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Supporting the City Structure <br />• From a risk management perspective, role discipline is particularly important in the areas of employee relations and <br />administrative matters assigned to staff. <br />• Except for the Council's direct reports, elected and appointed officials are not employee supervisors. Similarly, neither the <br />Council nor its individual members have authority or responsibility for administrative matters that are assigned to staff. <br />Thus, <br />• Don't get individually and improperly involved in personnel issues, or in administrative matters, that have been <br />assigned to staff. <br />• Such activities undermine your organizational structure, weaken the Council as an institution, impact morale, and can <br />create risks for the City and for you individually. <br />• Remember your Charter: Section 8-5 Councils Relaticnship to Employees <br />CIRSA <br />Supporting the City Structure <br />"Section 8-5. Council's Relationship to Employees. <br />(a) The City Manager shall be responsible to the City Council for the proper administration of all matters placed in the <br />Manager's charge by this Charter or by ordinance not inconsistent with this Charter. <br />(b) Neither the Council nor any member of the Council shall dictate or interfere with the appointment of, or the duties of, any <br />City employee subordinate to the City Manager, the City Attorney, or the Municipal Judge, or prevent or interfere with the <br />exercise of judgment in the performance of the employee's City responsibilities. <br />(c) A member of the Council may discuss any matter pertaining to City operations with any employee, including the City <br />Manager, but shall not give any direct orders to any such employee." <br />5 <br />