THE POLICY OF JACKSON COUNTY SHALL BE:

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 Jackson County your employment is for no definite period of time. Just as you may resign at any time – the County may also terminate or modify the relationship at any time.

In consideration of your employment, you agree to conform to the rules and policies of Jackson County. Department Heads have no authority to enter into any agreement – oral or written – for employment for any specified period of time or to make any agreement contrary to this policy.

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 Jackson County.

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DEFINITIONS

WORKWEEK – Jackson County’s workweek begins at 12:01a.m Wednesday and ends

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 County Administrator. Administrative duties requiring overtime must have prior approval of the County Administrator. Overtime is to be used only to meet essential operational requirements.

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.

MAY -The word “may” shall be interpreted as permissive.

SHALL - The word “shall” shall be interpreted as mandatory.

CODE OF CONDUCT - No public officer or employee of Jackson County shall solicit or accept anything of value to the recipient, including a gift, loan, reward, promise of future employment favor, or service based upon any understanding that the vote, official action, or judgment of the public officer or employee would be influenced thereby – according to Florida Statutes.

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.

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EQUAL EMPLOYMENT OPPORTUNITY

I. PURPOSE

The purpose of this section of the Personnel Policy Manual sets forth the rules relating to Equal Employment Opportunity for employees of Jackson County and applicants seeking employment with Jackson County.

AMERICANS WITH DISABILITIES ACT (ADA) - The County will provide reasonable accommodations in compliance with the Americans with Disabilities Act (ADA).

POLICY

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 Jackson County’s equal employment opportunity officer who shall have the responsibilities for administering all equal employment opportunity programs. Unless otherwise designated, the County Human Resources Director shall have that responsibility.

Any employee of Jackson County who believes he/she has been discriminated against should contact the person whom the Board of Commissioners has appointed as Equal Employment Officer. This person shall, along with the County Administrator and the County Attorney, attempt to resolve the problem within fifteen (15) working days.

It shall be prohibited for any person employed by Jackson County to discriminate or take any other retaliatory action against an individual who in good faith has: Opposed an alleged unlawful employment practice or has made a charge, testified, assisted or participated in any manner in an investigation, proceeding or hearing.

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AFFIRMATIVE ACTION

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.

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VETERANS PREFERENCE

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.

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AIDS / HEPATITIS POLICY

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.

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POLICY STATEMENT

A DRUG-FREE WORKPLACE

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.

Jackson County recognizes drug and/or alcohol dependency as an illness and a major health problem. The employer, Jackson County, also recognizes drug/alcohol abuse as a potential health, safety, and security problem. Employees needing help in dealing with such problems are encouraged to get assistance. Certain health insurance plans may be appropriate. Conscientious efforts to seek such help will not jeopardize any employee’s job, and will not be noted in any personnel file.

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.

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PERSONNEL FILES AND ACCESS TO PERSONNEL FILES

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.

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EMPLOYEE RECRUITING

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 Jackson County shall file an application with the Human Resources Office.

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 Jackson County should be representational of the population of the County.

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 Jackson County. All persons will normally have two (2) weeks after the first day the advertisement appears in the newspaper in which to file an application with the Human Resources office.

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

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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 County Administrator will have the final approval.

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 Jackson County shall be kept in the Human Resources Office.

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EMERGENCY HIRING

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 County Administrator before the end of the initial 30 working days.

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EMPLOYMENT OF A DEPARTMENT HEAD

BY THE BOARD OF COUNTY COMMISSIONERS

The County Administrator shall be appointed by an affirmative vote of not less than three (3) members of the Board of County Commissioners. (F.S. 125.73)

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 Jackson County shall be recommended by the County Administrator and confirmed by the Board of Commissioners.

Each Department Head shall serve at the pleasure of the County Administrator.

Any Department Head may be discharged by the County Administrator with or without cause.

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 County Administrator.

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