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- 2 - <br /> other blic to <br /> pu employees subject to their general supervision or control personal <br /> services and personal favors irregardless of whether or not these personal <br /> services and favors are performed during the public servant's regular tour of <br /> duty or during non- working hours. <br /> In those circumstances where a legitimate personal relationship exists <br /> between an employee and his supervisor, there is nothing in the Code that would <br /> prevent the employee from performing on a strictly voluntary basis some personal <br /> favor or service for his supervisor; however, the Code strictly prevents the <br /> supervisor from using his position of authority in any manner whatsoever intended <br /> to induce, coerce, compel or mandate the employee into performing any services <br /> for him regardless of whether or not such services are performed during or after <br /> regular working hours. Moreover, it is the opinion of the Commission that the <br /> employer- employee relationship by itself may constitute a sufficient element of <br /> "coercion" and "compulsion" to create a presumption that such services by the <br /> employee are rendered to the employer in violation of Section 1116, as quoted <br /> above. In order to avoid Section 1116 violations, it is essential that (a) the <br /> services be completely voluntary and (b) that there be no element of coercion, <br /> compulsion or solicitation by the supervisor. <br /> Moreover, we are of the opinion that any effort by a supervisor to allow <br /> an employee under his supervision to perform activities on the job under <br /> circumstances not permitted of other employees clearly would be an action proscribed <br /> by pertinent portions of the Code of Ethics if the actions tend to obligate the <br /> employee to the supervisor. <br /> Agency heads should caution supervisory employees to refrain from extracting <br /> • <br /> 92 <br />