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(c) Be required as a duty of employment or as a condition for employment, promotion, or tenure in office
<br />to contribute funds or personal effort for political or partisan purposes;
<br />(d) Coerce or compel contributions for political or partisan purposes by another employee of the County; or
<br />(e) Use supplies or equipment of the County for political or partisan purposes.
<br />County employees in certain federally aided programs are subject to the Hatch Act as amended in 1993. This
<br />federal act, in addition to prohibiting (b), (c), and (d) above, also prohibits candidacy for elective office in a
<br />partisan election.
<br />Any violation of this section shall be considered a failure in personal conduct and shall subject an employee to
<br />disciplinary action up to and including dismissal.
<br />Section 6. Outside Employment
<br />The work of the County will take precedence over other occupational interests of employees. All outside
<br />employment for salaries, wages, or commission and all self employment must be reported to the employee's
<br />supervisor in writing, who in turn will report potentially conflicting employment to the Human Resources
<br />Director. The Human Resources Director will review such employment for a possible conflict of interest and
<br />report any conflict to the County Manager for final determination. Conflicting outside employment will be
<br />grounds for disciplinary action up to and including dismissal.
<br />Section 7. Limitation of Employment of Relatives
<br />(a) Members of an immediate family may not be employed at the same time if such employment would result
<br />in an employee directly or indirectly supervising a member of the immediate family or in any way having
<br />an influence over the family member's rate of pay.
<br />(b) Immediate family is defined for the purpose of this section as spouse, mother, father, guardian, children,
<br />sister, brother, grandparents, grandchildren plus the various combinations of half, step, in-law, and adopted
<br />relationships that can be derived from those named.
<br />(c) Immediate family members may work in the same department when they are assigned to different
<br />independently supervised units within the department.
<br />(d) NCGS, Chapter 153A-103 requires the Board of Commissioners to approve an appointment by the Sheriff
<br />or Register of Deeds of a relative by blood or marriage of nearer kinship than first cousin. .
<br />(e) No immediate family member of a County Board of Social Services member or County Board of
<br />Commissioners member may be employed in the Department of Social Services during the period in which
<br />that family member serves on the respective Board. Immediate family member is defined as spouse, parent,
<br />sibling, child, grandparent, grandchild, stepparent, mother-in-law, father-in-law, son-in-law, daughter-in-
<br />law, brother-in-law, sister-in-law, aunt, uncle, niece or nephew. (North Carolina Administrative Code Title
<br />l0A Chapter 68.0301)
<br />Section 8. Unlawful Workplace Harassment Policy
<br />Cabarrus County is committed to ensure a work environment for all employees that is free from all forms of
<br />unlawful harassment. Harassment on the job because of age, color, disability, national origin, political
<br />affiliation, race, religion, or sex will not be tolerated. Harassment may take the form of physical or verbal
<br />conduct which may lead to, among other things, intimidation, aggression, hostility or unequal treatment. These
<br />unwelcome activities create a disruptive work environment and are inconsistent with County Policy.
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<br />Attachment number 6
<br />Page 241 of 362
<br />F-5
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