Personnel Policy Manual
10 Definitions
Personnel Files/Access to Personnel Files
Employment of a Department Head
30 Job
Classification/Pay Plan Guidelines
40 Employee
Performance Evaluations
50 Seniority,
Layoff, and Demotions
Family Medical Leave Act
(FMLA)
Employee Training and Career Development
80 Harassment
90 Standards
for Disciplinary Action
140 Conclusion
THE POLICY OF
1)
To provide efficient and friendly service at all times.
2)
To respect the dignity and integrity of all individuals.
3) To afford equal opportunity for employment to all individuals
regardless of race, color, creed, age, sex, national origin, marital status, or
handicap.
4)
To
maintain a Drug-Free Work Place.
5)
To
provide clean, safe, and pleasant working conditions.
6)
To
attract and retain employees of the highest caliber.
7)
To
provide compensation and employee benefits which are fair and competitive.
8)
To
encourage individual development and acceptance of responsibility.
9)
To
select employees based on ability, training, education, and experience.
10)
To
strive to promote from within – based upon ability and performance.
11)
To provide training that will increase employees’ ability to lead,
motivate, and
perform their jobs in an effective manner.
12)
To provide a grievance procedure which will address fully employee
grievances.
As
an employee of
In
consideration of your employment, you agree to conform to the rules and
policies of
In
no fashion does this Personnel Policy Manual or anything else presented to you
in written or verbal form serve as a guarantee of future employment with
WORKWEEK –
Midnight on Tuesday. All time on leave with pay or in observance of a holiday will be compensated at employee’s current base rate of pay.
WORKDAY - Refers to the number of
hours regularly scheduled in one 24-hour period.
COMPENSATORY TIME - The hours worked beyond the normal workday. This is
normally used rather than overtime for
administrative duties. If the total
work-week time exceeds 40 hours, then one and one-half time is given over 40
hours.
OVERTIME PAY – Refers to compensation paid for work performed in
excess of the
normal
40-hour workweek and compensatory time has not been given.
For Fire & Rescue
employees, overtime pay begins when the employee works in excess of 212 hours
in the 28-day pay cycle.
For Corrections employees, overtime pay begins when
the employee works in excess of 171 hours in the 28-day pay cycle.
For Road & Bridge employees who are assigned
inmates and monitor them during lunch period, thirty minutes will be paid per
day (inmate overtime).
Overtime work will be performed only with prior
approval of the responsible Department Head and/or
Employees may be required to work overtime and
normal days off to meet urgent situations and emergencies. Volunteers should be sought first. However, should an emergency dictate a need for
additional support, employees who refuse to work will be subject to
disciplinary action.
Employees are to be paid an overtime rate of one and one-half times regular pay for all work hours in excess of the standard (40-hours) or specified for the workweek.
Paid time (approved annual leave, sick leave with a doctor’s excuse, when required, and designated holidays) will be counted in determining the normal 40-hour workweek for the purpose of computing overtime.
CALL OUT PAY – If called out, employees will receive at
least two hours work and will be compensated at an overtime rate.
NOTE: Overtime, Call-out hours and Reason should be
clearly noted on time sheet for the Finance Officer.
APPROVED: BOCC October 28, 1997 EFECTIVE: September 17, 1997 10-1
EXCESSIVE LEAVE - Repeated abuses of sick
leave in excess of 3% of normal scheduled work
per fiscal year may result in disciplinary action.
SHALL - The word “shall” shall be
interpreted as mandatory.
CODE OF CONDUCT - No public officer or
employee of
GENDER Any reference to a specific
gender throughout this manual is done so for convenience and simplicity
purposes and should not be taken as a gender preference or bias.
The use of any gender shall
include all genders.
EMPLOYMENT Any public official or
employee who is vested with the authority to
OF RELATIVES appoint, employ or promote may not appoint, employ, supervise or
promote a relative.
Relatives shall be defined
as the following: Father, mother, son,
daughter, brother, sister, uncle, aunt, niece, nephew, husband, wife,
father-in-law, mother-in-law, brother-in-law, sister-in-law, son-in-law,
daughter-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother,
stepsister, half brother, half sister, according to Florida Statutes.
10-2
I. PURPOSE
The purpose of this section of the Personnel Policy
Manual sets forth the rules relating to Equal Employment Opportunity for
employees of
AMERICANS WITH DISABILITIES ACT (
Each Department Head shall assure to each applicant
or employee of Jackson County that recruitment, training, promotion, demotion,
compensation, retention, discipline, separation, and other employment practices
shall be accomplished without regard to that person’s age, race, color, sex, religious
creed, national origin, political opinions or affiliations, marital status or
handicap, except when such requirement constitutes a bona fide occupational
qualification necessary to perform the tasks associated with the position.
The Board of County
Commissioners shall designate an employee to serve as
Any employee of
It shall be prohibited for any person
employed by
10-3
I. PURPOSE
The purpose of this section
of the Personnel Policy Manual provides for Equal Employment Opportunity by
means of Affirmative Action.
II. POLICY
It is our policy to offer
Equal Employment Opportunity to all persons without regard to race, creed,
color, sex, age, national origin, religion, physical or mental handicap. No applicant is to be discriminated against
or given preference because of these factors.
This policy is intended to apply to recruiting, hiring, promotions,
layoffs, compensation, termination, and all other privileges, terms and
conditions of employment.
10-4
I.
PURPOSE
To reward those who served their country in time of
need.
II.
POLICY
It is our policy to hire
and promote employees who have served their country in the Armed Forces, in
accordance with federal guidelines, provided they have the ability to perform
the assigned tasks satisfactorily.
Veterans Preference may be selected when completing an application for
employment.
10-5
I. AIDS
This section of the Personnel Policy Manual states
that Acquired Immune Deficiency Syndrome (AIDS) is a handicap. No employee shall discriminate in any manner
against any employee or applicant for employment. Discrimination by any employee in any manner
will result in disciplinary action up to and including dismissal.
All persons employed by the Jackson County Board of
Commissioners will receive training concerning AIDS as soon as possible
following employment and training thereafter as required. This training will include:
1.
An update on current information concerning AIDS.
2.
Procedures to follow when working with an employee who may have AIDS.
3.
Dealing with employment issues related to AIDS.
4.
Dealing with other workers who refuse to work with suspected AIDS
victims.
5.
Dissemination of information about AIDS.
6.
Information for answering questions about AIDS.
All medical records of employees are kept secured
and away from the personnel file. No
AIDS information will be released.
II. HEPATITIS
The County will offer
vaccinations against the Hepatitis A / B virus(es) to employees who potentially
may be exposed to blood or other infectious materials.
10-6
POLICY STATEMENT
This section of the Personnel Policy Manual is to state
the policy of Jackson County regarding the effects of drug and/or alcohol use
and the unlawful possession of controlled substances and/or alcohol on County
premises or County equipment.
Employees are expected and
required to report to work on time and in appropriate mental and physical
condition for work. It is our intent and
obligation to provide a drug-free/alcohol–free, healthful, safe, and secure
work environment.
The unlawful manufacture,
distribution, dispensation, possession, or use of controlled substances and/or
alcohol on County premises or while conducting County business off County
premises is absolutely prohibited.
Violations of this policy will result in disciplinary action, up to and
including termination.
Employees must, as a condition of employment, abide
by the terms of the above policy and report any conviction under a criminal
drug statute for violations occurring on or off County premises while
conducting business. A report of a
conviction must be made within five (5) days after the conviction. (This requirement is mandated by the
Drug-Free Workplace Act of 1988.)
Any employee injured or directly involved in an
accident at work is subject to drug/alcohol testing. If the test results, excluding prescription
medication, are positive, the employee will receive reduced or no worker’s
compensation benefits.
Furthermore, employees are subject to drug testing
under the following conditions:
1) pre-employment screening;
2) following a work-related injury or accident involving
property damage;
3)
for cause;
4)
if employee is in a safety sensitive position; and
5)
by state or federal requirements.
10-7
I. FILES
The Office of Human Resources
maintains a permanent record of your employment
with the County.
The personnel file contains your complete employment history such as
salary, advancements, promotions, commendations, and reprimands. Employees should be aware of keeping their personnel
file current. The employee has the
responsibility of notifying the Human Resources Office of any change of
address, phone number(s) of person(s) to notify in case of an emergency. The
Human Resources Office should also be advised of any special education classes
or training courses completed. Copies of
diplomas or certificates should be forwarded to the Human Resources Office to
become a part of the permanent file. Such
information could be valuable when seeking promotions.
II. ACCESS
Chapter 119 of the Florida Statutes requires public agencies (this includes the Board of County Commissioners) to permit public access to the personnel record of their
employees.
Persons having access to the files will be normally
limited to the following:
The County Administrator, the County
Attorney, the Human Resources Director or his/her designee(s), auditors, the
Department Head of that employee, and the employee.
If a person not mentioned above views an
employee’s file, the employee will be given the name of the requestor if the
requestor’s name is known. The requestor
will be asked to complete a request form, which is to be filed in the
employee’s personnel folder. The requestor
must review the file in the Human Resources Office or ask that copies be
made. The requestor is responsible for
paying all costs of reproduction.
10-8
I. PURPOSE
The purpose of this section of the Personnel
Policy Manual sets forth the policies relating to the recruiting of applicants
and announcements of vacant positions.
All persons seeking employment with
II. POLICY
Recruiting efforts to fill current or projected
vacancies shall be the responsibility of the Human Resources Director. As a goal, the work force of
Each Department Head shall assure to
each applicant or employee Equal Employment Opportunity without regard to that
person’s age, race, color, sex, religious creed, national origin, political
opinions or affiliations, marital status or handicap, except when such
requirement constitutes a bona fide occupational qualification necessary to
perform the task associated with the position.
Qualified current employees should be
given an opportunity to apply for any vacancy.
Qualified employees will be given an interview.
Notice of the vacancy will be posted
at the Courthouse, sent to the Florida Job Service, and city halls in
After the closing date when all
applications have been collected, the Human Resources Director shall separate
or delete any information from the applications or resumes concerning the
applicant’s race, age, sex, marital status, national origin, or handicap.
The Human Resources Director will
screen each application as to the person’s ability and qualifications to
perform the task required for the vacancy.
After the screening process, the Department Head, with the Human Resources
Department, will set a date for interviews.
The Human Resources Director will notify each selected applicant of the
time, date, and place of the interview.
After the interviews have taken
place, the Human Resources office will – at the Department Head’s request –
verify any information the applicants have supplied.
After appropriate information is
collected on the selected applicants, the Department Head will make a decision
of which applicant is recommended for employment. The
20-1
Human Resources Director will check for
compliance, based on guidelines of Equal Employment Opportunity, Affirmative
Action, and Veteran’s Preference Law, or other appropriate directives, and will
note in writing the status of compliance, after which time the
The Human Resources Office will be
responsible for all paperwork concerning new employees, and each new employee
will be given a copy of the Personnel Policy Manual wherein it explains all
rules and regulations concerning employment and the employee will be required
to sign a statement stating he/she has read and understands the manual. Likewise, other information and training
material will be provided.
A physical examination will be given
at the Jackson County Public Health Unit for every person selected for
employment. The cost of the physical
will be paid for by the County.
After the initial probationary
period, the hire date (month/day) of the employee will become the date on which
the employee will receive his/her annual evaluation for salary increase.
Certain non-selected applications
filed with the Human Resources Office will be kept on active status for a
period of one (1) year. At the end of
one (1) year, applications that have been held will be placed on inactive
status.
The personnel file of each person
employed by
All
Department Heads have the authority to hire, with approval of the County
Administrator or his/her designee, emergency help for their department should
an extreme emergency arise.
This emergency employment shall not exceed thirty (30) working days.
If
during the 30 working days the Department Head sees that the emergency hire
needs to be extended further, he/she must seek the approval of the
20-2
BY THE BOARD OF
The
When a vacancy
occurs for any Department Head position, qualified current employees should be
given an opportunity to apply for the position.
Each Department Head
employed by
Each Department Head
shall serve at the pleasure of the
Any Department Head
may be discharged by the
The terminated Department
Head shall be given four (4) weeks severance pay if the termination is without
cause.
Any Department Head
may be reassigned at the discretion of the
20-3
JOB CLASSIFICATION/PAY PLAN
GUIDELINES
The
The Human Resources Office
shall maintain a current job description for each authorized position in
All new employees will serve an initial 12-month
probationary period. The new employee,
during the initial probationary period, may be dismissed under probationary
hiring without the right of appeal.
Likewise, employees assigned new duties will be on a 12-month probation
in that job. These employees retain
their right of appeal for employment, but may be reassigned.
The hire date, anniversary
date, and annual performance evaluation for a salary increase will be one and
the same date for all employees hired after January 1, 1999. The last evaluation date established for
employees hired prior to January 1, 1999 will not be changed. More frequent evaluations may be rendered,
but only the evaluation at the anniversary date that considers the year’s total
performance will be considered for Pay Step increases.
The Board of County
Commissioners has the sole authority to change Pay Grades and establish
positions. The
With a satisfactory annual
performance evaluation, a Personnel Action Form (PAF) will be initiated by the
Human Resources Office for an annual salary step increase. With the Pay Plan in effect, all new hires
will normally begin at Step One of the appropriate grade. There may be occasions when a hard-to-fill
position or special qualifications may warrant a higher beginning step. The
Additional compensation paid
to an employee for performing additional duties is allowed so long as
additional duties are being performed.
Those individuals who meet the qualifications of a paramedic, and are
hired with the Fire Rescue Department, will receive a $3,000 stipend in
addition to salary included in the Pay Plan.
A promotion to a higher grade will normally begin with the step of a
higher grade which provides at least a ** $1,000 increase over current salary.
The Jackson County Pay Plan which follows consists of
Pay Grades 1 through 45 with Step increases at a rate of 2-1/2% per step range from 1 through 20.
30-1
** Rev. 2/14/06
by BOCC at regular meeting
EMPLOYEE PERFORMANCE EVALUATIONS
I. PURPOSE
The purpose of this section
of the Personnel Policy Manual sets forth the rules for evaluating the work
performance of
II. POLICY
Each employee’s performance shall be periodically evaluated
to assess performance in relation to job requirements.
After the initial
probationary period, the hire date (month/day) of the employee will become the
date on which the employee will receive his/her annual evaluation for salary
increase.
Employees shall not be
expected to meet performance standards that have not been defined or explained as part of the
requirements of their position.
Employee performance
evaluations shall be used for, but not limited to, the following:
1)
To inform the employee of strong and weak points, as well as training
needs and improvements that will be expected.
2)
To recognize the employee’s potential for promotion.
3)
To determine the employee’s eligibility for salary advancements.
4)
As a basis for taking disciplinary and/or dismissal actions against the
employee.
5)
To assist in determining the order of layoff and reinstatement.
III.
PROCEDURES
The employee performance
evaluation program shall provide overall evaluations of two (2) levels that are
as follows:
1)
Satisfactory
2)
Below Desired Standard
40-1
Department Heads shall be
evaluated by the
The performance of each
employee shall be evaluated at least once per year; more frequent evaluations
may be necessary. As a minimum, the
annual evaluation will be rendered on the established anniversary date. (The employee shall be on probation for one
year.)
Special performance
evaluations may be given at any time at the discretion of the Department Head
or
The performance rating shall
be discussed with the employee who shall be furnished a copy of the completed
rating. The employee shall sign the
evaluation and the original will be forwarded to the Human Resources Office
where it will be placed in the employee’s personnel file. The signature of the employee shall indicate only that the employee’s
performance has been discussed with the employee and does not imply that the
employee agrees or disagrees with the evaluation. In the event an employee refuses to sign the
evaluation, the Department Head shall note this on the evaluation and give the
employee a copy and forward the original to the Human Resources Office where it
will be placed in the employee’s personnel file.
If an employee who has
attained regular status receives an evaluation of “Below Desired Standard” in
any category, the Department Head shall be responsible for identifying to the
employee the specific improvements necessary for him/her to accomplish
satisfactory performance. At the time of
receiving such an evaluation, the employee’s performance shall be reevaluated
at 60 days. If the employee has not
attained a satisfactory evaluation in all categories, he/she, at the discretion
of the
40-2
SENIORITY, LAYOFF, AND DEMOTIONS
I. PURPOSE
The purpose of this section of the Personnel Policy Manual is to establish a uniform policy of seniority, layoff, and demotion procedures.
II. POLICY
Certain preferences, such as
seniority, performance evaluation, and job knowledge will be considered when
decisions must be made in regard to reduction in the work force and
determination of eligibility for various benefits.
Seniority refers to the date
that an employee commences work for
New
employees will be on probationary status until they complete one (1) year of
satisfactory continuous employment.
A Department Head may at his/her
discretion extend the probationary period if the employee has not attained
satisfactory service. If retained, a
performance report must be rendered outlining performance shortfalls.
Should a probationary
employee be laid off before completing the probationary period, the employee
will have no recall rights or rights to file an appeal or a grievance.
Loss of Seniority
There are several ways an
employee can lose seniority. The
following list is not all inclusive.
1)
Resignation – An employee voluntarily resigns from employment.
2)
Termination – An employee absent for two (2) consecutive working days
without permission will be regarded as a termination.
3)
Discharge – This could include violation of rules, unsatisfactory work
performance, or improper conduct.
4)
Layoff more than one year – employees that have been laid off for a
period of twelve (12) months shall lose seniority.
50-1
5)
Failure to report for work within one (1) week after the employee
receives a certified mail notice of recall:
Such notices will be sent to the last address that the employee has
given to the Human Resources Office. In
all cases the employee must report not more than two (2) weeks after such
notice has been mailed. If for any
reason the employee cannot report for work immediately when he/she receives a
notice of recall, he/she should get in touch with the Human Resources Office as
quickly as possible to see what arrangements, if any, can be made.
6)
Overstaying an approved leave of absence. (Maximum allotted time of twelve (12)
months.)
A layoff is the
discontinuation of employment for a period of time when no work is available,
or when the County is financially unable to continue certain operations. If it is possible to determine the
approximate time and conditions under which the employee will return to work,
he/she will be so advised.
Should it become necessary
to lay off a regular employee for one (1) week or more due to the lack of work,
layoff will be made according to seniority and recent performance evaluations,
provided those employees who are eligible for reassignment to avoid layoff are
qualified to do the available work.
Except for emergencies such
as equipment breakdown and acts of God, a regular employee who is to be laid
off for more than one (1) week due to the lack of work will be given two (2)
weeks notice.
Advance notice will not be
given for disciplinary layoff or discharge.
Recall from layoff will be
made of all qualified regular employees for one (1) year from the date of
layoff before employment of others.
Recall will be made in
reverse order of layoff. Employees who have
completed the probationary period will not be required to serve another
probationary period.
Employees who have been laid
off for more than thirty (30) days may be required to appear for a physical
examination at the Jackson County Public Health Unit before returning to work.
Demotions are changes in
classification to a lower pay grade due to the inabilities of the employee to
perform the necessary duties of the higher classification, for reassignment to
avoid layoff or for disciplinary reasons.
The employee’s salary will be adjusted to the pay grade commensurate
with newly assigned duties.
50-2
I.
PURPOSE
The purpose of this section of the Personnel Policy Manual
sets forth the policies for paid
vacations, paid holidays, leave of absences, and benefits for employees of
II.
DEFINITIONS
1)
Full-time
employees work at least a 40-hour workweek.
2) Part-time employees work less than
a 40-hour workweek.
3) Temporary
employees work for a specified length of time with varying hours in the
workweek.
All full-time employees are entitled to the benefits
listed. Benefits accruing to part-time
employees will be prorated according to the average hours worked per week. Temporary employees are not entitled to the
benefits listed.
Any variations of these definitions or policies must
be addressed by the
Leave is any authorized absence during regularly
scheduled work hours, which has been approved by the Department Head in
advance. Leave may be authorized with or
without pay. Absence without approved
leave is considered unauthorized absence.
The employee will not receive salary for that time and the absence may
result in disciplinary action against the employee.
III.
POLICY
The Commissioners of Jackson County realize that all
employees need some time away from their job for rest and relaxation; therefore,
the following schedule for annual leave will be granted for employees:
|
Length of |
|
* Employment 40-hour Corrections Fire Rescue |
|
Employees Employees Employees |
|
Hire
date to 5 yrs. 8 hrs. per mo. 8.25 per mo |
12
hrs. per mo. |
|
5 yrs. to 10 yrs. 10 hrs. per mo. 10.25 per mo |
14
hrs. per mo. |
|
10
yrs .to 15 yrs. 12 hrs. per mo.
12.25 per mo |
16
hrs. per mo. |
|
15
yrs. to 20 yrs. 14 hrs. per mo.
14.25 per mo |
18
hrs. per mo. |
|
20
yrs. to 25 yrs. 16 hrs. per mo.
16.25 per mo |
20 hrs. per mo. |
|
25
yrs. to 30 yrs. 18 hrs. per mo.
18.25 per mo |
22 hrs. per mo. |
*Or as stated in current Union Contract. 60-1
For the purpose of record
keeping, annual/sick leave time will be prorated for any time short of a full month
– rounded to the nearest quarter hour.
All new employees must
complete sixty (60) days of satisfactory service prior to using annual leave.
Annual leave accumulation as
of September 30th of each year shall not be in excess of 280
hours. Any amount above the 280-hour
limit on October 1st
will be lost. Leave accumulation above 280 hours per
quarter must be taken in the following quarter or it will be lost.
During the month of October,
the Human Resources Office will verify with each Department the amount of leave
each employee has accumulated.
Annual leave will not be
paid until employment with the County has ceased.
If a paid holiday occurs
while an employee is on approved annual leave, that day will not be charged
against annual leave.
If an employee has any
compensatory time, this time will be used prior to the use of annual leave.
No employee will be paid for
compensatory time.
Use of Annual Leave
Requests for annual leave shall be made on the request
for leave form (Form PD-33), which must be submitted to the Human Resources
Office.
Requests for leave must be
approved by the Department Head or his/her designee prior to use with the
exception of sick leave.
Requests for leave may be
disapproved by the Department Head, the Human Resources Director, or the
Vacations shall be scheduled
in such a manner as to not hamper the normal operations of the Department.
Leave records for persons terminating
employment must be submitted by the Department to the Human Resources Office no
later than the effective date of the termination.
In case of the death of an
employee, payment for unused annual leave at the time of death will be made to
the employee’s beneficiary, estate, or as provided by law.
60-2
Any person employed with the
Jackson County Board of Commissioners that previously was employed with other
functions of
On October 1st of
each fiscal year, all employees who are employed at that time will receive
credit for one (1) personal leave day (8 hours for 40-hour employees, 12 hours
for Fire & Rescue employees, and 8.25 hours for Correctional employees) to
be taken by September 30 of that fiscal year or lost. This personal leave day may be taken any time
during this period as approved by the Department Head.
Jackson County Commissioners
realize that inability to work because of illness or injury may cause serious
economic hardship. For this reason we
provide a paid sick leave plan for employees.
Paid sick leave will accrue
at a rate of eight (8) hours per calendar month for regular employees, 12 hours
per calendar month for Fire & Rescue employees, and 8.25 hours for
Correctional employees. Sick leave for
part-time employees will be prorated.
Use of Sick Leave
Paid sick leave may be taken
for the following reasons:
1) The employee’s personal
illness, injury or exposure to a contagious disease which could endanger
others.
2) The illness of a member
of the immediate family (maximum of six (6) calendar days per fiscal year).
3) Medical and dental appointments – when
it is not possible to arrange such appointments for off-duty hours.
It shall be the responsibility
of the Department Head to notify the payroll section when an employee’s absence
is for any of the causes listed below.
No paid sick leave will be granted for the following:
1)
Intentional self-inflicted injuries – except for those covered under
2)
Untreated addiction to drugs or intoxicants.
3)
Illness or injury incurred while committing a felony.
60-3
When an employee is unable
to report for work due to illness, he/she must
notify his/her supervisor at/or prior to the time they would normally report
for work – normally within one (1) hour.
If the employee is physically unable to contact the supervisor, he/she
shall make arrangements for someone else to contact the supervisor. Failure to advise the supervisor will result
in an unauthorized absence from work. No
pay will be received for that day. Any
exception must be verified by a physician.
Employees who are absent for
more than four (4) consecutive scheduled working days due to illness may be
required to submit a physician’s statement.
However, if a Department Head has a reasonable basis to believe that an
employee is abusing sick leave, he/she may require a physician’s statement at
any time.
The
Frequent claiming of sick leave
benefits constitutes grounds for the determination that the physical condition
of the employee is below the necessary standards for the proper performance of
his/her duties. Therefore, the
Department Head may have the employee submit to a physical at any time he/she
deems it necessary. Likewise, evidence
of malingering or the abuse of this benefit may result in disciplinary action
up to and including termination.
The following is a schedule for employees who use
little or no sick leave during each fiscal year. Employees donating sick leave time to another
employee who has exhausted his/her sick/annual time during an illness will not
be penalized.
Time Used Credit
Earned
8 hrs. or less of
Sick Time 16 hrs. of
Annual Time
16 hrs. of Sick Time 8 hrs. of Annual Time
24 hrs. of Sick Time 4 hrs. of Annual Time
Annual leave may be used as
sick leave during extended illness.
Conversion of sick leave to
annual leave is not permitted.
Persons transferred or hired
from other functions of Jackson County Government may transfer earned sick
leave time.
If a paid holiday occurs
while an employee is on sick leave, that day will not be charged against sick
leave.
Employees shall not be paid
for unused sick leave, except for those with more than ten (10) years of County
service.
60-4
An employee who has been
employed with
Employees who wish to give
sick time may do so on Form #PD-33 (Leave Record).
To improve productivity and
decrease unnecessary absenteeism, employees are encouraged to be on the
job. The Sick Leave Buy Back plan
includes:
1)
Payment shall not exceed 1,000 hours. (Retirement/Resignation)
2) Based on years of service, the
percentage of accumulated sick leave hours at employee’s current hourly rate:
0 up to 10 years - - - - 0 % (zero)
10 up to 15 years - - - 50 %
15 up to 20 years - - - 60 %
20 up to 25 years - - - 75 %
25 up to 30 years - - - 90 %
30 years and over- - - 100 %
E.
Family Medical Leave Act (FMLA)
The County will comply with
the Family and Medical Leave Act of 1993 as amended. An employee must have worked with the County
for a period of 12 months in order to be eligible for FMLA Leave.
The Human Resources Office
will be responsible for providing to all employees the necessary eligibility
requirements for this leave, if needed.
60-5
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1) |
New
Year’s Day |
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2) |
Martin
Luther King, Jr. Day |
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3) |
Good
Friday |
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4) |
Memorial
Day |
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5) |
Independence
Day |
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6) |
Labor
Day |
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7) |
Veterans
Day |
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8) |
Thanksgiving
Day |
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9) |
Friday
after Thanksgiving |
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10) |
Christmas
Day |
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11) |
Day
before or after Christmas |
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12) Personal Leave Day |
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Holidays which fall on a
Saturday will normally be observed on the preceding Friday. Holidays which fall on Sunday will normally be
observed on the following Monday.
Due to the nature of our
work-service to the public, it is necessary for some of our employees to work
on holidays. Any employee who is
required to work, shall receive eight (8) hours additional pay. JCCF officers and Medical staff will receive
8.25. Fire & Rescue “combat
positions” will receive an additional twelve (12) hours of pay.
In order for an employee to
receive holiday pay, he/she must have worked the scheduled work day before and following the
holiday, unless the employee is on approved sick or annual leave.
A leave of absence may be
granted for compelling personal reasons.
After an employee has depleted his/her sick/annual leave, the
Administrator may authorize up to 60 calendar days of leave without pay. The employee’s salary is not continued during
this leave of absence.
No employee will accumulate
sick leave or annual leave while on leave without pay or while using Family
Medical Leave Act provisions.
For any extended leave without
pay, the employee will be required to pay for insurance coverage and other
benefits, in which the amount is ordinarily withheld from his salary other than
the withholding tax and FICA.
60-6
Employees returning from a
medical leave of absence, without pay, shall furnish a signed documentation
from his/her physician attesting to their physical fitness for resumption of
employment. The employee may also be
required to submit to a physical examination by another doctor.
Employees on leave without
pay shall be terminated if they:
1)
Fail to furnish a true statement of the reason for the leave of
absence.
2)
Accept other employment while on leave.
3)
Fail to return to work at the expiration of leave, unless special
consideration is granted by the
If an employee is injured on
the job and loses time from the job because of that injury, he/she may wish to
augment Worker’s Compensation insurance payments by being paid the number of
sick days to which he/she is entitled.
Should an employee elect to supplement his worker’s compensation with a
percentage of his weekly salary, under accrued sick leave or annual leave, then
the percentage of weekly salary so elected shall be deducted from the
employee’s sick or annual leave on a fractional or prorated basis. In no case are the combined benefits to
exceed 100 percent of an employee’s normal salary.
Employees who are injured on the job shall be eligible
to receive 66 2/3% of their weekly wage, payable through the Worker’s
Compensation Plan. Such payment shall be
made directly to the person entitled or be reimbursed to the Jackson County
Finance Office. The balance of the
employee’s weekly wages may be payable through compensatory time, annual or
sick leave provided that the employee has accrued such leave. No compensation for wages shall be allowed
for the first seven (7) days of the disability.
However, if the injury results in disability of more than twenty-one
(21) days, compensation shall be allowed from the commencement of the
disability. The employer shall be liable
for and shall secure the payment to any physician, surgeon, or pharmacist
providing services.
Employees injured on the job
retain seniority. If the employee has
not returned to work within one (1) year from the date of disability, the
employee will be terminated.
Employees who are out of
work and receiving worker’s compensation shall not accrue sick or annual leave
benefits.
60-7
Maternity leave may be
granted to a regular employee upon request made prior to the taking of such
leave. During maternity leave an
employee may utilize accumulated sick or annual leave or a combination of both
types. In addition, the Department Head,
with the
For adoption procedures
employees will be entitled to eight (8) hours of sick leave time. This time is to be used for:
1)
Consultation with an Attorney.
2) Consultation with a licensed placement
agency.
3) Court
appearances.
Administrative leave shall
apply to the following:
1)
Jury Duty or
Court Appearances
The County will normally continue salary in
full for employees called to jury duty or
witness subpoenas. These absences will
be entered on the employee’s record, but will not be counted in determining
excessive absences for disciplinary purposes.
The employee must show the
Department Head the jury summons or witness subpoena at least one (1) day prior
to the time that he/she is scheduled to appear in court.
After he/she has completed
service, the employee must furnish the Department Head with evidence of having
served for the time claimed.
Administrative leave will not apply when the employee is the plaintiff
or defendant unless the case involves an incident involving employment with
Hours spent in court
concerning testimony referencing that employee’s employment with
60-8
2)
Absence Due to
Death in the Family
Employees bereaved by the death of a close relative
are granted time off for such periods of time as follows:
a)
Up to twenty-four
(24) hours of scheduled work time for the death of a parent, spouse, child,
brother, sister, stepfather, stepmother, stepson, or step-daughter.
b)
Up to sixteen
(16) hours of scheduled work time for the death of a grandparent or grandchild
of the employee or his/her spouse. Also,
sixteen (16) hours for the death of the employee’s mother-in-law or
father-in-law.
c)
Up to eight (8)
hours of scheduled work time for the death of a brother-in-law, sister-in-law,
son-in-law, or daughter-in-law.
d)
Up to four (4)
hours of scheduled work time for the death of a niece, nephew, aunt, or uncle
of the employee or his/her spouse.
3)
Military Leave
Up to seventeen (17) working days or 136 hours of
administrative leave with full pay per fiscal year will be granted to all
full-time employees who are members of the National Guard or an organized
military reserve of the
For the purpose of record keeping for Fire &
Rescue employees, a 24-hour shift will be considered as two working days.
The intent of this section is to comply with laws
governing Military Leave, specifically USC Sec 4312, Reemployment Rights of
Persons Who Serve in the Uniformed Services. As Congress changes laws from time to time,
County employees on military leave without pay will
not accrue sick/annual leave benefits.
4)
Disabled Veterans
Reexamination or Treatment
An employee who has been rated by the Department of
Veterans Affairs to have incurred a service-connected disability and has been
scheduled by the VA to be reexamined or treated for such disability
60-9
shall, upon written confirmation of having been
scheduled, be granted administrative leave for such examination or treatment
without loss of pay, benefits or efficiency rating, not to exceed six (6)
calendar days in any calendar year.
The salary schedule for
to the job classification plan and gives each position
a pay grade that indicates the relative difficulty and experience required for
various classes of work.
M.
Employee Training and Career Development
The following are the
guidelines for employees who wish to work toward continuing their education (up
to and including the level of an AA Degree) and improving their job knowledge.
Additional training and
seminars, if job related and when beneficial to the County, may be
approved at the discretion of the
On a non-interference basis,
each employee of Jackson County may attend and be reimbursed by the County up
to four (4) semester hours of college level credits per semester in job-related
fields. Prior approval and successful
completion of classes are required for reimbursement. These costs shall include tuition only. Grants, VA benefits, and scholarship funds
must be used toward tuition first before request for County reimbursement for
qualifying courses.
Employees who wish to complete
a Graduate Equivalent Degree for high school will be reimbursed by
Any employee who attends any
training program, or courses in college, technical or other schools, at the
expense of
60-10
Retirement The
County is a member of the Florida Retirement System and is governed by its
regulations.
Hospitalization Insurance Group
Health Insurance is offered by
Credit Union The County is a
member of the Sunshine State Credit Union and all employees may contribute to
it through
payroll deduction.
Other Membership Plans The
County also has membership cards to these vacation attractions: Sea World,
60-11
Per Diem will be paid to employees of
This rate is subject to
change, but will always reflect the Federal-established rate.
For a twenty-four (24) hour
period $48.00, or actual cost with receipts.
Breakfast - $ 10.00 when
travel begins before 6:00a.m. and extends beyond 8:00a.m.
Lunch - $ 12.00 when travel
begins before 12 Noon and extends beyond 2:00p.m.
Dinner - $26.00 when travel
begins before 6:00p.m. and extends beyond 8:00p.m.
*
* * * * * * * * * * * * * * * * * * * * * * * * * * * * * *
Travel is paid at .445 cents per
mile and will be paid to the employee when his/her personal vehicle is
used. Mileage reimbursement rate
approved by BOCC on 02-13-2007 regular meeting.
** A copy of the agenda or
other verification of the trip, seminar, etc. MUST accompany the travel voucher.
60-12
I. PURPOSE
The purpose of this section
of the Personnel Policy Manual is to provide an effective and acceptable means
for employees to bring problems and complaints to the attention of
supervisors. Therefore, a formal
grievance procedure has been established for the benefit and use of
II. DEFINITION
A grievance is defined
as: “A complaint by an employee that a
County personnel policy or procedure has been violated or that a State or
Federal law has been violated.
IV.
POLICY
STEP I: To assure
prompt attention, grievances shall be submitted within five (5) work days of
the event prompting the grievance.
Grievances should be written and presented to the employee’s immediate
supervisor. The supervisor shall make
every effort to resolve the grievance at the initial step. The grievance shall be signed by the
supervisor and the employee and the action taken, if any, shall be indicated in
writing. The supervisor has five (5)
work days to respond to the employee and if no solution is attainable, the
employee may then proceed to STEP II.
STEP II: If the
grievance cannot be settled by the employee’s immediate supervisor, then within
five (5) working days after the response from the immediate supervisor, the employee
may then present the grievance to the Department Head of his/her
representative who will have five (5)
work days to take action. Any action
taken will be in writing and signed by the Department Head and the
employee. The employee’s signature merely
reflects that he/she has been provided a copy of the action(s) to be
taken. If the employee’s immediate
supervisor and Department Head or representative cannot arrive at a solution
acceptable to the employee, the employee may proceed to STEP III.
STEP III: If the
employee is dissatisfied with the decision of the Department Head or the
representative, the employee may, within five (5) work days after receipt of
the response, present his grievance in writing to the County Administrator or
his/her representative. Then that person
shall discuss the matter with the employee within five (5) working days after
receipt of the grievance or at another mutually agreeable time. A written decision shall be made by the
70-1
NOTE:
1.
An employee may
be accompanied by another employee during all discussions of a grievance with
management.
2.
All grievances
must be in writing.
Retaliation against an employee for filing a grievance
or providing information regarding such complaint is prohibited. Any employee found to be engaging in such
retaliation shall be subject to discipline up to and including dismissal.
3.
If the complaint
is being made against one (1) or more of the
If the complaint is being made against the
4.
Grievance Forms
are available in the Human Resources Office.
70-2
HARASSMENT
I.
PURPOSE
It is the policy of the Board of County Commissioners to provide a work environment for its employees which is free from discrimination and intimidation. The Board of County Commissioner’s will not tolerate any form of harassment.
Any form of harassment related to the race, color, sex, religion, national origin, age
Familial status, or disability of an employee or applicant shall not be tolerated by the
BOCC. The term “Harassment” includes, but is not limited to:
slurs, jokes, epithets, negative stereotyping, threats, intimidation, hostile acts,
denigrating or hostile written or graphic material posted or circulated in the
workplace, or any other graphic or physical conduct relating to an individual’s
race, color, sex, religion, national origin, age, familial status, or disability.
II. NOTICE TO EMPLOYEES
1) Each employee of the BOCC shall be furnished with a copy of the Personnel
Policy Manual containing these rules and shall sign a written statement that
they understand these rules. This statement shall be placed in the employee’s
Personnel file.
2)
Each employee shall be given a reasonable
opportunity to discuss these rules and the issue of harassment with the
3) The Human Resources Office shall take reasonable measures to inform employees of any changes in the position of these rules.
III. GENERAL ADMINISTRATION OF HARRASSMENT
POLICY
1) An employee who believes he/she has been or is being harassed by supervisors or co-workers should immediately notify the next highest authority (Supervisor, Department Head, Human Resources Director, Administrator, or BOCC Chairman). The matter will be thoroughly investigated and where appropriate corrective action will be taken. When an employee is not comfortable reporting to the next highest authority, he/she may notify the next individual in the chain of command as listed above.
80-1
2) The BOCC does not condone harassment of its employees in connection with their work by non-employees (vendors, customers, etc.). Any employee who becomes aware of any harassment of an employee by a non-employee shall report such harassment to the Supervisor who will be responsible for investigating and reporting all such incidents to the appropriate person. Appropriate action will be taken against non-employees for violation of this policy.
3). Any employee who reports conduct prohibited by this policy or who assists in the investigation of a complaint of harassment will not be penalized. The employee will be treated courteously and the complaint handled swiftly and confidentially. The registering of a complaint will in no way be used against an employee, nor will it bear an adverse impact on the individual’s employment status.
IV. PROCEDURES
FOR FILING A COMPLAINT
1) Complaints shall be filed in writing within three (3) calendar days from the date giving rise to the complaint, be signed by the Complainant, and contain the following information:
a) The name, address, and telephone number of the person filing the complaint.
b) The name(s) of the person(s) who allegedly committed the act of harassment and the alleged victim(s).
c) A clear and concise statement of the facts, including pertinent dates, and any other documentation in support of the complaint.
2)
If the complaint is being made against one (1)
or more of the
3)
If the complaint is being made against the
I.
INVESTIGATION PROCEDURE
1)
Upon the receipt of a complaint of harassment, the
80-2
2) The Administrator or Chairman, whichever is applicable, shall:
a) Promptly interview the Complainant in person to obtain any additional information that may be needed to clarify the complaint.
b) Prepare a written summary of the complaint.
c) Obtain the Complainant’s signature verifying that the written summary accurately represents the information provided by the Complainant.
3)
Upon signature by the Complainant, the
4)
Prior to proceeding further with the
investigation, the Respondent shall be furnished a copy of the final
complaint. At this point, the
5) If the investigation proceeds further, within thirty (30) calendar days after receiving the final complaint, the County Administrator or Chairman shall interview such witnesses and take such statements deemed necessary in his/her judgment to provide a written report of the facts of the matter. Copies of all written reports shall be provided to the Complainant and to the Respondent.
II.
COMPLAINT DISPOSITION
The
III.
DISCIPLINARY ACTION
1)
Any employee of the County whom the
2)
Any employee in a supervisory capacity who has actual
knowledge of harassment involving employees he/she supervises and does not take
corrective action or report the matter directly to the
80-3
STANDARDS
FOR DISCIPLINARY ACTION
I.
PURPOSE
The purpose of this section of the Personnel Policy
Manual is to set forth the rules for disciplinary action. The purpose of these rules is as follows:
1)
To address the personnel
rules of
2)
To establish
standards for administering disciplinary action to
3)
To clearly define
the standards of conduct and other policies which are applicable to a given
work situation.
4)
To establish
standard ranges of penalties for various types of misconduct and deficient work
performance in order to promote reasonable consistency in the disciplining of County
employees involved in similar situations.
5)
To assure quality
service to the public.
It is not the purpose of these rules to make the
failure of the Department Head to comply with technical requirements contained
herein a basis for invalidating any disciplinary action. It is contemplated that such action will be
invalidated only where the County’s failure to comply with these rules
materially affects the ability of an employee to make use of the procedures provided
for herein.
II. AUTHORITY
The authority to take disciplinary action as specified
below is hereby delegated to the following persons or to those persons who are
in a supervisory position to the persons listed below.
Disciplinary Action Persons
Delegated Authority
a. Oral
Reprimand Department
Head, Supervisor or
b. Written
Reprimand Department
Head approved by
c. Suspension Department
Head with
d. Extended
Suspension Department
Head approved by
90-1
1)
Department Heads
shall be responsible for assuring that all disciplinary actions taken within
their respective departments comply with these rules.
2)
The Human
Resources Office shall provide guidance with regard to the administration of
disciplinary actions and for assuring that such actions are accomplished in
accordance with these rules. Employees
may not be disciplined because of race, religion, color, sex, national origin,
political affiliations, age, marital status, or handicap.
III. TYPES
OF DISCIPLINARY ACTION
The following types of disciplinary actions are
provided: Oral Reprimand, Written Reprimand,
Suspension, Demotion, and Dismissal.
1)
Oral Reprimand
– This is the least severe disciplinary action.
The purpose of an oral reprimand is to inform the employee of a
particular disciplinary problem. Where
possible, the oral reprimand should be delivered to the employee in a location
that provides privacy from the employee’s coworkers. The supervisor shall clearly state that the
employee is receiving an oral reprimand, clearly indicate the nature of the improper
behavior, and explain precisely what corrective action is expected. In addition, it should be pointed out that
future violations may result in more severe disciplinary action. Before concluding the meeting, the employee
shall be allowed to make comments and clarify any issues concerning the
situation.
Subsequent to issuance of the oral reprimand, the
Department Head shall complete Form #PD-44, entitled “Disciplinary Action
Form.” The original is to be filed in
the employee’s official personnel file, and a copy is to be given to the employee.
2)
Written Reprimand – The purpose of a written reprimand is to help an employee who
violates a disciplinary standard to recognize errors made and to correct them
and to document disciplinary action. The
content of the report of written reprimand must specifically state that the
employee is receiving a written reprimand, describe the facts giving rise to
the disciplinary action, and indicate the corrective action expected. It should include a statement that future
violations may result in more severe disciplinary actions up to and including
dismissal. The written reprimand shall
be completed on Form #PD-44, “Disciplinary Action Form,” and must be signed by
the Department Head and approved by the
90-2
3)
Suspension –
Suspension up to three (3) days (24 hours) is action taken by the Department
Head, with the approval of the
4)
Extended Suspension – The
5)
Dismissal –
This is action taken by the Department Head and approved by the
The affected employee shall be notified of the
proposed personnel action, suspension, or dismissal, and the reasons in writing
by personal delivery or by Certified Mail – Return Receipt Requested at his/her
last known address. Employees who are on
initial probationary status are not afforded the opportunity to appeal any
disciplinary action.
Following the notification of suspension or dismissal,
the employee has five (5) eight-hour working days to file a written grievance
to the
A written decision shall be made by the
IV. STANDARDS
FOR DISCIPLINARY ACTION
1)
In general, the
basic pattern of discipline for regular employees is progressive and
cumulative. Specifically, written
reprimands are retained on record and can have a cumulative effect leading to
progressive discipline up to and including dismissal. Once a written reprimand is issued, it becomes
a permanent part of the employee’s record.
The age of prior disciplinary action(s) will be taken into account in
determining appropriate future discipline.
2)
Progressive
disciplinary action may also be administered for dissimilar offenses or
deficiencies. If the employee has
received a second disciplinary action for similar or dissimilar offenses or
deficiencies, it should be considered cumulative and will allow the supervisor
to progress to a more severe form of discipline when warranted.
90-3
I.
PURPOSE
The purpose of this section of the Personnel Policy
Manual sets forth the suggested policies for Department Heads concerning
termination of employees.
The types of terminations are listed below:
1)
Unsatisfactory
service
2)
Resignation
3)
Retirement
4)
Military
5)
Misconduct
6)
Death
II.
POLICY
1)
Unsatisfactory
Service
The Department Head is encouraged to take prompt action
whenever an employee lacks the ability to perform the duties of his/her
position satisfactorily, as explained in the evaluation section of this
manual. The Department Head should take
appropriate action concerning the employee and be consistent each time with
each case. The disciplinary section
addresses the procedure for dismissal of an employee. All action taken by the Department Head must
be in writing.
2)
When an employee
announces his/her intention to resign, the Department Head is to take immediate
steps to determine the real cause, and where possible and desirable, correct
the situation in order to retain the employee.
In order not to unduly impair the efficiency and effectiveness of County
service, it is suggested that an employee who plans to resign notify his/her
immediate supervisor at least ten (10) working days prior to the last day of
work.
3)
Retirement
As a member of the Florida Retirement System, their
rules and regulations shall apply.
100-1
4)
Military
Should an employee of Jackson County, after completion
of the probationary period, be drafted or voluntarily join the Armed Forces of
the United States, the following guidelines shall apply:
a)
Upon separation
from the military service, the employee shall be eligible to return to the
former position held or a different position in the same class in the same
geographic location.
b)
The employee
shall be required to submit to a medical examination to determine the employee’s
fitness to perform the duties of the position to which the employee may be
returning and, based on the medical findings, place the employee in another
class with duties the employee is able to perform and which is the nearest
approximation to the position held prior to military service.
c)
The employee
cannot be discharged without cause within six (6) months of return from active
military service.
d)
Employees who
leave County service for the military may, upon return, have any accumulated sick
or annual leave time reinstated to their record if they return within ninety
(90) days following the discharge date.
e)
Reference
60K-5.036 FAC and USC Sec 4312.
5)
Misconduct –
Improper conduct of an employee.
Upon any termination, all benefits to employees shall
cease with the exception of a retiring employee who wishes to keep any
insurance in effect (the employee must pay 100% of the premium in advance).
Also, the federal law entitled COBRA (Consolidated
Omnibus Budget Reconciliation Act) does entitle former employees various
benefits concerning health insurance.
As a driver of a Jackson County vehicle, an employee
must possess a valid Florida Driver’s License and should that license be
revoked or suspended, he/she must notify his/her Department Head and the Human
Resources Department. It is understood
that failure to comply could result in immediate termination.
100-2
Regular employees of
110-1
PURPOSE
No person shall be appointed to, demoted from, or
dismissed from any position in
No person shall use or promise to use, directly or
indirectly, any official authority or influence, whether possessed or
anticipated, to secure or attempt to secure for any person an appointment to a
position with Jackson County, or an increase in pay, or other advantages, in
employment in any position.
No person shall use means of influencing the vote or
political action of any person or for any consideration; however, letters of
inquiry, recommendations, and references by public employees or public
officials shall not be considered political pressure unless any such letter
contains a threat, intimidation, or irrelevant, derogatory, or false
information.
No person shall, directly or indirectly, give, render,
pay, offer, solicit, or accept any money, service or other valuable
consideration for or on account of any appointment, proposed appointment, promotion,
or proposed promotion to, or any advantage in a position of employment with
As an individual, each employee retains all rights and
obligations of citizenship provided in the Constitution and Laws of the State
of
1)
Take any active
part in a political campaign while on duty or within any period of time during
which he/she is expected to perform services for which he/she receives
compensation from the County.
2)
Use the authority
of his/her position to secure support for, or oppose any candidate, party, or
issue in a partisan election or affect the results thereof.
No County employee or official shall use any promise of
reward or threat of loss to encourage or coerce any employee to support or
contribute to any political issue, candidate, or party.
120-1
All County employees who operate any vehicle or
machinery owned or leased by
1)
Obtain medical
help for any injured persons.
2)
Notify the proper
police agency.
3)
Obtain names and
addresses of any witnesses.
4)
Do not discuss
the accident with anyone, except the responding police agency.
5)
Notify the
immediate supervisor or Department Head.
6) Submit to a drug test.
Other on-the-job injuries must be reported to the
immediate supervisor or Department Head the day of the injury. As soon as possible after any accident, the
employee shall report to the Human Resources Office and fill out the required
paperwork.
Worker’s Compensation rules and regulations shall apply
to any employee injured on the job.
Worker’s Compensation is addressed in the benefits section of this
manual.
All accidents (personal injury and vehicle accidents)
shall be investigated by the worker and his/her supervisor. Determination of the cause shall be listed on
the “Report of Accident” Form (PD# 10/90).
The accident evaluation team shall forward their findings, if
applicable, to the Human Resources Office and
130-1
The preceding policies and procedures are guidelines
and do not in any way constitute and should not be construed as a contract of
employment, express or implied, or a promise of employment for any specified
time.
The County, at its option, may change, delete,
suspend, or discontinue any part or parts of the policies in the Personnel
Policy Manual at any time without prior notice.
Any such action shall apply to existing as well as future employees with
continued employment being the consideration between the employer and the
employee. Employees may not accrue
eligibility for monetary benefits that they have not earned through actual time
spent at work and such benefits must be provided for in writing. Employees shall not accrue eligibility for
any benefits for rights and privileges beyond the last day worked.
140-1