the City of Paris, its elected officials, and members of
boards, commissions, and committees appointed by the city council.
Representation
A former official or employee may not sell anything to the City of Paris or enter into a no -bid
contract for a period of one year after termination of employment or office.
A former official or employee may not make advocacy contacts or representations to, or make
any appearance before, departments, boards, commissions, or agencies of the city on behalf of
any person seeking official action by the city for a period of two years after leaving his or her
position with the city.
A former official or employee may never represent a person or private business, or receive
compensation for services rendered on behalf of any person or business, regarding a "particular
matter" in which he or she presided or substantially participated while serving with the city.
Employment
A new official or employee may not, within one year of employment or appointment by the
city, award a contract or participate in a matter benefiting a person or entity that formerly
employed him or her.
Any employee or official who has begun negotiating subsequent employment with another
employer must immediately disqualify or recuse him or herself from any duties or functions
related to that prospective employer.
A former official or employee shall not be employed by those doing business with the city and
have benefited from decisions made by the official or employee, or those under his or her
direction, for two years after leaving his or her position with the city. Any written agreement or
contract with such businesses shall include a provision enforcing this provision.
Confidentiality
A former official or employee may not release any confidential information received as a result
of employment or appointment by the city that financially benefits himself or herself or his or
her new employer for a period of one year after leaving his or her position with the city.
Exceptions
• Non - compensated, volunteer work.
• Those acting on behalf of other governmental agencies or jurisdictions.
• Those testifying without compensation.
• Those providing technical information or assistance at the city's request.
• Those acting in their own behalf regarding private, non - business interests (e.g. a personal
residence).
• Contact with current employees or board members for purposes of acquiring what would
otherwise be public information.