Community and Consultant Service -- Executive Branch Employees
Document Code No.: PER 18-2 (AEP)
Department/Issuing Agency: Executive Administration - Personnel Division
Effective Date: September 11, 1990
Approved: /s/ Tim Hill
Type of Action: New
Signed document (PDF, 287 KB)
1.0 SUBJECT TITLE: Community and Consultant Service -- Executive Branch Employees
2.1 To establish a consistent policy dealing with King County executive branch employees providing community service on county time or consultant services at any time where such service(s) is not clearly governed by the provisions of K.C.C. 3.04, Employee Code of Ethics.
3.0 ORGANIZATIONS AFFECTED:
All executive branch departments, divisions and agencies
4.1 K.C.C. 3.04, Employee Code of Ethics
5.1 "County time" means during an employee's normally scheduled work hours.
5.2 "Executive branch employee(s)" for purposes of this policy only means employees of the executive branch of King County government as defined by K.C.C. 2.16; excluding temporary employees and administrative interns as defined by K.C.C. 3.12; excluding employees of the Superior Court, District Courts, Prosecuting Attorney's Office, the King County Council, and the Department of Assessments.
6.1 Under no circumstances will executive branch employees serve on any board or commission, or provide consultant services to an outside agency, on County time when such service is for the purpose of the employee's financial gain. Employee(s) wishing to provide such service may request use of accrued vacation leave or leave without pay, subject to approval and discretion of their Department Director or his/her designee, or if the employee is a Department Director, subject to the approval and discretion of the County Executive or his/her designee.
6.2 Executive branch employees wishing to provide consultant services to an outside agency for a fee on their own time where those services are substantially similar and/or related to their regular duties as a County employee shall request authorization for such activity from their Department Director or his/her designee, or if the employee is a Department Director, from the County Executive or his/her designee. If the Department Director, or the County Executive, determines that the activity has the appearance of or could be interpreted as a conflict of interest, such activity will not be approved.
6.3 Executive branch employee(s) wishing to provide volunteer/community service on County time (i.e., serving on boards or commissions of charitable organizations such as United Way, Childhaven or Boy Scouts of America, or an agency of another governmental jurisdiction) that may or may not be job related may do so with prior approval from their Department Director or his/her designee, or if the employee is a Department Director, from the County Executive or his/her designee. Approval will be based on possible benefit to the County, such as goodwill, reciprocity, and/or enhancement of the employee's jobrelated skills.6.3.1 Approval will not be granted where an activity is determined by the Director, or the County Executive, to be political in nature and the employee's involvement on County time could be construed as County endorsement of either side of a sensitive issue, or where the County's position of neutrality might otherwise be compromised.
6.4 Volunteer/community service on an employee's own time does not require approval or notification; however, an employee's volunteer service activities might be interpreted as a conflict of interest under the provisions of K.C.C. 3.04. Prior to engaging in volunteer/community service which an employee believes may be perceived by others as creating a conflict of interest, the employee is responsible for seeking county authorization for the activity using the procedures specified in these policies for activities on county time.
6.5 Violation of these policies may subject an employee to disciplinary action, up to and including termination of employment.
Action By: Employee
Action:7.1 Submits written request to Department Director for authorization as required by section 6.0. If the employee is a Department Director, submits written request to the County Executive.
7.2 Follows standard absence request procedures when necessary under sub-Section 6.1.
Action By: Director or County Executive
Action:7.3 Reviews employee request for compliance with terms of these policies, including benefit to the County and or possible conflict of interest.7.3.1 Provides written authorization; or,
7.3.2 Provides written denial of authorization, which will include the reason(s) for denial.
Action By: Director
Action:7.4 Investigates possible violations of these policies by employees within his or her department; consults with Personnel Manager to determine appropriate disciplinary action when a violation occurs.
8.1 The Employee (which may include Department Directors) is responsible for:8.1.1 Submitting requests for authorization as required by these policies.
8.1.2 Requesting approval for use of accrued vacation leave or leave without pay when required under sub-Section 6.1.
8.2 The Department Director is responsible for:8.2.1 Reviewing employee requests submitted in accordance with these policies.
8.2.2 Providing written determination; if request is denied, explaining basis for denial request.
8.2.3 Consulting with Personnel Manager to determine appropriate disciplinary action in the event of a violation of these policies.
8.3 The County Executive is responsible for:8.3.1 Reviewing Department Director requests submitted in accordance with these policies.
8.3.2 Providing written determination; if request is denied, explaining basis for denial request.