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position, contingent upon the incumbent's ability to meet the position's minimum requirements <br />and possess the necessary knowledge, skills, and abilities, at the City's discretion. <br />3.9 Nepotism <br />The potential for conflicts of interest is increased when personnel who are related are employed <br />by the same employer; and real or implied conflicts of interest can result in distrust and a general <br />lack of harmony among other employees. <br />Whenever possible, and with due regard for job -relevant qualifications, merit, and fitness, the <br />employer shall avoid appointing any person related to an appointed officer or regular full-time or <br />regular part-time employee of the City. Appointments or assignments of persons related to an <br />employee in the same department in which the employee works is prohibited. <br />This provision does not apply to marital or familial status, as protected under the Minnesota <br />Human Rights Act. Employment of the spouse of an elected or appointed officer or employee is <br />not prohibited; however, appointing or assigning of an employee's spouse within the same <br />department is prohibited if the appointment or assignment would result in one employee directly <br />supervising or influencing the recruitment, employment, swage, fees, or performance <br />review of the employee's spouse. <br />Appointment to a position with the City shall not be construed as an employment contract <br />between the City of Ramsey and an employee. All employees whose positions are covered by <br />this policy are appointed by and serve at the sole discretion of the employer. <br />3.10 Probation <br />Subject to the provisions of an applicable collective bargaining agreement, every original and <br />promotional appointment is subject to a probationary period of one (1) year. During this <br />probationary period, a probationary employee may be terminated at the sole discretion of the <br />City. If terminated during the probationary period, the employee shall be notified in writing of <br />the termination and shall have no right to appeal the termination. <br />Employees may use sick and vacation leave during their probationary period at the discretion of <br />the Department Head. <br />At the sole discretion of the City Administrator, an employee's probationary period may be <br />extended for an additional 90 calendar days. Completion of the probationary period or any <br />extended probationary period is not, and cannot be construed as, a promise of continued <br />employment or altering the at -will nature of employment. <br />3.11 Punctuality and Attendance <br />14 <br />