Worth County updated its personnel policy manual this year following extended discussions over the last several months by commissions. The manual was first approved by the commission on June 1st, 2002. It was subsequently revised in 2009 and then again in 2011. The newest version was revised by the present commissioners as well as County Clerk Roberta Owens. Commissioners had a luncheon Monday with county employees and officers to explain the changes.
Among changes approved by the commission are as follows:
Probationary Period:
New employees now have a 90-day probationary period, after which they will be evaluated by their supervisor. Reviews will be annual thereafter. Employees will receive a 50 cent per hour pay increase on successful completion of the review. Employee benefits begin on completion of probationary status. Credits are retroactive on completion of probation.
Discipline:
A new section on discipline was added. It will rest in the sole discretion of the county and each case will be considered on its merits. The commission may choose action ranging from a verbal warning to discharge. The supervisor or commission have the authority to place employees on paid administrative leave when employees are under investigation for offenses; this can be continued as necessary. For proven offenses, the supervisor or commission can suspend the employee without pay for up to three days. For serious offenses, suspensions without pay can occur for up to 30 days.
The commission, supervisor, and employee would meet in a closed hearing as provided for under Section 610. The supervisor, in extreme circumstances, dismiss the employee with notification to the commission. All disciplinary matters can be subject to appeal.
Appeals:
For matters that are beyond resolution without outside intervention, the county has set up an appeals panel consisting of one county elected official, one employee, and one commissioner. The county may appoint an alternate officer or employee if necessary. Only matters of disagreement where good faith efforts to resolve at the departmental level have failed are brought before this panel.
To appeal, the employee shall file with the supervisor a written appeal, stating points of disagreement and asserting that at least five days have transpired since beginning of resolution efforts. Within three days, the supervisor files a written response; should this fail, the employee files with the County Clerk a written appeal within three working days along with initial appeal and supervisor's response. Within five working days, the appeals panel meets on the matter in closed session, hears testimony from the disputants, and then renders a ruling in writing within five days. There are no further appeals.
Exit Interview:
Employees who are leaving will have an exit interview with their supervisor prior to their final day of work. In the event of dismissal, the reasons will be documented in the employee's personnel file.
Expectations:
The county set out a list of expectations for employes. Expectations include being on time, being fair and courteous to supervisors, employees, and the public, keeping proper records, dependability, neatness in work and hygiene, and observant in all laws and regulations. The county also added a section on tardiness with penalties up to and including dismissal.
Military Leave:
Employees may be absent without pay for all military leave. That had not been spelled out.
Weather Closings:
The County Commission will determine emergency closings of the Courthouse; employees will be notified by phone if the commissioners close the Courthouse before working hours begin. Otherwise, they will be notified by word of mouth.
County Vehicle Use:
A new section was added. Employees using the county van are now required to maintain accurate records of mileage and gas receipts. Employees must notify the commission of repairs and damage incurred. Employees are not permitted to use the vehicle while under the influence of drugs or alcohol. Employees cannot use the van for personal use unless specified by the direct order of the commission. Employees are required to wear seat belts, have a valid driver's license, and comply with all state laws.
Personal Calls:
Employees are now required to keep personal calls to a minimum. Guidelines were added for use of county-owned cell phones; long-distance phone calls at the county's expense for personal reasons are not permitted.
Internet:
A new section on Internet and email usage was added. The county reserves the right to review any and all data generated; all such data is the property of the county and there is no expectation of privacy from using the County Internet system. All material that has been deleted can be retrieved and viewed by others.
Safety:
A new section was added specifying safety equipment that is required to be worn. Failure to wear safety equipment when directed can result in termination.
Alcohol:
A new section on alcohol and controlled substances was added. Any elected official or employee who operates any county vehicle will be subject to random drug and alcohol testing. Supervisors can conduct reasonable suspicion testing based on observed behavior that suggests drug or alcohol impairment.
Job Descriptions:
Job descriptions were added for Road & Bridge Supervisor as well as Road & Bridge Workers.
Code of Ethics:
A section was added regarding ethics. This includes a policy against sexual harassment. A reporting procedure is established for employees who believe they are victims of sexual harassment. Employees who believe the supervisor is the source of the harassment can talk to the county commission. The policy establishes disciplinary consequences for substantiated cases of sexual harassment up to and including termination. There are also provisions for discipline for employees for providing false information or making complaints that are not bona fide.
The code also includes a section on non-discrimination on the basis of disability. A grievance procedure has been established for discrimination complaints. The code also covers conflicts of interest. County employees may not derive personal financial gain resulting from any purchase of goods or services by the county. County employees may not hold a financial interest in a firm, institution, corporation, or other establishment supplying goods or services to the county. Another section covers immigration; the county participates in the e-verify system and all employees at their time of hiring are required to provide documentation of citizenship or eligibility to work in the US.
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