In the story ‘Council implements nepotism policy,’ published in the Lakes District News’ July 12 issue, village council had implemented a policy intended to avoid favouritism among village staff and council.
Since then, the public has brought to the attention of Lakes District News two situations that could be considered ‘nepotism’ under the new policy.
While the policy states that “no employee shall be allowed to be in direct supervision of a relative or member of his or her immediate family,” maintenance worker Cole Minger directly supervises his son, Jordan Minger.
When asked if this situation is considered ‘nepotism’ under the new policy, Sheryl Worthing, Chief Administrative Officer (CAO) for the Village of Burns Lake, said “yes.”
However, the policy also states that a relative of an employee may be considered for a position when there is a “suitable system of checks and balances.”
Worthing said the village has taken measures to prevent possible conflicts in this case.
“The supervisor was not involved in the hiring process; this included reviewing resumes, short-listing candidates, interviewing candidates and offering employment to candidates,” explained Worthing.
“The supervisor does not directly supervise the family member,” she continued. “The director of public works took on the responsibility of directing, approving leave and disciplining.”
“I, as the CAO, approved the hiring and the supervision plan based on the fact that this is a short-term position,” she added. “It would not have been approved if the position was permanent.”
The second situation involves maintenance worker Chris Harms, nephew of councillor Michael Riis-Christianson.
The village’s new policy states that “employment of a relative of the mayor or member of council shall not be considered for any position.”
When asked if this situation is considered nepotism, Worthing also said “yes.”
However, the new policy also states that in the event that a relative of an existing employee is elected to council, “a reasonable effort will be made to accommodate such situation.”
Worthing said that, moving forward, councillor Riis-Christianson would simply note the relationship and not participate in any conversations having to do with his family member.
“Since the policy has been adopted, there have been no situations where a conflict has been noted,” she added.
The nepotism policy was implemented after being suggested by councillor Susan Schienbein earlier this year.
According to a village staff report, it is not unusual for multiple members of a family to work for the same employer. However, such relationships can be troublesome and give rise to favouritism, employees taking advantage, or problems with administering discipline.
