WESTLOCK – The Town of Westlock Council has approved the addition of a nepotism policy during its March 9 meeting, aiming to formalize hiring practices and establish clear guidelines regarding the employment of relatives within the organization.
“We currently do not have a nepotism policy, and as you know, we are routinely reviewing our existing policies to identify areas that need attention,” said Simone Wiley, Chief Administrative Officer for the Town of Westlock. “We really landed on what puts our practice into policy.”
Administration researched similar policies in other municipalities to develop a framework suited to Westlock. Wiley presented key aspects of the policy to council members, outlining conditions under which relatives of employees or council members may be hired.
Under Section 2.4 of the new policy, relatives of employees or council members can be hired but must meet certain conditions. Specifically, an employee cannot supervise a relative, and any familial relationship must not negatively impact performance or operations within the town. The hiring process for relatives remains the same as for any other candidate, ensuring fairness and equality.
The policy prohibits discrimination against potential employees based on their relationship to a current employee or council member. It also requires the disclosure of personal relationships outside of familial ties if they could potentially disrupt town operations.
During the meeting, Coun. Laura Morie asked whether nepotism had been an issue in the past. Wiley responded that while there had been no reported problems, relatives do work within the organization, and the policy serves to clarify expectations and define appropriate actions in such cases. Given Westlock’s small-town setting, she emphasized the importance of having guidelines in place to prevent potential conflicts.
Mayor Jon Kramer raised concerns about the impact of hiring relatives on existing employees or council members. Wiley noted that in the Town of Barrhead, where similar situations occur, the reputations of existing employees or councillors can be affected. She explained that relatives in such positions often face additional pressure to perform at a higher level due to increased scrutiny.
Regardless of an employee’s relationship to a town representative, Wiley stressed that policies and procedures must be consistently followed. Mayor Kramer reminded those in attendance that part of the town’s strategic plan is to foster a workplace that attracts and retains quality employees. He highlighted employee referrals as a valuable method of bringing knowledgeable and experienced individuals into the organization. The newly adopted policy ensures that all applicants for town positions are evaluated equally, reinforcing the commitment to fairness and transparency in hiring practices.
