Item C14BOARD OF COUNTY COMMISSIONERS
AGENDA ITEM SUMMARY
Meeting Date: March 18 .201 Division: ErnDloves Services
Bulk Its Yes X No Department: Human Resources
jq
Tim Ma M, W-M M
ITEMBACKGROUND: The Personnel Policies and Procedures Board met on January 29,2015
and voted unanimously to make the following changes. These changes will further clarify the
Veterans' Preference Law I Chapter 295, Florida Statutes) in the Personnel Policies and Procedures
manual:
1.09 Veterans Preference: Outlines which positions are exempt from the law. We have defined
them as being elected officials, elected officials' executive assistants, division directors,
department heads, temporary employees, and attorneys. The exemption is at the hiring stage
only. Wording has also been added to reference that Veterans be given preference at retention
in accordance with the rules in the statute and regulations issued by the Florida Department of
Veterans Affairs.
* 2.07 Basis for Change of Status: Wording has been added to this section to clarify the
requirement that Florida Statutes requires Veterans to be given preference when the workplace
is considering change in status such as layoff and references Section 1.09 of the Personnel
Policy.
* 2.13 Promotional Opportunities: Changes made so that it is clear that the first promotion
following a reinstatement or reemployment of a veteran, the veteran claiming veteran's
preference will be granted preference.
Lk'REVIOUS REVELANT BOCC ACTION: The last revision to the policy was approved by the
IMOCC on November 18, 2014.
*01-01ZI Eel I., 10er" M10112
STAFF RECOMMENDATIONS: Approval
TOTAL COST: N/A INDIRECT COST: BUDGETED: Yes — No
DIFFERENTIAL OF LOCAL PREFERENCE:
5- �f 1
4
APPROVED BY: County Atty--- -., OMB/Purchasing . .......... .. Risk Management -
DOCUMENTATION: Included -..X.- Not Required
[VISPOSITION: AGENDA ITEM #
I N KIM ILIA I 1019111501 �
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1 ir-I W141 I IN a KU I I Iloilo litlilto)lu(*.El,
WHEREAS, the Personnel Policies and Procedures Board met on January 29, 2015 to
review the proposed changes; and
fill fol VIINM I IM laid I ITKIMMOR I I
Yff I I M 1 PER I! I I, III
IXT T'KTI-rT % T r-x rpy o,
1.09 VETEIIANS PREFERENCE 111 1- —ErMENT. DURING HIRING INNII
RETENTION I
At the hiring stage.+tf no qualified appficant is selected inhouse after a seven (7) calendar
day posting period, available positions will then be offered to the general public, unless in-
house and general public notice are authorized by the Director of Human Resources
concurrently. Eligible veterans and-spotv3e,3- of veterans as defined in Chapter 295, Florida
Statutes, will receive preference in em.-I-y—en.
with the exception of those positions
(I- iiiii
wl-&h are exempL putsuant -to-
Exemat positions are elected officials. elected officials' executive assistants,
in Chapter 295. Florida Statutes and reimlations issued by tile Florida Department of
Veteran's A ffairs.
Selection of appficants for new hire and in-house promotion shall be based on the
applicant's ability to perform the job as outlined 'in the job description of the position being
filled. The job description shall identifi, the specific knowledge, skills, and abilities necessary
for the successful performance of the duties of the position.
An evaluation of the applicant's knowled , s.W,s, and abilities as reflected in education.
ge
experience, licensure or certification as outlined on the employment application shall be
compared to the required minimum qualifications of the position. A11 applicants who
appear to possess the required minimum qualifications shall. be evaluated according to
uniform and consistentl�� applied selection techniques established by Personnel Policies and
Procedures. These selection techniques shall be desi ed to provide max-imum validity,
W,
reliability, and objecuivity and result in selection from among the applicants who are most
qualified for the position.
status as a result of demotion, recall from layoff or transfer, job performance shall be tile
sole criterion. job performance being equal, length of continuous service shal] be the
MUMR-03-111
A. It is the policy of the Board of County Commissioners to consider qualificd County
employees for promotional opportunities before applicants from the general public are
An employee must remain in his or her respective position fora period of
consi
at least shN (6) months before transferring to another position ffirough the Promotional
Opportunity system. If it is thought to be in the best 'interest of the County to waive
this rule, prior approval of the appropriate Division Director(s) and the County
Administrator must be obtained. Please review Section 2.04 Probationary Period.
Promotional Opportunities will be posted on bulletin boards throughout the Count),
system for seven (7) calendar days.
a. Contractual Commissioner Aide positions (Executive Assistant,-,) will not be
required to be posted and/or advertised unless at the request of the
Commissioner with the vacancy.
B. An eligible employee wlsl-dng to apply for a promotional position vaA complete tM
is day one (1)) and submit it to the Human Resources office. The Human Resources office
will review these completed forms and forward all in-house applications to the Department
with the vacancy for consideration.
C. During the seven (7) days the position is posted, any qualified County applicant is to be
given preference in the vacant position. All Promotional Opportunit- applications must be
reviewed by the department with the vacancy.
It is the responsibility of the hiring department to review inhouse applications and conduct
interviews for qualified County applicants. Any qualified employee flung a Promotional
Opportunity within the required seven (7) day period is to be considered a priority. In the
event the Promotional Opportunity is not received within the seven (7) day period, the in-F
house employee shall lose preferential treatment.
Utfise pasti._OtI9 Jud. 'are o t_H4d_ktW. Preference will als•be
Manted to veterans claiminiz the veteran's- ence during the first promotion follow'
19
. ..............
2. The above changes shall be incorporated into the Monro:Co my Personnel Policies and
Procedures Uartiml.
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PASSED AND ADOPTED, by the Board of County Commissioners of Monroe County, Florida
at a regular meeting on said Board on the day of — , A.D., 2015.
Mayor Danny L. Kolhage
Mayor Pro Tern Heather Carruthers
Commissioner George Neugent
Commissioner Sylvia J. Murphy
Commissioner David Rice
M
Deputy Clerk Mayor Danny L. Kolhage
Monroe County
Personnel Poes & Procedures Manua'.
March 2015
PE"ASONNEL VOLACILS, & MANUAL
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November 18, 2014 2 of 81
PREAMBLE
LtD%ITNJ, l°1t.1'€`IQ CQ1W t"i1 I ITltt a
.In canplD,%CC ire thL public scrvieL ruust alavaa•s alcrsacanstrttu the hig;hLM standards 'If parr<dmnaal €otLgrit%, rrudifaalrarss,
honcstt and fortitude in all public 3CtiVitiLs in astdcr to beiliitc PUbfiC catnfidLoCC ;tract €Trait lot public in titutiaan,.
Ilex CP inns esfssthLN ;are critical tta thL rLputaathol Of an indnidual or as public ag i:ncs. Nothing; is more important up
public administnoors than the public's opinion about their lionestl, truthfulness and per,;onaal integrity. It
overshadows CcarraPOCOCC as the pre crier value sought bt� eidWis in their public officials and emplotces.
Ativ individual Or C01ICCtavL Ce9n7poln ise with r"pLCt to thLse CharaCtLT traits can damage the :ability of tail aag;crwy to,
perform its tasks or accomplish its mission 'l'lic mputation of the administrator may be taarnibhed Ffh-etivuness neat
be impaired. t esarcLr or careers m.,o be dcstroycd,
The bLSt inqurtat3CL ,tg;ainst lass of public confidctice is adherence tie thL hig hest standards Of buLgritV, hsatacstV,
truthfulness and fortitueie,
public a adelitiistratarrs sere obligWcd tea develop civic %ittuLs because of the public rLsponsihiknLs the% have sought and
Obtained. lkspcc€ fear the truth, for fairlt dealing; with othcrs, for SLatsitis it} us rig;lats sand rLspcasasiltslitiC-, (If citi-reaas
and for the public g OOd taaust lee ACOLraate° .and carefull} nurturLd and iteu im'i.f
If one is r"ponsible but the• perfcsrni mce of otlicie, [lie reasons for the imporeolce of inua g;rut rnust be shared with
them. Vhes must be hdd tap high ethieaal standards ;and taught the moral as w(.Il as the: Financial rLspspnsibility for the
public funds under tharsr care:.
If oric is respsni dblL asnl5fear has Or hCr performance, thLo lie or 5hL must not Cte1T pronliAL hOuL5ts' and intcglrin4 for
:adVanCCMLot, I10nors, Or pertiestlal Kli47..
ii c must stria-L tap be discreet, Mgpectful Of proper authority and our app kited or elected superiors, and scnsitive to
the: CXPLct.atiaaaas and the value, of thL Irublic We scree. Ale must practice the Ciaaldcn trine: doing tap aaad for other
what ate would have done tip and l'or us its ;similar eircuansttanccs.
011L should he: modest about his or hLr talents, lettitag, the work speak for itself and be g taicrowt in their praises of the
good tt•eark asr" asur pt:Lr, and aas,;ociate:s We must be LVU mindful to guard the Public purse as if it were esur asserts,
O Maatter aarhLthLr all OffiCiatl Or aut LIT11110yce, b ' v our own citainplc, we should ghe tesurnony to our regard For the
rights Ofeathcrs, acknowledgruig; their IL,6, 6SnatL' rCS17011sibilitiLs and not truspas*in}; upon thetas, We must concede
gracefully, cluickla and publicly when wL haas°L Cured anal be flit :uad *Cusitite tip those who li arc not fatrLd skc:11 in their
Lkahng w with our tag lolCiL, and their tIppkattiUrks asf the law, regulations, par administrative proccdures.
'I he sslalr g;,aiu, acne should NcLk freers paahlic Lniphse-rnent are sarlariL«a, fringe benefftr, rc*liect and recoftnition for
work. One'* personal wins rnar also include the infinite fslcasure of doing a good job, helping the Public, :and
atc iLVi ag; catLer graaais.
No ciccted or appointLd paablic SCn ant should borrow or accept gifol from the staff or art%, corporation which lash`s
scrvices from, or sell, to, or is reg;ulatcd by his or her govcnifuLntal agCoCV. If sancns work bring: trim or her in
frccluent contact with firms supplying; the government, lee: or she: must be sure tea pat' his Or her s>Wra LXpcnscs.
Public properta, fiends used power should never be dira:ttcd toward personal or political g;aim We nest make it clear
b% astir OW11 actissns that We Will neat t0krate suaf' use of public funds to benefit One%; *elf, farnil}'ear friends.
November t8, 20!,' 3 of 81
And finally, we muqt qcryc the public with rcqpecr, Concern, cowt"V "Illd respollsiveness, tecoplizing, thru survirc to
tile public is beyond swrvicc To oncMf,
MM
November 18,2014 4 0,151
MINEBBEBUJIM
It shall be tits inicnr of the Board of County Commissioner,; and othcr gqa nts, alg ultcics or elected Officials who sass
request to adopt these policies ;toad procedures that;
A. `I°he employccs 4lhanroc 0 Dunty ;are productive persons who perflsrm useful County functions.
B. There shall be ties cmillovecs seat the County payroll for whom there is site employment need.
C. All officials and ctriployces shall comply with and issist ill carrying out the personnel praag;raam,
11 All aplaeaivornents to the County Bernice are to be made in accordance with file rules, rcg,uhi itnts and procedures
establi,lied:and a dopled by the Board asfCounty Commissioners.
IL These Policies and Procedures generally cover the information concerning; the prslicics, regulations and benefats
for file employces of Monroe County. These Policies and Procedures avid the mpra actitalti€eats matte ill them dal not
constitute any form of employment contract or guarantee. If an esrll Niyce seek., information which is not covered in
these Policies ;alto! Procedures, or if art cmplsag•css Wishes clarification Of any policy or procedure, Ire or she should
check with his or her ;uapc;rs°i,;or and/or Department I Icaacl.
The County, of counie, may change its Policies and Procedures with regard to mutters covered hLrcin and such
changes tal;ay %teat be reflected in these Policies and Procedures at Cite time the c ployce react, therm I xisting; policy ;as
determined from time it) tins€° by the Counry Adminiirraator or the: Board ofCounty t,¢enSnal4tiieslSirs shall supersede
any written inf6armation preys€gush- dastrsbutcd m crnpl{ayvxsi.
[ . In accordance with OrchnaarlCL ##038-198 , the Board of t (suntc' Com igSiOitcrb eitaabledicd a Per,;onncl Policies
and Procedures Review Board whumby any cnipltsme real' submit proposed changes to the Monroe Counts
IacrsaasloLl Policies and Procedures to the I"luman its 4ourCLS office at ans' time. ilr€apo t d changes will be discus,cd
by trace Ilxvicw Board and recaamnscndattiems will be made to thL t"aauntl Adro nistraator who will review said
recommendation, for 31is approval If ttLre are in%, recoMMUidaationo, that do rust meet with the approval of thL
Administrator, these changv,4 will again be ra:crallsidLrcd be the ltcaicsv Board. If aapprraced, said changes will be
P17CSLut d to the: Board of(eomniissiesstcrs for a final decision. If thLrc is ¢11c Or more proposa:d change, on which
tiles RCViLW Board and the Ad inisrnnor salriacst ag;rcL, thL final dLciAisan %%ill be made be the Board of
Ora missicnic ra. I ho;c chaangel; will be aalaapn d by rL';0mtivJu. Form., for praal osud changes Me, be obtained Ill the
[ [urra;en ltsaaaurcc, aafficc.
tit;i 9[gl°:
I�'esr the jrurptsa;L asf Lxpcdicncr°, thLse paeli&4 mawg' rcfcr to Lnhcr the ale or female cudcr, or both with ill) intent to
discriminaate. AH psaliciLs apply° to both g;endaars
The personnel policies, regulations avid procedura-s as adaaptLd ,haul '.apish° €la all perststlnel in the {;hunt}• Service
falling; undLr rise jurisdiction Of tle Board ofCounty C ommissioncrs and ally other ag;Lncy g;r;atrr, board or dclsartment
which sec rcquests All County officlak and empltssees, including, but not limited to elected officials, contracted
LnlplOVCLs, and advison board munchers, shall comphWith the standards of conduct ,Le forth heroin.
An% action which these procedures iuthesrize to be taken at a particular ICVLI of atuthorixaation may be initiated Or
tallLn by aataYtsssL In a pae,111011 Of higher atuthorits`, within tilt chain of COMITURILL
Nov rnber 18, 2014 5 of at
The C'Ounty Service shall consist aof call existing positions and any position,; herciu;tftcr created ill vhL COMM With the
follodving excruptlor]s;
Al The loud of CA uosrt' Covsarnissiouers and ;aasy positional which are exempt under Chapter 69,1321, :Section 3,
I.aaw4 of Florida.
B. Other elected officials.
C< Members, of Boaar&, t:orlvvnitts c And Commissions, unlem tile%° are also County cnrployces.
11 Persons employed in a professional capaaciet' oil a Contractual, fee or retainer basis car hired to perform specific
services, as defined herein, including but not limited tea invcstigartions or inquiries ails behalf of rise Counta;
CottsvnigA osaers, Or av corntninwe thereof, or other ciccted officials.
E. Volunteers,
10-MA,11'v Itl's(s111i('IIs
It is the responsibility of tlse County Administrator to rattler service to the Coesaite• fnwcrrronesrt ill the fields of
personnel management and employee relations, and to ensure uniform, Baer and efficient personnel administration. la$
tha9 rug2rd, tive Couno, Adnllnktrataor Shall establish and e9 cesee the ad iruwatlon of a I Itaa11211 RLgourccs office,
through the Division of Employee Services. In addition to the duties unposed for Ilersounel policics and rel;uhnions,
it is the responsibility of the° Comm- Administrator, through the I human Remmecs office, to:
1.. M%. and carrY out p:rSonncl politic. and regulations eta; adopted Sat' the Board of ('cunt-s° Cotramissioners.
B_ [°ostc.r ¢Card dLVLlop PFOdTacrll for that iMproaVuvcut ofcrnnplas4Lc CffeCrtaLuU'%and tnoralc.
f.. Conduct cs'all.336011s and Studies to dctctloissc the effcctivcnLss of the perm onnncl prcograa€n, ;arid ptxiodically submit
a report of findings and recomint:n=datitons to the Board of County r
1), unsure that aril per,ouracl haa%V iaecrl ctraplOUd tot accordassca: With the prori:ion.4 of persovtascl polic6 and
procedures.
I `, Maintain a classification playa faor aril cmplo}LLS ill [hc t iouattt ',%n qtc.
V, Maintain a pal plane ftor aril, rnplcorcos atv d1L t,oa&sate Scrsact.
G 19cvclop and aadminkrer [L't:' and LXatMIM111011A as e.1cOnLd iita:esCsa ar,k to dLo r illL thL §ituL..""S :uid abilities of
applicants for bola, eta the i,coartate Scrvwc, acid proanotional opportunitt,4
11. I'rzlsarL, or hake prepared, and submit to the° Board of ( otala , (. ornms; <.ICML s, correctLd„ rLVr;cd or additional
persosruLI paohCiLS and proccelureS fair their aspproval.
1, 1'crforrn sett other hVIful ICES consu]Ln l neCL Sar.% to earn out tht, purps,.L :and faros°isious of the personnel
pohcscs and proCLdums,
[. Iserfaorrn strtcr ievattv%,, lsaack,us,und Illd 0thCTWi,1L pre--quihfr in t candidate, for (ouran a ploynacoat,
November Ili, 2014 6 o1 at
K� Prepare assay County AfdrtmativI..lctiarn Plan
L. Recruit qualified applicants to fell departnactataal Vacancies.
NI. Perform induction Of all surauly-hired persaelama:I aslchsdulty COMIALtio n of required perscelam] and payroll faertnro,
arranging physical examinations land providialg; c1tll,lcsycc eericlMITiful•
N. Provide staff support to the lime ird of gaunt% Co misstoners In wgard to personnel rmamrs.
0. Administer adopts d drugs and alcohol praeg;rarms,
Lt aQ(2 t C I1ti3.tN Itl-i c i�'Itfyr e i
The efficient administration Of idle 1,.aetitM'S Ilurmal1 RLSOUTCLS Oflicc depends on accurate info aation absent the
COU11TV 311d C'36 Of its errlplaal`ce`s III Order to keep persOIIoLl rCCOrds up tat date, cmlpkey'elti MANT o0tsf. their
Supervisaer and the I lurmam ltcsalauces office s Ldiaatc'1% of any change Of llasrme, addr"s, [LICp1a11aec number, avhorn
to contact in case Of e crgency, insurancar laCtedficiaru,,, dCpUrdLTsts c11};ibIL for fzrnilt COV(-ulagt Of ictscarauCC,
information for income tax %vithholding;, driving staituq and other similar infiertllaarlIotl.
The County respects the prm.10of its eulplcsl'ern' rights and, in this ref,lfd, will kc p all information m its personnel
files confidelatial -- or the exre,tt permeittcci under lalsatida law.
.A requests from sources outside the CUU111% for personawl information Caeiicemingi applicants Iaer employment,
yment,
current employces, ;and felrnm cruplo%ces shall) be dira:cStd to tilt I Iurm311 lteseeurccs OftICL. 1 he I Iumail liestaucccw
office will release infornintteal to Outsiders in eaccaardancc with the 5tandardti as sCt forth iat Administrative himuctinn
4903.
It is the re,pOnsibility of the CountyWministrator to protect the County Fmm Financial liars clue to public
liability exposures and/or property' daamag,c, This rnaa} be alcccsmphshcd by either thl zttiGt-'tirade of fulls•
insured or self -insured programs or policy Contracts, as tppr(]VLd lay the Board of Count,, tI-ornme;sianlers,
The Itisk Management office will maaintaim .411 ill'WrInie pcaliciCs, Irraeperte sdacdatics, CAC. 311cl Will properly
distribute all insurance pre `sums to the budgetary units.
The {army Administrator will imstitalte recognind risk mlarlagcrtac111 techtaayncv, `€ith the COoperation (If all
Diaision and Department I leach;, the County AttorMCS, office, and Comtarutionaal Officcr: taahere applicable),
to further identify potential exposures, recom menel mg to the t ount% t ommismoll the: bast cOursc of action to
pmperll� protect the interests Of Monroe ("Ouaaty.
IRISlilt N( I
11�°. 11)1,nyl nla liy, FFITS Eiroun ltlscsratecs eta i 1` o - Co i uEi+ell
The County Administrator will oirmwe all Carlplaey'CL bLu fit programs, amcluding;, haft not limited to I sfe
Insurance and 1 [calth 1tlsuraalcc fast Board crmplreyeew, t �e11 as t,¢atl tarl8tias#l7I fifficcr ernplaayccw (if
participated in by those entitie°si, All enrasllrnenr records, claim falcw and the; proper distribution of expenses
will be assigned to Employee Beaacfats, with finA approval Of program types and Ica•rls Of ba:alefits remaining
with the Board of County i'Onsmissioners,
NnvCmber 18, 2014 7 oI 81
li.:�1=1. =-C=l1�51":Ii I➢Iti�tplt,�![:a
Whcre the Board aaf County C ornrniwsitaners has detcrrnincd that the ce,e (If A ,df-funded program is in it, bebr
interest, it will be the t;t@u➢IA :idrnisiiwtrataar's rt,gacaMibility! it) tatier-:LL the \drnieztAratigan of :4aid programs.
Any proposed chaasigL to the self -funded health insurance pro q am that ` luld crsnstitutc :t material reduction
ill benefit'; Or Clia➢ague tt8 Mlt to curre➢it 8:` plM eLS and ruirc°es that will be PFL-..e.tatc".d to the Board of Cemilty
Comtit'a<,ioner, will be preceded by a M-0 `VCLk eewritte➢i notice up thee affected cn➢gbkat'cees and retlrccs.
(<". M("tNltOF CO1.J; J') I°AI1➢I.Oi"I?le.
[it accordance with the Monroe t.it➢tierce° Safctt Policies attics ProcLdures, and t:e unn rtdrnitiistratear
Instructions, the M1lernrue C'Muity° Fmpl l,cc Safcaty Committee function, ta> preeenr accident, through revi",
of accident/incidvii s reported to the: [ la rnan lksource OfFca:, and recei➢r mc:n& aaaftteeel, u-d Policies and
procedures to the Ceast➢nn Sifen Office.
1]. [tvS 1li['t';'�':`l"f:Al
The County Admin6strat➢rr will establish a standardi/cd adrninistraticL instructisati s'Vwta�rn for initiating,
preparing;, controlling, monitoring and promulgating all sia14§MOL COUtit;" tdSY1inktrati%L Policies and
Procedures by ea.at (if rules and guiddines, which chirify tlioL adopted Monroe County .\dministraativL
llol➢cic, and Procedures. l`hesc Administrath-L hvtructionr .Ball eanl°ti be ftartl➢cr tCewiliug, be' instructions or
ndcs, of those POliciLS ,and ProccdUM, pro%idLd in tha4 manual, wh r5, for niini;aterial priq➢eascti, policy
charificsati➢rnx are particulath ;applicable. %Vhcre csaIACII Ma% occur, the BoArd of Counte� f,9PIVITIBsilMer,
rocrvc'; [lie authorin eaf feral dcterrnitiatia➢n a, to rrainisrcr l function I'Iiis st',tcm will be structured
recording; to ` onrot: C"ri ty tdrrasni,tratsesra In:atruetiean lift 0, r,stscd l ebrta;irs 2, 1989, brat rz➢av be dclet€ d,
changed, revised or shoed at ativ time: by the Counra .tdmminrator Itcfcrc➢ace ul [hc,e td ieaisingive
histructions will be made throug;hOtat these ptsliCit,.
All crnpltBVCL` Will IX aeSponsibk for being; fiagnifin with and coinplyingg with these insrruct9ons. Division and
Dcpartment [ lcaad, will be rc,ponsible for aappropriaty dW.,LMatiatiesra Of rise e iu$tFUCdaans.
All references to rldnuniwtratkC mitts➢ctirr➢i shriuld he constml-d to cmcan most current m6 suits. Suffix
numbers change with revisions
Lill t;ARI A=.11 SFJZVLQ;t
11
Gb"NAR Id 1't)l.lCIVS
Ili accnrdancc with (ihapter 69-1321 l,a%vof Florida, its ammndcd, umployecs designated in this Act,
having; at lcaast erne: (1) year Of COutinueruS satisfacterrt• ,Lr%iCC, shall bL ccansidLmd career seniccr
emplovecs, except as sct Ferrol in dLse pealiciL:w and prdrecdurLS.
B3 U)P1.l(`ATI0N lac`11t (`ARI it=lt 1a1t1'l('la
.lppreo-ximatLlalane mcrnth prior to the employee's aunivcreirs' d,atm, CXCCpt as gitdaaidLd for in Scetican
2.04 herein, the I luman Rcsources o facc will provide the Dcpartracnt I lead with moice tea evaluate
the crnpld %LL Ili :acc€rrdtaoCL With AdminiwtratiVL Instruction 4003. The e%aluaation finan shall hL
forwarded to the lIurnan lkmPurr" Office and placed ill the employ°ee's per orincl file. (Sce Section
104.) if a positive lecomnacldation IS made to rUasn the e` pkpyti; by the appropriame
l]cpart asaat;`l is is€caia Director ;and approved by the County Administrator, the cruployce will Let`
Lli&IL for (.arCLr SLI-ViCC uptan Ldamplen011 (If MIL 11) year Of contisaumm';, satisfacton, Cnaploymeaat.
l c',tlpor'.ar8` clnplol.ceti s1;`ho transfer to or are hired In ;B %gular Count% position must serve a 12
month probationary period in the Counn position hcfore b ing eligible fear ('arecr Sen•ice.
1'11c C aaulm Cotnmtai,aiilaaa ma k tV2%VC, at its Opticall, tl1L aaecLssitg for the probationary service of a
contract employer ;after flit. coalu 1e111CCITIe 11t Of LmLatras calt b% thL C OU11rt into a regular position
mender the (areLr Service FUILs. 111 111) eamaat, hdaWCvcr, ma s the: (.c>unu,` wake such probationan'
rcalxa€rcnacnt assalLSS ti1L affected employs-C IMS screed at (mast crnc `1a }ear iaa dIL c;apacits- for which the
probation has b Laa WaaiVC&
t,ii2 lit il.l'I Ids it.-1' I`I`l'I S'
Al No Cin1I'aIOVUe Shall trie any promise, reward or threat to encourage or COLTCL ant pLrMHI tea support or
contribute to alit/ political Issue, Candidate or parts'. .,
B NO empIO%Lc s1311 usL his maffrcial authority as an CMphet LL tea inllnLnCe or attempt to influence, coerce Or
3ttmmpt to Coerce a political b€rest° or to 111 anY wa4' aiaterfem With 711V 1101111113dou Or LILct1,Mn of .naa' person t(I
a111 public office.
C. Nothing; will prohibit any emplo%LL fT0M eabpmssinge his Opinion (1n any cand2date, aril issucs, or from
participating in am political campaign during; his off -cleats hC)UTs.
1). Nothing, herein conraincd shall affect the rigtlit Of thL LrnpldaVecs to hand membership in, And sulrport, a
political partg", 10 Vote a5 010 CIVO(ML, to LXpre55 Op1111Crnti aria all political ;ubjecu; and candidates, to mainvain
political nelstralat5', and fir atteaad F'cahncal imLting;s during; off dicta` hour,
L.. 1°.my-IOICLS Shall at all tiMCS cmrmplt with all prdovision.» of Section 10.131, l°lmida Statutes, which is
g;a uCv21lV :tested in pan in 1.02 (A) & t13abase, as may be amLiidLd from time UP tirm.
1,03 MITSIDF I Ivllal.t7'a°Ml:NT
A. I=till-three cmploymr are not mstricted from Cnplg;ing; ill OdWr trnfrleat'rnearr during; their Taff-cluey hours.
I lcawcvtr, Counts ernplHaasnent must be c€ nsidLred the primary cnapl€ayment I mplcagCts shall not, directly or
indirCCtla, Cnt,ag;c in any Outside Cntplras cart car F1raataCial intcrtst which ruse COIACt, ill the Caautatg''S cafsinion,
with the best intcrtsts Of the Ccsuntt' ear interfere twith the employee's abtliry to perform the a:;sig tred County job.
I',asanagslts include, but ;arc not finumd to, rautsidt (wnpleay Brat vtllidL
1) lartvents the cnipleayee from being; avatlablc: for Work bcccand norned working; hours, such as Ctnerguncics
Or peak work perirads, when such availability is a rcg;ular part elf the Ctaagrlo%cc, lists;
2} is ccandUCtcd during the CntgahsycC's work hours;
Utilizes COLT A tcicphcatres, Ccantputcrs, sugsplit;a, Or ataa' Bather reseatarCCS, fttdttiew, Or eciuipnvCtrt;
4) Mm reasonably be pCrCeived by MCMbeF.S Of the public as a CHsnflict of interest or estlrcrnvirw diss credir
pu€ fic scrvacc.
B. E PIOVeLS shall not be instructCd or allowed to perfortat work for private individuals Or rrthcr govertamcratal
agencies as part Of his', her COMM Cmphayrrtent CXCcgvt rn thasst instances where such work is hart of contract
arrang;emcnts Cnttretl muse by the Board caf County C.rsnrsnissitaut:rs twits' such private individuals or g0VCrunttut
agencies, Or ill shave Ca%Ls `ti'hcrc under prior Board of County naty Commission POhCg, tine ernpleaVLL is to give scrviCc
in an erntrg encY situation,
1,01; llkl : t)1° C;C I' °I'i' Iagopl?IcI'" , plton".1m al S c°�Il_l .�C}11.3'I`II ;+
I'cluigrttirnt, frditu,;, s°ehicfes, prralrcrtl°, Or lastrC,aaurCL or prcacedurt of the C:caunt} shall not be used by and
eniplovec, Or task' of s amf; author zi.:d for anyonc: bv' ate emgsltatce for am reason Her purpose I uyOnd that
ilea -'antes de mini s; use by the lutCrrxal RCt�ctauC (Service f odL fear Anything Bather theta t;`tauutV hn stets . The
use Of s;asnC for Personal gain or use: ails' be C;ausc for terrtatnatiHart. :+CC .Edminastraatiwt Instruction 1004 fior
additional information concerning; case adizsaunte VCIIMLS.
1.05 I .TIC S
A. All atnpleateCs must be aware Of, and comply with, Suction I12:311 (6) Honda Statutes tt'htch Curmfld%
provides ire part: "It is dcclarcd to bC the policy of the state The public officers and cMpkryCes, state and local,
bare agents Of the peca(slc and hales their paasitirsns for slat benefit of the public. 'I'faey are bound to uphold the
C:Hanstitutitan (if the Ut7iteci States and the State Constitution anti to perfrsrtn efficiently' and faithfullt their
duties under the laws of the fcclt°raal, state, and Racal g o%LrumcnO; Such officer, and employees art bound to
observe, in their official acts, the higlhtst standards Of Cthics couslsttnt with this code and the advisory
opinions mrademd %ith respect hereto Mgardltss Of ptrsesnaal corisidLrationw, recognizing that promoting the
public biterest and maintaining; the respect of the people era their g overumt nt must be of forLmost conCcern."
K FMPI0VLCS MaV [scat, r:ithCr dirCVtlt' or indirectly, use their official position with the County or infortnation
obtained era connection with their CruP10%owlH for prnatt gnin, for theartsclk°es Or €athtr.,
C. I employees shall not :accept an'v gift, finor or serLIce frorn any mcnther of the public, including; but not
bruited to Christmas and/car birthdaat• gifts its an arnount that CXCCCds all €;stirnatecf t'alue of 52500.
gr Il: lra}ecs siaall not accent .an gift, favor Or serVict With the atndcrstanding; that it was providca3 to hirn,'htr
ill carder to Obtain sptcital treatment. HLCtccl ;Old appointed officials of that C ountg are -;object to the State
Statute for aaccc° tauCc of gifts.'
Wws � , 18, 20,1 10 of 81
11 No emplovee shall make any false statement, certification or recommendation of any cmpkayrncttt under
any provision of these policies, or in state' ni;anner, commit or atte let to commit ;arts' fraud prct'€eanctgy the
imlparrial execution of tiro provisionw of these policies„ with regard to employ'inetar, promotion or transfer
I . Con flier aaf interest lc ., shall be in saceord:aRice with than established laws taf the State cef I=lorida
No County employce shall transact any business in his or her oftichd calsicity with .in%, business caatiry of
which than employee is an officer, agent or member, cpr in which he or she holds as material Interest.
If an ern ployCe is uncertain as to whether he tpr she meat° be in violation of this policy, clarification mats be
obtained from the I Ju an Resources office.
The Caeutiry Administrator mar, at any tame, require a statement of disclosure from any cmplaayee if he has
reason to behave that said employee may be in violation of this poficy. The I lulnin Re°Sources office will be
responsible for investigating any alleged incident of conflict of interest and when needed, the Countv's legal
counsel will interpret Florida Statute 111311-112,326t If a vie btion of this policy is found, aplpropdaate
disciplinary action may be initiated.
1°. H'Inployces shall not conduct personal business While in County uniform while on duty banphet'ccs shall
now consume alcoholic beverages while on duty, near on off-dut}' hours while ill uniform.
G. Employees shall not Consume or be under the influence of alcoholic beverages while sail dirt% or itr Count%
uniform, near shall they use, ate uetder the influence of, consume or possess illegal a;ad eutcc,; awhile on durv, in
County uniform or Ott County property at any time. it is the intent of Monroe t;ouno, to create artd rnaaintaigt
a d g -free workplace for MonroeE�ounty cna[p3caa'ccs, in ;accordance With the Druz;-Frcc %V0rkplpce .let of
1988. (ties ticatneoe (;o artty' .idmlaastratiw°c lnwtructic®tt 17Ct3.}
11. Anwv vioiaticean of the; prio isions of this poi ahall be subject to review and appropriate disciplinar}' action.
If the emploeec has anydoubt as to the applicaeion of the policy as it rclatcs tea his or h" position, the:
possible violsati+eats should IsL cifseusscd With the: Mp;irtntent I lead or his or her cls:aig>nec, Whce shall either
approve or forbid the activity, Or refer the question to the Human ltesourccs Office, The C;ount,V
Administrator, Division and 1;c partment 1 leans, their 17eputie1 ;and other `luplcsyee, 1101dltg; positions of
hi It public trust and%car authoritt` will be held to hig;hcr dassciplinan and cthicil standards than Other
erfaplrst ces-
11)6 l�t�r`t t>�1'I�If t�l-1 vtl f �lttit t'11����121 t:C�li1�
Info cation of at scnsitiyc or conftdcnual njuin.. which is obtained in the course of official duties shall aunt be
mlcased by aanl° emplovec other than bY those chargpa:d with this rLeponsibiluy as part of their official duties.
.ell COMM offices shall comphwith alas rcclm,,t for records and/car information and appropriately di;aclrosc
such in accordance with the st:arndardS as ct forth in Administrative histructum 4903
l.Qi RIiSTRIC=TION OF FAIle1 �("im1 \M. OF ii1a1;17'li`LS
Restrictsoni on employment of rclativcs shall be in accordance with Horidai Statute 1123135 (2) (a' as
amended, which currentiv reads, ",I public official into not appoint, crrnploy, promote, or advance, tee
advocate for appointrncnt, cu plotvment, promotion, or advanWnum, in or to a position in the agency an
which he is satrw`ing; or sayer Whiclr he eptcrclsei ja€risdictican or coartrol, asaw tndtwidual wwha is a relative of the
public official`" `Ihe dcfininon of rclanvu will Ill. in accordance with Florida :Mature 1 12.313511) (d) and will
include 13ott7itttic Partner. Nothing; Set forth herein shall prohibit the cmphytruc•nt of more thata one l;t
November 18, 10 1 a 11 of 1
rnenabcr of the same f°.atnils. The I hun an RLsourccs ( )fftce will be rcsponstblc to iirt'cstig;,atc casts` allc cd
isicidetat of atcgaotiarn. Upon investilKation if it is found that a paetentlal conflict or that a rciationshsp cxlsts;
that could be interpreted as such, ;actions mm be taken so that the wituallOn no Icaiag;er exists. `C'Itcst'gcs-Ylcsl, the
;o isaty'°b lebal ielvisor will furnish curreut inf n'tniation M tlrL I luata;an Itc,ourccs Office can Florida iStatute
11fi°111.
Where a State or l.eaeal statute regrarding; iac[aartism exists which is Mears restrictire thasl this policy, the eligible
applicant shiiuld feel'„cs"G the State ;and Local ma tote I't HCU of th pollee`.
Definition Domestic lrartncr$ - "Donre;tiC Partners" me two adult, %Heat hear choscsa to ;heart teric anaither''
fives in at committed family rehatiMiMup (if mutual caring `I`` o isaclividuals are conwlilere'd to be Domestic
Partners if
1) thct consi&r thcinscl`°es to be ruernbers ofesach other's irrinuAlatc fimif,;
i2) the)agree to tee jointly responsible for c;ach other's baa4c hying; exptnstsa
,'3� asi:itlia�r ref fire°tzt ss rn;rrr`see3 ear a rtresnbsr asf;rttastltaar I�earraetic 3';Hrtttrr:aftigan
}j they' :arc not blood rclared in a "ay that would gsrea ent thrill from being; married to catch Bather under tltc
laws of Horidag
"5) each is at least of the legal Ig;e and compCtenc% rcquircd by Itlorida Law tea crater into a marriage or tether
l finding; contract;
talcy` each sign of Declaration of13omcstic liartnershtp:es pro%idcd in for Section 1°403
theny restdt at the waame residence°
1_Q8 i`C�I.IJN l.1' S
Monroe CoLlo s' rrcog;uia°es the importance of %ork performed by a'oluu CLM
Ills Department I lead will be TC.Spinr Ablt for obtaining authorization through the l lurria%t l L'ourrcw office
before allowing; work to be performed b-6 aibyovic on a volunteur basis. Volunteers will not, under ant
circumstances, be considered County emplotc°rs, but will be responsible for Following; proper procedures and
sch`^dules ;as outlined by the Department I had
Gies.° Section 8.01 1 rcg;arding; aoluutari. I :mc:rg cncs Response Team for (:(snot%' crnplos•ccsa )
I t'ft"I°felt f�eSl'ltl=l°I'lai"1° "'1171t1Ci 1[Iltl".C9tl lgF:l'Id.P'I°lC�i
it the hiriaa * �f no qualified applicant is ,clectcd ill-hoaa,e Aer ;a ;;Cceia M calendar day posting; period,
available positions will dice be aiffered to the acnertal public, sinless in-liou<c and goicral public notice are
authorized by' the Director of I suntan lie+oaircew ceeneurreuth°. I'lig;ible vucrans s
ell €inctl in t"hiprcr sii3 I1darida Srature'. mill receia-e preference it �tsi at s ae %kith rifle exception of
tho,e positiost, Which sera: CXcrrrpt �pestsaeiasra ter€ lrrricl r a t �,r °, :'t attit {
f`uc�IHs ittraa ar eater I eiFeB ilia else ctl ast'frial' cactati`c a<°i°tttit° die°i tetra clltxetore cat act teat
ltc`;e41s, tc caries ° c piss sc,. tncl,artorrae
1'rcftrens�e sa aIL d °o be 1 rstccl to vet zti kt rs;Cczaflerat in °accorcl•anc`• with the r ales act F firth iiH C h�agetcr 2�5
jeloricltitattett erect Baaingi+®ra.i�aacc#titfgglln>itt 7clvgrtsticattaHf�'ctcrata' ,affair~,
' Resolution 081-1998
November 18 `::.ail 12 of 81
November 18, 2014 1a O�v
The Bare[ of County ("I'M rnis:aic)ns:rs shall be tttc aaplkla uting authoritrr for the (lounty Administrator and
C UL111t)' .lttaeratLy, All ashler positlOus unaicr the jurisdiction of the Banked of C ounre- f taYnittissitaaters shall be
csttployed and s uperrvistd Ill the County Administrator _ I;uuplotntcait of I)rvision and Dupartrtacrat I Icads twill
reelcairC the ccanfirtnatoat of the. Board of Count` C'carttnti:sst€ancrs Me (,loom% ,administrator will be
responsible fora
A. Approval of all changes in employee status ensuring that all chanics are; in accordmicc with the PUSOnncl
laolicict and Procedure,; and the laatr`C klssifcation Ilan.
B. Insuring; that all positions in ;all I)ivisiorls hate ben taint and cclu:clly' c,alu.sted, raawd and elata.ifacd in
accordance With lre°rsoaafas:l leohcies and Proccdtares ;and the Paa'C;lassifrc.ation Plan.
All Positions in the County Scrsice arc esr;ablishcd and MaintainLd. through :a budOct each ft*cal tear,
aappraaVVd by rite Board ofCounty C:cart7 ississrlcrs.
The estahhwluraLut of nett/ addlkimial positions, or an iatcrcaasL in ltasurs of a pima inon call only be
authtnri✓,cd t the F6rtard ofCounn' Cearrynaissicancrs said the C:;ornin-tdministra'atar, suhja ct to ade°eluste.
justification (if 03e'Gt1 and w idabiliti of funds, l'st3blishnlcnt of Fnscrl;ency Deiairer positions on a year to
year b asia do ntat require thi, prior alppreesal of the Board ssf C ounet ( `iarnrrusisunxrs. 'I he Pena)taslcl In
these pal:+'stions will be train(( and utilized can all as needed Basis before, during, or after eat ernergencV or
disaastcr aaud will be paid for by the l Iurrica ne Account launeiaa,
Positions created sett a to poi ar) basis as described below in 2.03 It `3 4 do not require the prior
approval asf than board off aunty Casa miwsioncrs,
1%. For training and transitional Purpose , tWvsa individthils may fill a budgetLd ptasifOn s;inaultancously fair up to
thirty � 0) calendar days contingent on tavailahlc funding, Both indiaiduak ,hall :accrue full ben its .and he
classifiLd as a 1^ttll-time RLgular employee.
C_ Ipsrsottattl to fill approved stew possidons shall be appointees after the position has teem Lvalaated, clan ifacd
and assigned a pat' grade.
2.03 MIL C�l,[)3'i)II;L«"I'
�. C�rig anal ernplot cnt is subject to budgLtare restrictionsIY hen as person is initialEe aemploy eel in ;a position
in County Service, he shall be emphu ed in at least one of the fallowing; ts'pts oforiginal employment statuq:
I. Full :l'ime Regular 1'trlpltatec
2. Sub tirutu Fniployce
3. '1'canporankcnplo5-cc
4. Yrstergency °I°e porar4 I mp€oyec
3. lsaart: l itrac I ` ploy ce
November 18, 2014 14 081
Ci. Traince
T Contract
Participation in the Socill Security program and the Flaarida State Recirerteent Syseonm will be in accordance
with the rules and regcalations governing said prog4raenm
Aliv cinplovec pain on an hourly lsaAs will not be eligible fgmr fringe benefits.
K Dcf9ttirignm:: (if types of original employment:
1. l°ull-`'ine� l�e'g;a�lar la„€nplaat'ec
a. laull4irnc Regular employment will be made to a &4,ibcation for tegrtalarly° budgeted
C=ounry positions, working 25 hours or more per week.
Le :1 Full-Timc 1lcg ular employee shall be eligible for all County fringe benefits as set forth in
these paolicics.
C. All crnplcae's:c wLvVirlg in a full -dine regular position shall he eligible for career scrvicc status
as described ill Section I M 1.
2. Suhwtitute VaraphDy'ce
a, ytuWtitutc employment may be made tar Fell positions for which leave., of absences are
granted To ;a regular crmpl€ey'cc
It. Substitute employment shall be only for a period of time f€ar which the regular employee is
granted leave.
c. :1 mbititute crnplor cc shall not he clioblc for County fringe benefits.
d. :1 substitute ermployce shall be exempt front career service: status if employed for 6% than
one continuous €'car.
3. Temporary Frnplcoy'ec
a. Temporary employment may be made u,^havat Cite work of a dcpartrsaceet requires tlee services;
of one or more emzplsayccs sari a sc;ascsnal sat intcr€nittent basis, or in a position not rlassiFled ;as
a regular County pars Hon.
b. An cmployce shall not be allowed to :serve on tcntpaarary° employment of more than 12
Consecutive months, or, in Cite erase of intermittent employment, for rn€ore t€ease 1,040 hours
during; any 1 ` — month period, except as set forri below.
c. A temporary cmployce shall not he eligible for County bcnefrts or paid holidays, except as
stated in mc& bclaaw,
cl. A tcrmporarg• employee shall be carenapt from career scrvicc status
C, All e pl€ayC'es Who are employed under :special grant-;/proiccts shall be temporary
emplcaVCC'; throughout tile: duration of tine g;rtnt/prcoject. Such ernpl€ vees shall at lies tune be
November 18, 2014 15 of 81
considered regular crnplest'ecs of the C ounrv, and shall only have the rights of tca iporart
employees as set fearth in thcsc policies and procedures, except a> might be specifically set
feats in the special grant or project recluircrncnts, Grant cmployccs$ %vi ae do racer sltaaalifv as
temporary employc", are entitled to tire wane ldenefrt* a,4 as regular empltsa ce cxccpt for Carvvr
Service status, axi€ arty benefit not eligible for rcirriburscatment under the grasat Grinning; for flat
Pusifiom
41:nacrg;e+act'`l"e lsarrarV FMph Well
a. 1:rncrg;esac}` tcntlatarer4' a=trrlalta}'crar tress be aadc `bees :a lasart-teraha e=atscrgcsaca` exists,
b. ltimurglency rctr porcary employment may be made without regard to the pttrsesn°s traainistg Car
experience.
c. No person shall be given one or na<are emergency cnaployincnts for murc than three
calendar montha4.
cl. An F: crg;cncy Tcmparan, Employee stall not be eligible for Count% fringe lsencfits.
c. An criapin Fee hired aria art emergency basis shall be exempt from career sertice status,
3, !tart -"Tithe l :ttaployee
An employee t, tea he considered part -tarn' of the eMplcDVLC works lc,;, than twenty rttvc ,lea) hours per
wcck. The salaried part-time employee who works at learn twenty (20) hours per reek will accrue
vacation an€i sick leave according to scheduled work hours. Anyone working lcss than twenty (0)
hours per week will not accrue sick or annual leave.
6_ Traince Frrlplocc
All ctnplCrvLC alrp<sstttLd tea fill an Lstabli: fed po,,ititara seta a rtgulaar full-time or partninebasi> shall be
g,ivvn trainee SUM.; Whcsa yu;alifrcc# applicants are not ao :nhble fiat the 110iitiOn and tlae tMl'alaat•eC does
rrcat tncct the staistirraurn training; and cxpericncc mquireatacnts for tire pieation. f Rcf ar To Scction 4AT)
T ticaratract l nrpl<s'-s:e
.ltta'one 4k`11€9st emplol-mcnt is preaject spCeifte will be as contract crnplo%ce. Said r-caplo ce(s) will attar
attaeira Career SLn'icc °Mates. La�h pnapascel contract'vill be suburnoud by the C csutttf .lnrrsins, atsar
tea the Board oWomnaivbioncrs Liar approval.
V The standard probationara' period tsar new entplcrg's:es 'sill be twelve (12) months from the data: tlse
crtaplcatec lac tat "Carkittg;;as a rc°g;u!ar e lrleaa'ce f€ar tttc (:aau'at4'. If :at :ana tirttc c3taritag the prcaTaarisaaaave gre;riod
it is deter iued that tlac Cacnlska}'cc braes [lot meet performance standards, the maples}'ec mai be terminated
'e'ithout tccourse. 'l he C ousits Administrator, or a desig;nce, shall ch her (1) apprrive, III writing, retention of
the e PIO'I'ea, at'rlatcID tiMc tlac e plcerce Shall be g;rastted cazrcLr service ;tam,; or pl deckle that the
probationary period will be cxtcnded for no longer flian .an additional 90 da}s if the efaaplrat-cc has not met
perf€sr ;ancc standard,; : esr 3; in tine e4C ut tilt (:taunt'` 111311 fiasl to approve tire cttaployccs` reteattion the
errtplcaVCmc sla.rll sutearnaarieiall be scparatcal from ernployincnt With rise County, said scp<ararion bt ing; ab,sohitcly
final, with no rights Of appei;rl to airy, authority, including; the g ric';ance procedure contained herein,
November 18, 20 ,f 16 o161
Temporary employees, Federal oar Mate Giant emplrayces as well aas cmployc" originally hired under that
tIF�TA Program will retain their original date of hire if transferred to tar hired in a regular t;(aunty paiAtiirn Tarr
use in procedures governing; fringe benefits and evaluation purpoescsa, when applicable. Said crxtplaryee must
then serve the standard 12-monrh probationary period, before becoming; eligible for career serVicc status.
B. During, the probationary period, the Department I laid or duly -appointed representative must observe the
cnrployce's wairk habits, attitude and attendance too sec if continued employment in the job is desirable.
C, Ina the event all employce receives a prornotion through the promotional a pportuni", proccn;, said
employee will serve a 90 day probationary perked, or the remainder of their original probationary period,
Whichever is greater. If during; this probatio naam perked the employee dcacq tart tweet performance standards;,
lie or she may be terminated without right d appeal if recommended by tl'ic Department I lead and the
Division Director and ;approved by the Administrator, but will be able to apply For inother County position
through the promotional €Bppo9rruluty system for 1 year, after which time; leer or she must wait uattil a desired
poNition is open to the public,
1). Any ctripl€ yce whease position evolves into accepting; additional or different duties: and/or responsibilities
within the same department may be reclassified to another pay guaadc and/ter title upon recommendation of
the Department head and Division Director ;and apprcavred by the Admirustraator but well not serve an
additional probationary period. (:gee Section 3.04 said 3.05)
A. (realitatble Service shall be defined :as service during which the emplo ce was on the Payroll (if this Cosuttn
or On approved leave of absence without pay.
B. An cmplovec's continuous service date shall be otablished as the most recent date of hire and may nor
precede the date of actual job performance.
C;, Authorized leaves of absence to the extent provided in 5cetion 8 of these policies : hall not be considered as
break in serv°icc effectiveat the end of the ernptoay°ce's regular shift on the last day of work.
t1 If all employee has a break of service of 48 hours or mare, he/slit cannot be reinstated to his./her former
employment status. if 11CMic ire selected for County employinenr after such a break its service, he/shc trust
begin as a new employee in all respect,;, except for Retirement Beatcftte which arc governed by Florida
stltutes.
I:. ;any unauthrarized leave without pay for three: consccntsve work days or more may be considered az break
in service, and may result in termination.
106 a\11?1 4c,tl.l; 1�i1�=1°I'1C�I's:
V In order to maintain a vigaaeoaus and healthy work frame the County shall require post Gaffer medical
examinations by a physician dcsig;natcd by the County.
11. The County Admini,,tratoar may require that air c plaarec submir to a physical and/or psychiatric
examination by a physician or other qualified practitioner at my trines during; their crnplovincnt, which matt
hiclude blood and/car urine testing, for drug or alcohol usage. Charges for , arnc will be the respoaaaibihty zrf
the county.
November 18, 2014 17 of 81
Grant Prograane; will provide Funding far medical exami iathins faer their cmplaayccs in their respective budget,,;
(1 Shnuld an examination result its disclovurc of inability tta rracct the required minirmim standards of the
specific occupation, the results of the examination shall be reviewed leythe I lumaan Itcsorlrccs office and the
c pkiyee's Dcpaartment I lead and/or Div°i4ion Dirwor. Fundingand recaanrmc hlaatiOus shall be fonwardcd
to the t„aunts' Administrator fear final disposit'son, laaat•nscnt of an% expemw incurred by the
applicant/cmployce other than the initial examination required �the Courin will he Tile responAbility of the
applicatrt/e yaloycc.
1) An employee dete t ncel to be physically or mentally unfit to continue working in his/her current
classification may be terminated, but resat• apply through the promotional opportunity sb�wtcm fear any Ivailaable
Position fear which said eniployce is determined to be qualified as well as physically and mentally Ft to perform
all required duties of the position. Said employee will have promotional opportunity rights fist ntac year after
kris/her tunnuaation date.
E', If as Department I lead has reaaSo n:able suspicioata that aan e plea%LL is under the influence of, or using
alcoholic or illayail sulsstaarcc,, that [ cpariment Ilead may
require that said ctnfalgwcte he examined by a
phcsieian who may include blood and/or urine testing.
107 1$ �a;l, la[�It CyI r.1 C_il �1ec'1',i'1`Ll l
scicctioat of applicants for new )tire and in-house promotion shall be bascd can the applicant's ability to
perfinmn the jests as outlined in the job dcscription of the position being filled 'l'hL job description shall
identify the specific knowledgc, ;kilts, and abilities taccc4art for the successful perfiarrriarrcc of the duties of
tlae position.
,ln evaluation of the applicant's knowledge, shills, surd abilities as reflected in education, experience:, liicensure
or cerdfscation as amclined on the L irloyment aapplicastican shall be compared to the required minimum
qualifications of the pasitieaaa ,ill applicants who appear to Taos less the required minitnurn qualifications shall
be evaluated ace+aiding to uniform and consistcnthl applied selection tcclataitlues cstalalished by 1°ease MICI
Policies -,and Procedures. l'hLsc sctccticair techuigcaes shall he dcsilnicd to pro%ide maximum validity,
rchibility, and eahjcctivity aid result in selection fron ;t ring the applicants who are most qualified for the:
pusitieaat.
4itOtIly,r thim aa d �g6 s • I it S tic®aa I.09 V its [s °rrf r °t in determining change aaf status as a result
Of LILMeatiOu, MCA from la%off or transfer, job ptrfrarmancC shall be the Mile Caterer 11. Job peff84rman e
being equal, length of continuous scrvicc shall be the criterion.
108 �Fel.F( LION l'liiyt; SS
All intctvia: 4 shearer for new hire: or in -hot se promotion must follow the irttct%'irW procedures oradincd in
4drrritaastraative instruction 4705.
IMSEM
A, `[ lie tacamm Wrninistrator may, ;at sauy` time, transfer tit c plcaree team csnc Ma tea atrcathcr and/oar from
cane paSition to ancidw•r when he do ermineq that it is iaa the hest interest of the oficradtan of the County to do
sae. l'ransfers will be made fat' the County Administrator teased upon as recomnicndaarion by' the employee's
DLpartment I keel and Division Director.
November lft 2014 to or
B. Fmplesa cowill be notified tit M ritilk'! (if the ('gluut%- .%dMiarisrsatarx', doxiiu➢rt ia, transfer thLM. 1 `.�141rst`a a 5
who claim that :a transfer is made artsitrarils and capriciously or that it is bciiag rccitrnerrundi-d for di*ciplinira
reagons' rTlae' appUll a transfer dccisiatrr prur al',lot tit 4vt'Ct1011 lit "Frrlpl0VCLi (Kl1p1lI1ut/CariCVaknCL ltrocLdurcl'.
2.10. I"1<[ r Q)l' X ; ULUNi tiie
The t.nukn}' rt➢a4' Mquire any ernplayec tit ;atts rid iarst° gird all training da;Lmed isccL ware tar perfisrrn his or her
larb dri icq arlLCIMCt V and hafck} Irritsr tit Lnipli➢t'rs➢e%rt with N101 ARI COURIIA, it is the applicant's rL;p D%NilsihtV
tit provide prnof of cornplet➢on of -,aid training rukl➢airletic'tit'; 011CL efflploil d, ail%` ccrt.Ecaatiesaa or training
decttsed IlCCL>i a.an' fi➢r continued crnIAM rncirt is to be paid Ise` the indk idual with rcitribur;:trsltirt made after
succe.:sf ll citrnptlttiesar, See ?.I 1, ittrt➢ 1.
2.11 D—MICa
A. FI I VFIC7NAL ASSl''s'I',tNL 1'(-)1°l(;Y
I he County rnav provide financial iatisistancc to t.89Una%' iCiEPIO%'CL, for Lduc.4tif nal CIPUNr e;+ WhiCh ITC
applicable: to the elrsplar}'et°s iltld Of work, or of such o aturc ;aud Lpaiality` to directly' contribute to the
e 151Co%'CL'i valkw and p➢a➢amine% growth Eta dlC (..e)t9i➢or "C'rVj,,,. I_-.rrrprld Foci v rCtlUitLd to maintain
training; and certificatimi raalturLmLet➢ as a condition of Lotrployintiit are liko LligtablL far thh' plragr«`a➢n.
In the C3rC Of al degree SLLking studa:iita altho%lh attainrratrtt of said dLg;rcc tzar praaide job
citl➢tancc ertt For the CMplertLL, COUTr C; taken tit thl; pursuit of the dLh^ !`CC MUM ha%L sitrne relation to
Cnunni c',anprlassMen L
Q
111 catrplrat'LL vd] bc cotko.1cred cbrsblc fttr paurticipaatiitit ill till: Fducatutrral Assistancc Program if he
ilia psi Llt a full--tiML aarnplcAUL of the (Chute fair atrc yLar or More, and is ,;o recurnntaeisded by the
Supervisor and [` i—lartrtst➢rt I [grad:
11a LXCLptiasil may be rack for tho tr a pkrpLLs referred tar ill ()rdin inCL No, 008--1987, as approved
ba thL Bayard Of(.i)runxiS:M0nLrs.
dui ,UIPl.[(tXj IQNS
kit I ;mpaia %LL rrlarst su6iriit tlrc cztastpleted RLgULA for I .c kwational .issaisrance ['ssrrst to the irrsitrcdiate
SUpCruilor and DC[elrtultnr I ICad for approval prior to thL crssplO%p CC eiarttllilag ill file course.
File I:acp,artirlUR IlLad shall rc%iLW tit( erraptln}CC", Litlibilire to [elrticipatt iit tart; Educational
tssi-xaarlcc Program and drall be responsihle for the administration Of the program.
tipstan tnrasllMUlt In the coursc, fliC Ce'lpslerp LL shall walnut to the Department I k ad tire ciarollment
ra ccipat and ILXrbook receipt
l"Poll casrrapletiatsl Of tilt COUTSL, the empl(we: shark saslsstrit to tb [)CPartrilcnt HL-- l the ptrstsf of
succas4til compsiction 711L to tiasta and tLXtbook rcCteipt*, the .ludir Slip or Pur..-,hawL Order :and the
pre of of succtS:rlful catrnplCtion WRIT be ';Lett tit tile Fiiaarree Dcliartrr ent for prucussi m,. .1 colsp• Of all
' See Florida Statutes 112.06
November 18 20A 19 of a1
the daactimentatiran will be sent ter the I luatiaatt Resc>tarccs Office acid plAced it% the cnopkat'ee's perscaucicl
file.
l7. 'I"I>ll?(�11°It�C'ttltF;
Qualified employces may be permitted time caf% from work with [tart• to Attend educational training
classes or scminars which are related M their job dutic:.: Inn �thich arc not .available during; non
working; hours, if approved by the: applicable l7cpartment I fLad aged. or DiVisa+asl Directcar. Allowable
time off will be restrietcd ton maaximaim of 160 hnurs in stet} calendar year utilcss ;apccif1C.dlV asthcrwisc
approved by the t-esunty Administrator.
I'mployces are attending this training Htal A volunteer Lccu,; and tr ai .hawed for aancnoding ` och training
dears nor casnstiture hours worked for the purpaasa- aaf casrnputing rl-quited OVLttiftse pat4'rtaas US.
E-.. IIE?li[liltlt5l?1[l•z;°�'1°
1, Upon the successful completion of approVLd COUNcs, the cmpkil'te will be eligible for
rein-mursernent (if withn, textbooks, %scuttle access fcc'w, d2mance kerning fees, And Lila fees. The
c ployce mu%t present a certiftraticifl taf successful course ceantplcti`asl and a paid receipt fear tuitiesst,
tellmooks, canliste access fees, c3istaance %darning; fees, ;and lab fees to the Department, Requests for
reimbursement must be made within sixt;' da}s ALA casmplcdon (if tlac course.
2. Textbook reimburnment allowance fib linorr:d to S125 per ctaur3c. The cttliilaa%a:d I rc peattsiltle
for paying attar° difference,
I Rcitttburazment for withn will be made ouly to ¢i plssmces who are on the .tetiVc pa}'rsill whcrx
paaymeted-, slue.
4 WhLre tuition ss covered under benefits from dX t'ctctaus %drrom6traltion or A philanthropic
saurcc, cgualiRed rrnplcae°ees Nora€% participate onli in flit "tirrtc tiff from work" feature of the
program
,5 Rci lsursd Lut under the Educational Mhistance ProgTarn CORIAtitUtel ialce3rlai to the Cmpltasee.
The tucauaats• mrcat withhold titres frgint this income and report to) gincrnmcut 2WIIcies ill the
same manner.
6. hrraphas'ecs rnust provide their cawtt t m;portattion to and from training;
Refunds shall ba: limited subject w the availability of funds and the number of participants in the
8. This proagr-am attar' be amended or terminated At any time, Itoovcl,cr, such Amendment car
termination will not Affect my courses caf studi prer,iousla Approved,
It, "ll'(Ctti Ct[r Itf?t>53C711R1[1:`I'
I-'mplo%cti who obtain reimbursement for any educational ;assisfaucee prop -am shall remain with the
{:taunt%At least otac (1) year After completion of courses, 0dl rati'isc east%' r6rnburxc Lnt Which tt•as
made fit%° the 1=taua V tea the eltiplea%'ee shall be refunded tea the t;tauutt', if the elnphst'ce tcrrtiinates
within le.s than one (1) year from date of completion of c:ducadonatl atssiataancu courses. further
November 18 2'514 20 o1 1
Funding ter the C.lssusttw' shall be accartn foh�;hcd by deducting; all rsimlburwurrlent duc from the cmployce's
final pa}clicck
2.12 >.® > .0 2LI"s liLl Yl
It is the responsibility Of the C=eauiety to promote and pursut: a safe and hL.%IthV c11t'irasalrsicstr for :Al cm fvlo •cvs,
Ninfirase C aunt}° has a %,table infery program aidmitlisterec! and enfcrrci:d b% the Monroe C'OuntySafety Officer
accorditig; to the SaEtt' Policiaas and Israrcetinres adolitcd bc' thu Board of County C:as€x3ttliwwicsners
I:rtslsEc¢y'ccs twill erGscrtl :all NUEty males and rlggitlaaticrnb ustaablishcd be° the Sate of Honda .and faestiaity
Government. Df,iSicarl Dinlctarrs, 13a°parttmcnt I leads and Iitipcniscrrs ,ire responmble f'sar thl observance of
thcrsu rules within thcar jutuditctiolL 3'a.ailuru TO (asrn111% may result in disciplillaq action.
",13 1'ltCLL1�iC�1•l'lC�'�.tl. t �Irlyc �I�"! f'l� I l'I la.�l
.V It iw the Polk% Of the board of C;csunty C ommisn6011Lrs to consider llualificd Csaunty errtl'rltia`ecs for
promotional opportunitiLti before apphcants from tlae general public ire c49i1stdLrtd. .0 employee tmu:+T
remain in his or her ruslrolct'iw•e pa>sition for ai period aaf at least six (6) rmontlis MOM traansferring; io
another position through the I'mon rtional C pportutlit% s'vsgctll. If it is thought to bu in the hest inte`res
Of the COMM tO i%;IiVL tlmv rule, prior approval of the appraapriaCu Division Dimctor N,; and thu COunty
AdminLstntear mu»t bL obtained. l'le.asc rLviewt• ' ccuon 204 Probataas%uan9 Period: Promotional
Opportunities will be posted on bullctiai boards throughout the County wg'btlnt {€ir :aw's n (i) calleiul;ar
day,,;.
a. Contractual Commissioner .fide po.,; tions 1I:rlccutit'e Assim nts) will rust bu rellalirLd to be posted
amd_'or ad%erti.,4ed unless at the rcyuust Oftlte C oniniis+i€eater with flea %':ac.cney.
H. to ulib4blc cmpl0%CL: wvisltilitt Ill .appl% for as prasMasttertaaal paswitism %sill caarnplltl the Pr€ant060t1el
C)ppcartunity Application I"ono Withilt the su%`cn " ` day pctiod (d;a u of posting; is day one (1)) and submit it to
the I [UnIall I%e;:tsurrus e1£frce. The I iuman Resources office %%ill Tarn CW thews: camlplutud forms and forward
all in-110ki l applications to the Department ww vda the vaac,anca• for cotmideration.
C:. I)uring the sc.4:n days the position is pomd, an% qualified C ounti applicant is to be given prefcrcncu
in the Vacant pt"Zirion. .411 Promotional al Opportunity applications must be revic%%ed ba the department with
the %aacaanct
It is the ra.wprnibilits' of the hiring dcpaartmuilt to review rm-house applications and conduct interviews for
qualified (,ounttapplicants. Any t uilifii d eMPI VUL filing a Promotional Opportunigy within the required
.M'lb'tn (7) day period is to be c(msidered o-a priorirb. In the e%'Cot the Promotional Opportunity is not rcccivid
Witllsit tln, wit°fit ,7, Batt Puri€ d, the t11-11a1WL enllalaal•ue sliall lose preferential treatment
. .. 1'itaft°ceases: ti4•ill •al.sa lac gtt. tat •d tat a•crC°rtzrls cE.lilil4= the %`%itcraasa's prcfcrcnL-c alaariiii,„
tlaa° firwT promotion fislltl;g;itu, relnl its-M'11 of re C Cr}l It Pl tl7& tit_%al_aL�a 9rd'+itYC4 iw'ith rise f&al Kat faeCKh ia8 Slia tGr
".lc>i s I1odd<a Siattatca a%II(I min Iaatisrii* isw`lcci Ii ,�(ie 1 hrric D fl�cpaartrtaca%t rrf_y'lccran'�.1f"f:aint,
2.1 I;C11.11. C3lrl%(ilfl`lil`Cl` ['iil.IC„'
\, The County ix firml% committed to ealu.al employment oppsrrunity`, and doe, not discriminate in any
cmaployHaunt-rchuLd dccislol a on thts Weis Of mace, color, religion, national Origin, sett„ sexual orientation,
ggetAx blciatsn° or sxPression, age, dtwaCrility Or anther wimilar factors than are not job-oelaited.
November 'm 2 14 21 of 81
The Coinrty's policy of equality cif opportunity applies to all organizational levels (If the (;wont}' ;and to all ji b
Chas.=ifc<ariebns it i, tile: rt:;€Zaar,iaibalst)` of taaeli LttrtCd c>r appointed public official, €:hision Directsir,
13cpartsmeut Head and Supc:r®isor to g;ivc the County's non-dwerirnination policy full support through
luidarsclup, ;and bi ptrsonaal uxaanl>lt, 1st aaclaliticrar, it is tilt dutt• Of u.acli public aiff€cial ;and each csnphc vee To
IMP maintain ai work envinuonent which is conduce c to, ;arid vhicla rcflccts, the Counr`'s cornrnimiL t to
tclnxl crriplaat'tratnt opportuum
B. All piarscinitel aactiiaar;; shall bt laastd MALIV aan abilay and fitiscys (Ifthc indnidual.
C. 'flee € Iu an lU:SOurcus Office ,hall ice that irafcarrtratiean slra)ut job opportunities is readily available to all
lJorilnyeus and citinns of the Counn, and :t cmitinuing; program ,hall be condocttal to make the I qm
I°nipl nIncur piklicies kruI%%€t tiI all citizcais aif tine (;iauiatt°.
11 In this capacity, the I luncio Ru=arurceS office will be respon,ible for anticipating problems, formulating
Olutloov., lire meting ccritalslttam .anala' Diva of alto€aatwLs and recommended corrcctive :actions .and coordinating
the mcontmcnded action., with public ciffacicals, Division Directors, Dcpaartment I lcaads and ciniticiyces.
In t€au iroplentcnniticair (Of this pckliey, the Caiuettr will a , U';siaclt suck pa;rsainncl for sell jatb IC4dS Witlisna the
organization through upg radint ancf rccruitr ent from ntin€aritagrciup ruccabLrs and wavnen
l Iris policy i,, spccifi ally included and will Iau a continuasn nand csseutiaal ccPmpainesat Of the Itcrsaain [ 1PancCics
and larocucdurtss.
I.. I faaraamsrnunt of any knad is prohibited and will nor be tolcraated. A %iol:ation of this policy will subject all
emparyi:e to disciplinary action, up top .and including; tcrminaaation of empkaytmunr. Any violation Which cannot
lac rc:naedicd through the disciplinaa , IaraPccss set fordo ill thcsa pPlicies and procedures mat' he considered las
than Board of County Commi;sieiaitr, for tiity' either >as'enuus legally aavaila ale, such as, but not limited tcP,
ccPntraacival reuaedics, no trespass carders, injunctive reliit4, coma ai of wor pkice accommodations Which Itaiw'l
keels aa€sn,cd, or through fcalur;al or state Isaww'4 protecting workers in the w orllphicc.
I I.aris:amvnr is defiricd as verbal or ple-sicail conduct which:
I, Denigrates or shcawvs hostility or aversion tow-ard ;an individual laeeaausu of his or her race, culler"
rcligion, gcndtr„ national iPr pie age, vtrcrsn status, marital ?+lanw, fantili:al status, sexudl oricutatiou,
p?afndcr identity or uspru,;,;&oia, or disability/handicap, or thar of his or her relatives, friends or
a Sociatcs,
1 [as the purpo e car effect of creating; an intimidating, hostile or offcnsi%e working tnvironnicnt;
3. 1 [as tltc purpc>sia Or effi:ct Of uurcasonably interfering whit an individu al'sa work performance ur;
i, Ctlacrw;'sic leis er4cla' affcctx sit individual s csnpli yment aapporrunitic4
lirnhilaitcd Kara q,;ing; conduct includes, but ss nest limited tak, epithets, salur:a, lokcs, ncg;arive mcreoty'pingy, or
thrcatcning,, intimidating; or IacPwtilc acts that Mists to rake, color, religion, gender, age, national origin, Veteran
tatus, marital stsrus, familial staitus, scxuaal oriiciontion, ender idcutity ear capression, or disability/handicaap.
iProlubitcd harassing; conduct iaiclualcs written or grcaphic material that is placed on walk, taullctin board., or
elsewhere on the 1Prcrraise, or that is circutsatecl in the workplace.
'I he aalaiat`c policy includes, but is not limited to, -wxual harassment. Sexual hatrissnscut is defined as:
1. Ln%aJcorrie sc~ciaad .Rdvaancus,
2, Ilcalucsts for suxtial flavors;
3 Verbal or physical conduct (If as sexcud or nthcxwi,L aaffcusiw'e naittaraa, pAuiculaarly where.
aa. sulamissum to auch conduct is made, cxplicicli or iraaplicitl}', a lerin or condition of
November 18, 2014 22 Will
It. submission to fir reicction of Such conduct is used as ar basis for dccisi011; asffcctiug; art
individual's employment; or
c. Such conduct has the purpose tit effect of creating; ,art intimiehitiaag 110tttllc Or ctffinsiae
working; crivircps count,
4. Sexuaally offensive yokes, inn Uc a does, and tither sextiaally tpricrired state eats ssr behat, tor.
If art individual experiences or tsbscrvu,; any fctrin of harmsim nt of air employee bt ant person (regardless of
the caffendcr's identity or position), he/tdic is required tsi prsptnptlr rcpcirt the incident to a Division Director,
[7cpartrncnt [lead, flee I lttrnarr EieaasutCc`5 ,i.diniatistraftlsr tpr the (�sauaaty ,ldrttinistraa%tpr. l�itisicsii 17irectasrs
and Deparulrent l leads are respinsible for promptly reporting; the aallcgatltstrs or concerns to the f Inman
lietources A dmini:ctrator or titan County .Administrator. (It is encourag,cd that the indt6dual peat Such a
complaint in writing;), if the Complaint is about the County .Wmiaaistrator air aain asthcr per4on at'ho,'e official
or political position lead., an evroployee to believe that the complaint sna!' be ignored or Irasldlccl improperhy,
the individual who experiences or saves any prohibited faamt of harassment Which Ile" 11tt is MitliNd tan report
may report the conduct to it county commissioner, who shall see that it is prtiperl} proo:Lsscd by staff in ;are
objective manner. The cai plaint will be immediately iuVestip;.rtcd and kept Confidential tan the extent
possible, Individoethi who make complabot; have an ssbligiticnt it) .assist and Cooperate VdIll the COUlln'y
investipatitear.
If the County detennines that an employee (including; public officiaals, Division Director, Department I lead,
Or superv6or) or third -party ltas haneised anothcr individual, apprnpriaatc remedial action %ill be taken against
the: offender, up it) and including; icnnhnatiaoil. If the harassment bo,olvLs at third partysuch as a contractor,
Vendor, supplier, Hit other t°tstrors to COuntt' buildings or the wabs°kpla t:L, that per:atltt at he barred from the,
prendsett.
The {aountV prohibits arty forin of retaliation or coercion (including is timidaltion, hucrferlitcaa ordiAcrinilnadiIon for lodging, a borat fide complaint under this, polic1 or tzar aeusting; in rile invcattibItion of aa.
claim ofhar,assulcru. If art individual cxpc:riences or observes any form ofrctaliation b} :ant' lacrssan, ctnpltss'ec
OF 11011'L nplctt'ca: (Mblard1C.18 Of the OffCoder"s identity Or pisitiasit) he/she is rcalttirccl to promptly report the
hICIdeitt to 2l it°isicsai Dircctair, Mpartment Ilead„ the Iluman ltcsaaurces .Wininistrator Or the County
administrator. Division Directors and Departinent licads arc responsilak. for prompt]% reporting; the
ailt}�atioats rsr capstccrsas tap the f Itainan ltcsspurcc .tcltasittistratcar €sr the C tpttaatt° .tdnainistrator It is cncouraagcd
that the individual peat such as complaint in writing;, The complaint will be immediaatCly 1llVLt41igACd and kept
confidential to the extent po siblc. Individuals who make complaints have an obligntruin to assist .and
Csstiper;nc With rite CauntV'w int•c>tig ation. If the Complaint is about the (mint% k dministrttor or art%, other
pctsssia w as;;c Official or polhical position lcndro an e ployce to believe that the complaint may be ibrnored or
handketl improperly the individual who experiences or sees any prohibited farm of harassment which he/she
fs required to) report MU report the Conduct to a county corruni sioncr, who shall see that it is properly
proces,ed by staff in an Objective manner. The aplenty will protect iudividuals who make a corripiaint to the
extent ILJ.CAI} posibls:. .11tt' been"' fide: Caiaxapla°tnt will in no away be used or held .against an employee (far noat-
cnsplts+,-tcj near will it leave aft 'IdVLrsc impaCt can the Complaining; escipi"VOC's ernpioyrxaeart
Individuals shalt not a-ume that the County is aware of a harassment problem and ;arc required to adhere to
this policy and make as report arcs that the problem case be reso ved. Any questions couccruirngl this Polk%
should beiadtdre,sed to I Iunaan Resource&
I~ If tiara believes that the COUtuts' hln Viapl RLd the equal opportunity Policy, as stated it% this sccriaiit, he/shc
should submit .a written co plaint to the I I t_i Coordinator. The l EC) Coordinator shall investigate the
complaint and respond to the complaint.
2.15 LMlel.f`'YET', RF0-)GLNl rK)Nl
-)1'I al OF °1°I 1EQUAIVIVAI, Y AR 1'I:OCIRAM
1lonfaac County has Ust;ablished an 1."tmplog'a:L° Service Award winch is designed to recog;niasa employees yes Who
demonstrate sufleriur perforinance ;and tic licaticaaa it) Their work which is above and by yond the call of duty.
(,,;cc Monroe C aunt}' Administrative instruction Series 4000,) 'I`hc a�emphaacc selectc�I fear tlsc quaarter sltatll be
atv°°,trdcd a 300 one time lump sum payment and all aap'aretsatioti plattlue. 'Iha er'nplcuLL of the fear skill
receive ar sane -time Gump 4utn paaytxlcnt Of S3,000 :arid ®tin appreciation plaque.
Monroe County has established a program to reCogtain C aauslt}' ernploVees eviler Ilm-C keen ill rite Courat5
Service for laiae, `lctip Ialftecis, '1`ase'at,', `l%VUlrs'-ft®c„ 'lhirry, and lhirte-five %'wars Grant and part-time
employees will be eligible for the years. of servkc program
At the eaxrpltag°ee's at'aa ivers;ary d.Itc, Of as statsta thereafter a, is fusible, the l lumaan lie:aaearces office will scud
Division I3hfcctors a fist Of cATaplerSL�ea that ate clrgible fear as VLarq of scirvi l.; award mat prio Yth along; with a
template letter for recog-nizing; the LinplaACL nand tintib-ilig tile. Pa%1`011 Office Each l3ts'sston will be responsible
for cornplering; and providing a letter of reco psaitloll to the crnpl0TCL along; with providing; a copy to C Inman
Resot rccs TO be [placed in the crmplsACL's pt'f,rritrtel file, nsrtirig; the° %Lar, cif,LrvicL and tilt. award that will be
Ovum Payment [if tkac award. will be distribute
as outlined below and. will lie iaaclusJLtl ire the empleae'ce's
paychuck. A letter to the Pa%eoll Deparftment will be co mplcteci by the DiwidDri informing Payroll evh.ar the
amount of the award shall be :arid a cop} of the letter provided to I luman RLSOaaruc, to be placed in tlae
craploycc's Faursalincl file. It is tile. Divixinn's resIlOnsibility to discuss tire prenntaation opportunity with the
crmployec and taag;cther citrus tip a drrcision as to awlaetlier the employee would like to be rcccagpprtsatcd tilt tilt,
BBC C tncLting , if rise crtlping'ue clltaosc, tee be rcecagmiret! eat tlac liC) Cy meLtiahg , tlac l ie isicata nsnwt ceaaardiasate
with rile Iluman IfesourcLs cafficc regarding; the appropriate award as outlined bLIott•, and with rile Csaulate'
:Administrat€ar', office tip ensaire that said mcoglniflOta is plated aril themeeting; agenda. `[rlachaeh'Lr pussibk:, tills
presentation will rake place at the Ii(`)i:f meeting; it, the LaeplovLclocation. The following, will be provided in
as hunp sum pia}'rnatsht to ilac crerplo'%eee
a - For 5 Mats of;rervicc, as dLcaaratiVL frill amd ar S100.00 rovaard;
b -flaw 10 %'Liars of service, as ducorative pin and as 51 5 00 al;%.ird arid recognition at thL IiOCC; :ilecting;
e - For 15 %'Laars of wrs icc, as decoratiVL pith ;grid as S200,00 award arid rccokmition at trial 140C - :"electing;;
d - For 20 yLars of service, ra decorative gain arnd a S350.00 award and rcco&rttitinri at the ti€ CC MCCring;
e - For 25 %-Lars of scrvicc, as decomrive pin :raid a S` 00.00 award and reC(%Ioititaci at tiac BC)CC Mceting;;
f - For 30 VL irs of scrsice, a decorative pits and a SI,000,00 award avid fcccrg uiti011. at the BOC;C;
Mcetinggs
g; — For 35 %-car,, of,crvece, are engraved Lucke desk clack and as S1,500.00 aa%aard ;and rc€:og;nition
at tlsc IiOU" rmc•etiasgg.
C. El`bl!'1.OYFIIF..5C7CiC1F51°I0N IiltC7C;RAM
'file LrnlsloVee Suggestion Program is dusig ned to inCLTItie•lsc °sdcas by providing ruonctary awards to
c plogLu, Who pliodde suggestions, (Sec 'rIonro Count% Administrative Instruction Series 4010). till
tmployeLs are eligible° to submit strMpestsarlw V ath the e>`ccption Of thL County Administrator, l)eparttCOMM
Administrator, and thL C:onntg' .tittornL%
November 18, 2014 24 el91
`I hL sugg;cstiaaaa Shall be submitted aril fl L aapprOpri3te form and sub area! to the Human Rue ourccs
\dminixtratear for appropriate ralaatingg, ()neC the Dcpartnicilt I lead has properly reviewed diL suggestion, it
WWII bt fonvarrded to a Committee consisting of all roar Dio iston Dirccteers and the Deputy Adminintator or
tlic:ir designee for review. The COrnmituv shall Lither VOIC to irrtl'ilcrtrcar,t or not implement tlac suggestion and
font and it) the (:aaunty Adirimbtrateer for filial rC:ViLV,. File CasurH% Administrator shall that ptovi le directiola
Ill tlae appropriate individuals to procced with :tree• recommendations and/or irnplctracntation of thee
decided to procced with implementatieera. suggestion if it as
I a:lig ible suggestions must rL4Ub ill OoL (or [nore Of the• following,
• Idtntifaahle savings rta time, material or crest
• Sig;aiifacasat irnpr(I C crat ill a praecLes
it Improvement vement in tools or CcluipeaCart
• hicrLaSC in Cfftcicrrca'
• E'lin ination of hazard to personnel
• Improvement in Working; conditions
• Improvurncnt ill public rclations
Improvcorictir ill public sLMCC With+eut irrcrLa;Ld crest
11091."I It sugg;L,ritrns (list ih swat :ill inclusive):
• %hotl,rl already undLr study or review by management
• Duplicate nlgggc.sfl n almad}' received or vier%san hir to and' sug g;LS001a ptLtilausls• re•cc i` Ld by program
• %Iarmr; requiring Icg;al adjudication requiring lLgrislatis:e° Or court action rather than b1L County ordinance
• Stricter Lnfaarcctaacnt of ahe adY existing; rules, teggrulations; Or law.,;
• Sugggcsticsns that require costly testing; or eaapertmunraanon be hire ;acccpe race and insplciaTacraration
• RLcluLsts for ;additional equipment of a common nature Or for obvious Or normal rUP13CCertAits, repairs
of nr aintcri;asrcc
• Solution its a problL ®r ich is Artadv eaithisa tlae scope Of the duties, aassignmo,nts and respoumb€litias
Of the cmploVCsr°s pas5iei011
• Suggc stions that an,00l%L work holars and other conditions of c rilplae5'mLtn
• SuMu—srurns car chan�L';� in procedures, near buildings, egaaaptnera, and innallartions ill operation IL,.; than
12 months, since such ideas g;i nerally cover itcuris thin are dart of thu pieta al trial,run sPdju. TIlL US
which orchtiaarrh art madL Within chat time
• SuMtsticeta pertaining to sakkco schedules, job classifications, billlLtits arid ggriCV311cCs
• ,t statLmLnt indicating the need for change or irtipro Lrnent with€ant sssggCsting; heaa, to naake the
ch3ogL or irnprovWILTHt
• SugYggestiaart, WhiCh would impose new oradditional tax" Of fees for revenUc purpos"
• 1HLtiti011 or ation%mouq sug?ggLstlartt
• ILiCas Which iaaverlVL State, F decal or Local C:+raant funds
• Nlattcrw within the scope caf coUcctivu bargoiningg
I li&lble suggestions will be considCrtd for ;an ;award whoa titer• are implctmtatcd or whun all implemLartatacsn
date i:< established toe aecctir Withisa CHIC gear (if the date: Of receipt of the sugggLsrion. 11" ards arL conting+Laat
upeHu flML beige}; availablL fund, budgeted b% the Board of Claunte t..ofeotis<iraratrb.
l'angtble: Sugag;cstions that generate measurable, identiifablL savings will recs:ive a lump sure award of
10°l:- aef the: First a°LlreM sa%inggs with a maximurn of S2,500
• -Fill: Minimum 11% and shall be S50.00
November 18, 20 z' 25 of 81
;"Fumvestions where a sIvinggs cannon initially be accurately determined capon implement niow
ae Martial award of 5% of the estimated savings tip to a maximum of Si,fifR After the fsrat geaes
savhiggs can be accunatelg° determined, the crngshivue will receive an additional amount up to 10o0 of
the neat of the first vcar`s savings which shall tie exceed S1,500.
lntang;ible: Srggggcstions that signifiraandy improve the quality of work life or have an overall lacncfrt
but clan not generate Measurably, icicaatifuable savings or income, or sn&gcstions that sig;nifscaanth
i mptawe Customer servicc. Suggestions may involve improvemcnts in working rmonditi€n %, chFang cs in
procedures, improvcd morale, public relations, e ployce health or ;saafcty.
• A minimunx award of 525 with a maxsr-nurn award of 51,0OR The amount of the award snail !ac
rcc€ mnicatdccl by the t.esrnrr iUCC arld approved by the County ,6c1 ini trataar,
The awardee(s) ; hall be recognised at a Board of Counry Corrirnissi€ ner`s mecting.
November 18, 2014 26 cl81,
ICLASS11-WATION PLAN
3.01 l:4.1t S�lalt t°I IC s Ia1..1TR
Tlee C:Iassificatisan lalart preludes for a wfstenmtic and cKui[aable arraaap-reent of job c4asscs and
provide°a for ca complete invenrort• (if all Cart€€'tV JWOviticssN i'Itc: lattrpOsL Of thL lslttaa i; to gf its
various positions into related classes h;ased upon the range (if duties, respoosibilities and ler`c:l of work
perfcarmcd.
C I, iSSTl=1C".1 I"lQN PLAN
'llic C::lasstficarticaaa Platt coriiprises written job descriptions for cacti clt:a, of work ricludcd ill the
C ouiatr serticc. Job descriptions rac iaatcnalcd raa be e general oudbic of job duties performed b%
crnjalO%LLc ill a particular jtala. °!'tier aarc tricd as as guide io recruitiaag; Mid cscaanahHogp candidates for
canplsatrncnr, io detcrrtainirng the fines of lo-ornorlcaaa and denwclaapitsg; traipsing; progrra los, as guidelines in
dctertmoing; silaary rcl,atisanship, and in prtaaiding; uniform jests terminology to) con c'r° tine same
rsacaaoing; to all cea€accrned. job d"criptions final, lac: claaasgLd from time to time lean kite C;caunty This
ehauag;e me% expand or reduce the jcab druies of ant jamb classihc;atisaat. Ir:uali lyces will be grcr°cn as
much ad%aoce notice of a Change hi dwir jabs :a,; is practicable, The lob Ascripticnis are maintained
bt tilt I lurn_tn Resources office and should b reViLv%e l and updated aanimaallg, Of rulncnaet•cr a, cllRog;c
Occurs io tine duties (if :am pfeutiom 1 `:aeh jamb ds scription ivill lac approi W by the DLpart cot l lead,
the Dia°ssicaes 1 irectcar, ansd the COMM. dfaisaistratesr_ I°ach cnsployce %%Ill recciVe a copy cif his or her
respective job description at the [line saf his car leer Crtaplaat-utesat, aaod as€l% tisane: there is a claaaag;e ill his
or her job description.
3,02 1rC� ( rl(-)N, 1(ll)I"1° PIZQC"F:i�lJR
The County Administrator is claarggcci With tine responsibility of initiating positioli audits of:an% Of all C;€aunt~
:service positiaana at asset' time, Other position ;audits May be isaitiatrarf Fla` WntILu reatlucsr tea the C:sau11t4°
Ad innstrator from the Dcpaartment I lead or the Dit°i.Aori Director ill Which the specific position is locaawi.L
Or the: incu betas of tine p orisau ro heaudited. .111 recltacso; must be approved b}till: Division Director.
lacssitiou hifairniation will be gained through complctican saf aJob .1,;K.NS Halt 1 cxal U Vl" be' tote inacumbent or
by the Supervisor of the poskiean if the position is vacant, and thrcatsg,h Rid studies Of thsa psa4rion, which mat`
hiciude a personal visit with than position incurnbcaat by a represtast3tiVt Of tiles I luman l4s'orrccs office. The
applicable Department and Divisima Director should review and [make recea mcrtdatlains to the C o nntt`
Administrator through the Iluman lb:,;ources ciffice sail .all prcapeasW €tcVt pca::itisasps, chaaaagLcv .arld pcasitisan
descriptacanss.
3.03 131 e l l :I� �llia't1 1 1C�s"v t 91' C,l „1S�I :S
Al 'file Ilu au Resources ea fsce repeats certificatiort cif funds and hndiogs that the prcipoa cd class or clan>ses
are needed, shall praapnsc new or rcviscd classes cif work pas well as the abolition Of LXiNtlst}; or Obsolete chisse:s,
to tlae f'tour Ly Ad inisitrattaar for appropriate :actioor.
Fv eat Fad (France)
l ° Whencver not cnalplasl•ce's Iraasitiaan is abolished under this section, said crnlilc>ace shall Izxt'L liras[
caans`sdeeariaan fear a cabieusaa iaa a sirrailar classification that raga}` arise in the i°taun" eLTVicc fair a gseriod of one
year. 1 laattever, if that employee refixses ;all offer for a similar position or, if dealt c lticbtc€ WithiiRl tits €sane-5'car
period elects to eike anv I'e>sitlsara in the County service, said canlplrayee sli;all be removed from Iareferen631
con: idc.r'ation.
104 \I f Q 1 I I( v' iswl Ili°c l I +II°1t' l 11€ l�l' Let `ai 1 Its
AThe i lurnan Resources office, aaftc:r having; determined the content Of tale Positions ;.and having; received
the certification of #milk and findings that tire garaalacased class or classes ;are nLe Ad, ,hall tpraalaa»e neap or
revised classes of work as, well le; the abolition. of existing or obsaalete clats;4s, tas the (.raunrt . dmini drat€ar for
alaTprralari;ite action. Itecrarnratertditiaslas for cluang;cs may be made lea tine I)it°'isican Dircettar, [wince newt subtralt
sufficient documentation for the change, including; 1-uraance s that t}le resgiectiVL cILIMrnipa:altaal budggct
contains sufficient fund-;.
lf, An employee neu, be rs:ciassifie d to to different title and/or ILI% grade at any time the t 1ountN lolm air.Onancar
[kerns, appropriate, after receiving good and sufficient dockunclitation. \ tctpllarsraart reclaassifscaati€tat dames naat
constitute a promotion or Bernotion. A change in title and/or pa % grade %%hiCh C4:WU us from all cool€ltlon into
a reduction of clones and/tar reslponsibilitics d{pea not constitutc as de;rnotion
3.03 ST, NIT4 Ctl= w c`ti atilt ttl''t` lSMF =.[ l'( )S1`r ( )°
When the incumbent of a position, through diligent application of work, is officiaalh assig ur:d inom difficult
,anal significant additional reslponAbilitic:s .and duties which are at a higher lev,.1 exceeding; the regular duties of
leis/hcr current classification or indicate that rile csrrrnnt tltsalifcaticsns ACCV job requirements; arc iolUfficicilt
to accomplish the succcssftal exccution Of the work program Of the operation tile I lulttaaa Itc;:caurceds Office
sine!! perform a staaclg of tits gprescatt duties sand responsibiluies of the position If it'as dtteranined >after
recornmeindition by tilL Deliaattnlealt I leas!, Diwisi011 D%rcctor and I luman Rr-; urccs that the Positaaaal should
he rcclassifcel, the €,entente' .ldr uun ,tr¢ator roam retlulrc; that than incurribLol Ulidergsae as tirescribcd test offstncss,
dePLudingg On tlitd conditicans Of tat teclassilie:ttion and tiled nature of the gsassltion to be reclassified before
approval. A revised job dcscrilation will be submitted bt the Department I lead for ;afalprot.al by the Division
Director and tilt C nutlet° Administrator [which includes the additional unties Of the PO.iitieall. The incumbent's
!position reclassification' is conditioned tafscsaa thad deterrnloatienn that the incumbent amccts the minnnum
qualification, Of the highcr claaaaific.atian. An ccnlplasg'ce reclassifictl in this manner will not ycrve an additional
probati€solar}' period a:i a result Of this reel:aaa>itcaati€aia.
3.06 !L!' 1`I°IC)<f �yt t�ti`l1�(ll°
All Ipassicion are tstablililLd and maintained through a budget e,rch fiscal ycaar in accordance with established budget
and accounting gprocedures, ['he establishment Of al new or additional !position care tank° Ile based on adequate
justificsation of aiced and the avazilabi€its of funds. Such addition, must be approved be the Ctiturn Admi.Itistr for and
the Board Of Count}' t.csnitn's iaaaaurs. l'ltt ProVkt:icpsta IwMilt sacs not rclattc to the: I'M flat[, but to position staam cs
sweated bw` need and nrceswan only.
file Division of 1. !plow- Scniccz shall maintain a pmAtion cmurol system in tilt: office of I luman Rusource° ,
ill ;additions, ranw•tslanaas, rcciassiflc;ations or other Iac:rasonaial actions hawing; a financial impact on the Count%
shall be rLviLwed to the l luman Resources office ;and tatd Division of Budgadt and Finance and :alaltrovcd bt
the Courin; :ldmini:;tr. tear,
November l e, 201 ,1 28 of 81
MHUMERMW
The Pay Clan is &signed to liraat°idc as fair and cquit;able method for pa%rnciit Of c nplaiW' ' 01 the Count%
service. It also cstabiiwhes a set of rult-s and a uniform ,t'sicni of administration.
The Pay Plan shall be dircctlirclatcd tea €hc C lasifiralfion Man and ii tlaL basis for p;atment Of CpkPa'ccs in
the Counri, service. Thk plats Mcill be establisliLd with ctanAderation bcillgglacit 10 the f[allowii t factors:
V Relative difficult}' and msptsnsibilitics CXisting 134Mie'eil V3riiaui claSsc Of WA)tka
B. Prevailing wagt sCalc;, for sim$l;ar 6 PL4 if work, found its public and private ll dustn ill the Meal labor
markt'.t.
C. .%vatiLibilit%' iiftlunlified persoii[ILI
1). I oc[ailomic condition, fsaund in the :et'cst.
I:, l°iscal paalicics Ofthc Board [sf(.;[sas[tta Commissioners.
The County Ad iniStrator Shall tnakc atmctadanents t[P Thee lP;a) Nall WIlCle ill his di:Crctiaaai, CC0u0niic
Conditiolli, labor supplic:4, or inha. r con,;ideration,a indic atc as need for such action.
Division Directors, [isaay recorratlactid m the C owanty Administrator possible an'csidme nts to the Pay Plan bs
providing Sufficient ju'rfifiCItiaali UP aak-L sit csalttiti011 Of the causies isid cenadition,; rccluiriug the change
within the confines of their ri spvctive a epartuILI all btrdf;et.
4.04 IP Y 1PLAh 1LLY1aCW
The Board Of County C ommis ien er,; must approve the Gaunt} Administrator's xccaarmtracslded Plan (if
Compensation and subs"jucsit revisialin for appro%A aaud aidoption
The I lu an Resources office, in cinijualctio n With the Division Of BudgL1 and FiPtasice, Shall 113Vc the
rsisponsibility for the: data' to day aaci inktration of tile rurm en,;:ation plies. Ipprovaal of all hiring rates and
lather payroll changes shall requirl; approval of tilt {.ount% .idirlinistrator in aacc[Prdaance with these personnel
policies, except that inatters with ra-4pcct t[) cas punsartion of staff anti support personnel Of the office of the
Comm Anornev shall be set by the (iatiiln \ttasrMV, SUbJCCl to bucdgctaan apprmaal of the Board ssf C outIO.
Commissioners.
November 18, 2014 29 al B1
4.06 .il'1'I.lt::t r$c CA, I l u e PAY PLAN
All employees shall be employed avid paid in :accordantc With the rate+ avid policies cstablzihed by tlae Pay
Plan for the spccifC job clasAf`acation under ccrnAderaCicvn, unless ofln:rwLv stipulated in thtsc pcalicies,
In no case dtall eta LrnpiaaVee°s saalan exceed the maximrant pat snag L Of the pay grade ctf a faarsitirsra. Colltnlct
positions visa%° be teas LXCCladoll ifthe pcssidon cheek twat have an atalg ned pay grade
A. That minimum taa1ar8cstaablislicd for a passidon is considcrcd the normal apju) ntnlcni mate for new
B. :'lapcaintments Wine orabove the minimum s:alaan tai be ;authorized in the fi, lowingy simartions:
I, In the cent an applicant daacs ticst MCLt the minimum clnahtic:atiasns, feast is cxptcted to obelin said
qualifications within fa months, the hiring; atnhorn% mat reclaa"t appaaatnt tat ass ,a °'traaiaaea:°'. In
such cartes, tits umployce should be hired ;at an -appropriate r; W bt OW the raimmum starting s:daare
2. Occasional]}, cerrtain job, may have to be lased ore it that tirrve of hire to attract avid reetiti
competent employms. I he praakpeet€a°c €rnplaat`ca:'s mairring; iahn should not exceed the current
salira' of area ctrtpleal•cc With the sonic position ®shag ha.; comp.ar:ablc or g;rc:ater quaalificaticsms.
If the: applicant's trainivlg;, eaperictice, cdaacatisavn Or cstltcr cluoallfiCadaatis are sIubsmnlhillg
above dois e required fcac the prasiricati, the f-cauntt' Ad inistraator sr m appro%c emplaeg•ment at
;a rate :alaa¢se the minimum cht.ablished for the class. Ihc nccd to make sappointinctats in
excess Of else minimum shill require x' rnie°n justification dial shows ttie prospective
Cniplsa}'cc's education, cxpc:rrs:nv;e, and unrelac ccsttapctenc e, arc diircetla rcicned to that
Postrion l'hc P1}' rang;c Of all Iecasrtisns rstpmscnts a 30 ac:tr cntplcss'anrnt period avid
tecastnmclichations for aboVL clad` Ica-eI shoLold take thi, into coUlS€deration When
reconin aiding; salaries lasted can pricer s'c;m ofdirccth° rchited aa'xp ri -me.
ii, The to„shiest shall be appress•cd b% the 13MA011 Dircctasr/Mparrmcm I lead ctnd be proccssed
through the I lurnan lletntarcc, csfficc sand the l:3rt mon of Budg cr and Finance liar review and
detennin;ation of compliance With that ]:seas€eta° pcslicick :and procedaares and budg;etary controL
ui. The Ilurnavt lietvaurccs cafficc shaall provide a a eaWN%, repaart tat the Board of ]satin
4:csmmRssiaena: rs which shall reflect .all iaa:%rls' hired eniplast`ces who ;are: employed above the
entry sakarn.
4.tlll ti,AI tlZY RANCef?S IN(]ZI'1AM;,S
No Aar% sadjustrnent shall be. approved atalc,i tbcrc is aavoail;abilin Of ftsaicik, sane] ttttsst he jta t'sfec! in writing la}
the Di>isicsvt Diratctasr/Dup;arttiicnt I lead and approved by the: County Administrator all requests for salary
inercases shall be processcd through the I Inman Ilesourccs Office and the Division of lludg�t and Finance for
review and dctctirairia€ion cif coulphance with tiie County policies and ptoccdures atld Gaadg (-tarV Control.
In Most cases, Completion of dxjob .lsset,;menr "I"see)l (J.1`I s.,hould be used m juktifa' the mcmaie. Anything]
neat caas•eted seal thc_jX1` should be farther detailed in merno fasrri t by the dcp:artraievit.
An cnnpployce maav recove a salary increase by means of as promotion, reclatssiFscatien, psaernnaglc adju nuttttt, Or
equity aacljaasttncnt.
A. An ernpplcst'ce reclassified, transferred or hired through promotional Opportunity eef setts: pans` grade level Or
higher sln:all receive the greater of tire tstini um salary of else pay range or it 3'' saaltare increase per higher
level pay grade. .tna finer ,asc abaaye 5% per higher IcVLI platy grade shall reyansre ju., ifacation in aBccstrdatncc
with Section 4.07 11 (?), In no cast. ,hall the e pltea cc', salary be :abcayc the wises hrann pas° range.
li. I°.ffective firnuary 1, 2013, When art c ,,heist= is permaanenth assigned significant additional
dufiLs/rceponsibditics not warranting; a rcAtssificaation of hisAier ppieitiesn but the new
chifiCti{ resp9Caa sibifitics have a9. ;ubst:9ntive irall ct on an ccrip1loyce's chill` '6 orb life, ek rC Ot$146LIC the normal
scrape, atnd require a new skill ;ct, ;a salary incrcaase may be 'Aarrauted The salary increase shasaald lie
caennmensurate with tire: nnaalmitude Of the additional dartia r'respransi(ailities with comideratieaa givcn its
chang,,e in kLy resjmnsibilities, cswtntial job functions, and number Of CrOPlcat'ccs Sta[ ervisvd. A s;afsn`
increase is typically nor tvaarranted if duties :are 'exchanged' and the: kna %ledg;e, skills and shilitics required
to perforrrn the new dutieslresp ortsibili€ics dare similar to 1wrfortning the rcmovcd tasks.
(;. There are no provisions in tits County Pay Plant for automatic salaq aad%ancL"lLuts, as all increases .arc to
e lt:ased on availability of funds, work performance, and lather pertinent factors as evaluated by the
empaloycs s Supervisor ;and/ear Dcpaart ant I lead, ;and appprraacd Ina the Division Dimcior ;and Countg
Administrator.
1). the f lu an Rcsr urces office Shall provide as mondily rclaaart to the Board of County [,@sTrtmtassraSlCrS
which shall reflect ;all personnel actions resulting in a salary increaM; for all currant c pho:ces. This
report will exclude any crest of hying;/merit increases, etc. which :arc ;approved b% the I'C'(;(' on an annual
or contractual basis.
I:. „idgrastments to s;alin may be granted to correct an Lquits problem, Ldjustrncttts mast ITIVc the
appropriate support docurncnt:atien that passes the incclaaitg' among tho c in spnular count,' p�0a111ons
doing; the %attic la vcl of work and respo nsilailit} along aaith having; co mpaaarahle qualifications including;
training,, cmperienct;, and edncati<sn,
V MltRI F INt;l{F.A-Isfs
1, l merit incrca:�c is a saal;ars incrcaase V"thin the same paaa grade, ,m ardud file orastaanding; f;asunt}
Sere ice
I ,Merit increa`ivs are nest aaS OMMiC
3. `l lw amount of merit increase :an cmphi'%cal rcccil,es, if aant shaall lac deternafeaec! hg' the availability of
funds, and the S stem/procedurLs proposed b the County \dminismitor and adopted by the Board
rnF(,ounry Comrtaissioliers each fs4ral %Lair. .pll sarliry ;acdjustaneants nnnst Ilia approved by the Count)'
Administrator
4. _1n cmplovec shall be eligible for consideration fear a merit iracma.,L during, the budget preparation
period after crnntpletirtn Of their initial probation period.
Unless otherwise approved to the Board ref B:cauntp' (:aa missio-ratars each 1isCaal riser, ;en c palaeecc Will
reeeivst a tiltrit ln1crCasC sett their Anon Race (see Section 4.09
November 18, 2014 31 01,81
5. New emphIyc" hired below the ininhilum rate ww•ratrld be eligible for consideration Six triontas frin n
tie date tines° areadjusted into the minimum ratc.
G. Once in emphayee hits reached the maximum salary atnount of the pay grade in which his or her
position is chu;Afscd, the ine:ric inlocat;c will he awarded as a erne tittle lutrap Men pea' crlt Oil the
ctnpltay°ce'S .annivers;ary date (unless otherwise :approved by thu Board (If County i„arinrromauInurs each
fiscal Year), utdeis said position is rcchissifacd to a higher parry g;radc (Sue Suction 3 rcg;aarding;
reclassifications). Nevertheless, the ernplie-ee will Still be evaluated in accordance with the (:ciunt}
evaluation s}`sterrL .111 e plo ccs are expected to maintain a satisfactory or above parferniance level
Iiai'tlure to do s so will result ill aappropthuee disciplinary action.
7. The foregoing; reflects the current procedure, however the County reservcs the right to change or
eliminate the procedure whenever neceSsaaary
€11 l.: Time c spent Bait as leave (if allscncc without pay in excess of thirty days shall be declticted fraetnt the
employee's length of service record when determining; tic time required far adwaairemcni eligibility
The dcciSion whether III or when tea grant a test of liw•ing; alloww°:attcc, as well as the decision of the
satnount of such increaaw (if ally) will be made ill the salsa and cxclugive discrction of the Board. of
('"unty Commissioners.
11,
lictcntidan S;irary^_Increals€s
I'Ins provision is intended to pratide consideration cif critical Sind/ear unusual administration problertis. A
rtrentieiri salary increase may be approvcd, at the C ounry Administrator's Seale discrctiisn, in accordance with
the lbHOawAilg, presw°lsllnls:
If the crnplasy'ec has reccitc`.d as documented bona fide hall Offer With all e"11110I.Cr Otlh-r 1111111 Monroe C.ou it4°
11C` CA: and the rCterltiOn in rereii; is a counter offer tta rctaiitl file employcai in their current P"sitatln (job offers
frOM tathcr Monrd e CountyI'�( ��,.�:, tiffiCCti, llrop.` ' appraiser, C_lcrk (If tit' (<itenit (.:E laa1°C° Sufis rvis 7r of
I ,Icctitans, lax C ollcctor, Sheriff or earlier aaffice teat reports to file Board of County ClnninissgoneCs will mast
be deemed a bona fide Job offer with in t'tilplgiver otlltr than the C,tsualM under the; 11rovr,;ion) Ir is not till'
iIll Lilt Of this policy to compete with the 1wlaIII T91C Coon C Onstitutional 0ftces. Utidet the prrat°isieans ref this
policy, tresc offices; shall not be considered as an employer either than Monroe CcsuntyB(-)(.(,;
V Retention salary anereaa. c decisnins are not g;ricvabla.• through the C ountd's g;riC%ancc procedurc unicss it is
allege d that such a dLCisiani was made based upon unlawful discrimination.
K To be elignblc° for retcntiOn inctcaSc considcration, the aiffected emploice must-
I ° cuum fitly be employed bt the (:aaunty° in a Career scri, ice Status position;
2° have Been ctantiituasa 51% carsp10VCd `sit their current position fear at least one calendar %c;ar prior its
the date the bdarta Fick iob offer was maadc,
3. haw`C received at least a °`tileeN Expectations" ratiofq rail their most rer:nt performance evaluation,
must currently be performing; at .an acceptable level, and sleill not 11a6°C' been iSsued a t4°ritteri
warning within the prca°icauS twclsse (12) mtasiths, and
4. Shall not hawL received a natal Mention increase of tilt maximum (250 u; within the parr twcllty°-
four (24) calendar months from the date the increase request is submitted tda I lumatl Rcsaaurces.
C , The Count4° .ldtnlnistrator Iraq Stale muthorov tr1 doermine amount offcred aS a retentie®n irtcrc;asc Withitl
the range of 0S4n tea 25 A of the affeetcd &:mp )t°cc's Salaam'. The Cora cy Administrator mat approve
vernber 18, 2014 32 0181
retention increases aa,; single or multiple utlary adjustments; however, if Intahiple :a;tlars' adjustaraents are
made for one employce'sc retuntion increase, the total of dun;ac salary adjusttneaats ma;, not exceed 25' * caf
The aaffected emplsav,'ee', 4alar` prior it) the first retention increases,
1). The reacntion salary increase mu t not place the ecrtlaloyce ahcrre tine maxirnurn for their current pay rang;u_
1 . Retention increase" recaarnmecrdcd under thud provisiaan are ;ubject to tine availability offunds.
Procedure:
iced ure:
TO rceluesr a retention is ercue, the respective Department I lead shall submit .a retention hicrease request package to
his/her Division Director and obtain hiVIrer approval prior to submitting the retluest to the I lu lean 1h:saurces
Office, Increase ruquem packages will include, at a minimum, the following; docurtaecatation and shall he vcrifced h§
the I Iumacr Rc,;1 urces caffce:
1. A cover creenrca addressed to the County Adnahiistrator with the written recsacrtcractadation approved by the
department head aced division director.
1 I f the crtiployce has another job offer:
(a) Validity of the job offer, preferably a coal➢}' of the written job offer;
(h) The reslaective office's indclrenelerar verification of the job offer
1 A detail of the training; coasts that ![casarcae County incurred ("I the employee's behalf over the bast tayenti -four
(24) ar➢cacrths, ! he detail shall prove that lasing; the investment of training costs; ,,vould he tisane° of .a loss than
awarding tire employLv the recortarnertded salary increase;
4. summation of the s:Mp1(sr'ec'4 elti4actory job lac;rfiannance (that tore employee has performed and ccarrtiraues
to perform at least ;at :a "'Mears llxl➢cceint ns" level and that he/she has asset been i-wed ;a ta`ritren warning;
Within the prc iou z twclt'e moratl'as);
5. that the divisican a recommended increase, ifalpproveel, would scat place tiler enrl)lal•use .above the maximum for
their current pay range;
G. salary, ccamparissu of other ernployces within the division/department will% Amil.ar jean rhoics, qualifications
and Ve:ars of service;
7. recruitment and retention ccantlirions in critical -areas as may he demonstrated by (a) high turnover; {h}
declined job gaffers, or (c) copies of resignation letters from previous umpinyucs.
Importance of the porition icy relation to the Action flat➢w of tlae departrraent and division
The I lum au Idc:;4caarrce:: office will ravines° the request and rnal;e ca reccsmincndation to the County Administrator.
(`errjft;ios➢sa Inrycifivy Sgl;ata' Irsnry>cse
"Phis 1➢rovisitarr is hittadcd to 1➢rovi lc an incentive for employees to obtain certifications bcrcacacl their current
minimum jails requirements which will enhance the knowledge in their current lea➢sition aantl add value to the
department as well as the County,
A. Certification incentive salary increase decisions are not g;rievable through the County%; grievance procedure
useless it is alleged that such a decision was made based upon unlawful discrimination. Icx the case of a claim
of a decision being; based upon unlawful &,wrintination, the affected employee shall fcillow dw procedure",
oudiaacd its Section 2.14 of the Iacrssorinel Policy.
K To he eligible for a certification inUratirc salary incrcase conAderation, the affected employee must:
a, ctarrently be employed by the County air a career service :status Position;
Ca. have Irene continuously employed with the County for at least orre calendar year prior to the elate of
regrestraticacr of the certification;
c. have received at least a "\Iret> I::xlacctations" t➢ting; on their artist recent performance cvaluation,
trust currcnthg he performing; at air acceptable lcvcl, and ataay nest have been iswuud a written warning;
within the previous "Yelvc (12) monahn; and
November 18, 2014 33 of 81
d. not exceed t%so certif cat'aoaes leer ;alcnalar s'eaar (rcricaaaal csfa ccrtifacaticsn will not sat°t any padditi€ n al
increase. in pny).
C S 1,500, car dollar amount as stated in Administrant-c Instructi€rn 4006 and 6402, will be added to the affected
erraltl€paces saalari:
1) `1`he certifictstioza iaeceittiie sal>ary° incrcasc rttaast aim gplace the cruployce above the m.aximurn of their current
)-rare raatge, to the eVCut the cretlployee rc;aclacs the maaximurn of their caarrcsat fear range, S125 leer month for
1,500 incentive, oa° incentive amount divided by 12 months, will be added to the emplolce's salary.
1: f.`crta ctsticsta taeccrti`.e sailer} iaiCre;ISLS reccpttartaended under this provision are subject t€r rile ai.aplaabilitw' of
funds.
'I he I Iuaa];taa Itc;sourcr=s caCL Will r€:a°icW the reeltoest seed rrtske a reccreaama:aesfasti€ n to the faestrnti� .4dministraum
lsroccelurc.
'1`0 role€c;.t a certification incenth'c salary increase, the respective cmlil€atc'€a sliaall complete the Ccrtafcaation Incentive
form and obtain approvals l dOr to registering; in the ccrtification course or program.
l he cruployce shall complete the forrti and subinn it To the Department I lead and Division I}irector for their
approval of the recommendation.
I'hL F.MPIasy°ec ;LrViCCS Director Will review the request and shall approve or deli}' flu. reclrrest.
I Itirnan 18c:aourccs wall rsffscialh notify the cmidn%ce of the alpprotal (or denial).
jinn satisfacton Completion ref flat: Certificarioaa farog;raraa, the employee shall provide sufficient proof tar
I luman !resources. I lursan Resource;; will prepareand lrrrces:s thss lftl,' fsrrraa to be c:ffccti%c on the elate of
certafcanon.
A "I°he dc;gpartricnt the em(wloy ee ai°arrk§ in will pay for the courses, books, tuition, testing; and other
rVl;atcd fees associated sari€h achieving the certification. The ernlslovix shall rernain in the county for at
last one (1) year ;after achieting the Certification or arn4' ccostw associated with the employee achieving
the certification shall fee refunded to the Mounts' :arid deducted front the employee's natal leayclecek.
.t certification salary incre.a:se for any employee is treated as .1 licrrnacectat salaryincrease as long; as Hasa ctnploy°tc
ret<a€Kati Cite sarsac position,
+09 12. t'I'I° oil, I[Iiti:,ys. YltOlA, CAI.1NC rS, .yNNIVI:Srs.tltl' 12.VYI:S Sk I I'I.fk1'4II" 'r' +r"I'-VrI 'i`+
(IIAlv:cxl?"
The daetc an employee first begins, work for the (aOusiry shall be hi:s,ralicr date of lairs;, and shall 1st° used
in relation tea the procedures g;or"croing fririg;e I)coefitii and eviluatinns when applicable. .tart' break it]
employment of 48 hours or more will Create the sated for a nett" date of huts if that Lniployce retunt
to County Service,
B, t:Il.t 'GI?4I1�11•;tll'I,ttt° If:l "1° g`lit"1`II`+
A prsrn€sheen can occaar When an employee is moved frimi a pohitiOu to OoL Class to another position
in a different class while has a hig;hcr maximum saalaar%-
,tart° c ploy°ce may be recommended for demotion by the Department 1 [Lad with the approval of t}ate=
Division l];ircctcsr anal the County Administrator fcsr causc., t demc>tc d emfpl0%LC may not be paid
more than the maximum mate established for t[ac new pay g;radc.
November 18, 2014 34 of 81
taa r inpkrr ec rywo%ed into another position ill the Monk lob classaification or to as different position with
ihL s.mic pear nangc relax 110t he tllg;ible for a --- alan ialcrcaesc Ot the time Of trLtalsfcr.
All €°et P10%'cL, lellivcr .an date i4 cfftctiv°L OVIL }'Lar from as fsresmotion, recla�silicaation, Or minsfer
%hick ik;o resuhLd ill an iucrLiaaee in sal art'.
%V11e11 2 to p0r n cniploi.cc attains the aatatus of regular etnplH IVLL in the sarTle p05iti011, hi,
aanniversan d',OL will be his date (if hire for L`aluaatuara purpsa>es, LLA%e tarerUaal ;trice benefits will be
i plLrrtentLd in accordance wbh current talcs and mgulaticans gasvcrising; saamr;
4.10'I'ttlfiDtM RY,.I#ltsl11 Rt'I.;lSSTFICVIION
Due to a vacancy of as budgetcd position Ml emplss$LL rmaay be assibgicd fnllAi L to work ill am higher
Classification up TO Me t`Lar, UOILSs OtherWNL dOLI'mltted bi Clae t.Haltfatk Administrator. An emillo 'ee rec1HllrL;d
work ill as higher classification 30 con secutive caloidar dai's or less may be relluared to do so at no illcm ase all
p;iy. I f the enrplcDVI.L Cs Mquired to 64 OTIC bL%011d thlti perl4ad, lie or she Aould he gat"Lll as tr n1p0rAn mintifer
tea the higher classification and be paid the g;reatcr of thL minimum salarV (If the par range or ai salary
hlcrctse per hlg;hlr lctet lrtegrttele (`vlsiellr r as grL;attr'• rctraracticela ,lpplita3 to day one he or he Ncrved ill
such hig;hcr classification ;and LVLrV €0ll:acstttb L day thLrClftLt, At The conclusion saf the iu lsibmtrient, lia% shall
revert to the :authorized meta: cstahlishcd for his regUlar po itiHata, ,11V sueh tcaMPOrtry inLtease graaattcd shall
MA affect the Lrnphr}CL", eligibility for normal salary advaslcLmctlt.
(-)Ile or morc u npl€ yces may be temporarily ;assignicd dutrLs 'me..poiisibdities Of as v'acaaut budgeted position up
to 30 consecutiv°c calendar jars or less which have ;a sulawtatntite impact Heil art ernplo%LL'N daail Work life, arL
out.ide the normal scope, ,and require a new skill tiLt, If the L falrig'Le(=) is requited to uork beyond this
period, he crnplessee(s) will be g iv erl a temporary adju4irr,Lnt ill par' of Y,1 retroactiv'elt' applied to darn onL he
Or she served ill such capacity intl every esansaLutiVL daty' t1lM3ftLr- L�%t the cHDsaclusi+Du of the assigrrrncnt, paag
3ta11 revert to the authcDr€zcc1 rate Lstahlislied forisfher rtgplar position. .UV such tL pOrary increase
granted shall not affect the emplo%ce's clig,ihilitiftDr n omi al walarg' aadV.-MCLMCu .
1.1I 1C° tl l=; I)UF D14j,'ASED E.MP .CiYL
Ise the case of the death of an cmployce ror whom all estattL i not ra i,;Ld, M1V w.tges, tr3lo 1. LXglerases Her similar
amounts due the employee shedl he paid by the Counry ill accordance Leith the Horidaa Statute 222.13. An
employce Who does not have living; parents, spHousc, or children eah,all haai c the right to dLsig ll,atc a bcllcficiar+%
in writing;.
4.12 litii7C Il'T LIMITC VI'►ONS
The Cuualty Administrator must cdMiuistcr thUSU Policit ;and Procedures within the ',]MOUnt4 which are
contained in the budget as established by the Board of t ecru g' Co rnissioriurs. :®tcordingh�, all estlployceas
are hereby placed east notice that the payrcUlt Of salarhes Auld HIL g rasltarlgr, Of salan iucte a%,, is alw aYs subject
to the availability of furid,;,
1°lovef'nb r 18, 2014 35 al 01
When an crsaftloyce bcc€ mcs the mayors aide-, said efalcas'cc Fill [tt as6 ardcd a 4'n saalart i€�creisc for tits
length of time hcf she holds, tlIL fa€asiti€mat Of I'XC�cuti%'L AqiAaffl W t4tc Ina Or SMd cetaialOVCC trill
acknowledge bysifptattsrc on fesrrn t€ttitictl "ilea€tresc Cota m l mfalcaMttstt Ag;rrcrrtcatt I .xccutitc :lssista€tt tea
the s\havoc, that he/she a nder,t:tttds and nagr'-Ls that dus additional compensation will be wailttlr:t+. n if and
evlscat the ccammissioncr is no longer ;Nl ayor,
am
5.01 J-mys{iND W(1ltl�" %X
Ag No (tlat nr% DLI"NuInmcut rues +afMRIL seal ILSS than a 37 1/2 hour ticatred weak mweck, racer more than a 40
hour normal work WLLk (cxclusim'c of lunch bfta6), unless authrarWLd ill adtanuu in %%riting; by the Coun h'
.ldtshlaaistratomr
B 'I hL work WLLk shall start tit 1201 a nm Skiod',1V alhd Lnd at 1200 Mid1ligIlt %tJtllr&u, utalcss OdwrwieL
EapgaroVLd by the County Administrator„
I;. I°ffecte,L "if;tt' 1, 1991, all uLU1Y hint-d regular fall -time c:rnlalt¢heLs will be ra.cluirLd to work 40 htaurs per
mmeck utlle, tftc autlhrarixcd yeah pta,titgtp FtatLS Otherwise, or uALM (KiMrmwi.5e determinLd by the (io"org
dmir. a: trator. WhLu all c plct} LC; chAnges hi, or her position through thL Promotional Opportunity system
hLI'she will bL rLEILairLd to work furry 40'; hours per hweck, nihlus. cathLr'Aisaa PO';tLd
13 All full-time LM171111%.ces :are recluirLd to be limscatt oil their assifmLd jobs for the total kraut' ill their work
week, uulc s ab:.cncc from dutt v authorir.Ld b.% the alapraaptiate authoritg ill accord,tnLL `with these: l9crstatlliLl
policic.4,
Ir Parttimeunmko-Les are rLquirLd to be prLsunt on their lobs for the oital number of hnurs for
which calrnlaciwatiow are being; %CLivc d, unlL .a abwerac°e fVOM dttt}` is arithtarirud ba the :appropriate authority
in accordaauce cmith these lsLr OMILl pathetic
I III aabscuCL<, ,hall be properly rLCI?rded and charged.
G, Nothing; hLmin : hall constitutc a guaranteed minimum number of working; hours per mwuelt.
11. .Ilternati e work schedules, 'L.g,. four Id hour daEsi are irrapleKTILnted at the thscrLtion of tile Division
Director for operation, and scctions that earh utilize ManpOWLr and Lquiptnt,:nt in a More productive manner
with the !angler day.
I. !°1LXtiaric I'r€>g;raru — In duparttmae'aats me hem operations pLrmit a flexible schcdutu, dcpartiocilt heads rota•
a]Uthtaritc a &Xiblc schcdufc under the follcmihtg, provisions:
I, kk hilL maintaining, 9UfflciUit staffing during; nomaal office hours (definLd as Monday _ Friday, 8
3M thrcaug;h 5 prii, staff may choose the follo ingl. (1) 0111611ue working normal Working;
hours; (2) work ^I ten hour aho,; (no carlitlr thala A M, — nice latter than pmi .3) work 4 oiliL
hour dare and lane four hotir c av, (4) work 5 Light hour days and use only '''e hour fsar kiuch and
arrive a half -Maur later or ICOVL a half-hisur LarIlLe, or (5,,, such litter arras gCment a; ;are mutti.01%
a recablL with cttmgticaa'ee, supa:rmisor, and Division Directilr.
2. During, `cto:6 with hcakdatits detailed in SLction G of laersaaianO llolieics and larocudur€+ {car as
othcrwasc gratittcd bh the BOCCI, the ershplalhee will be granted time for the halide}` (if neat
worked) for what the etrmployce would flam'L nonnalk worked for that day,
3. Ill situations where there are multiple requests for the :lama° schedule that 1L.im°Ls the dupartramerat
understaffed, the scllLdulLs will be rotated earl the basis of seniority with the rr OA riurliOr ctauihtt
cmployec getting; their first choice for onL month and the next most ;Lnmr counrY employer;
g;Lttitag; their schcdulc of choke during; month two and eta forth
November 18, 2014 37 of 81
4, Immcdiate supervisor, Department heard or Division Director leas the right to cancel In
Cmilhayee's participation ill the Flax Time Program due to hird:ahip issues or abuse of the palic}'
5M C'sk'l$.l TIIMI't ®°(sOIlb:l°"t) ( (')�ya-[°.�I
()vcrtime is gcnerarlly° air unbudg;eted expctew, and should be approved prier to time worked,
,1. tLLt°I"1?laII="N"1" t )I-l'_ 1 1C1CY
1. Overtime, wlrctlrer ccampeusatcd with caaAi or tirrac gaff, must be approved by the Depaarrmcnt I lead
or rather appropriate authority as seited in Administrative latstruction 471 '�erics. The employment
and work program of each Department should be arranged sea caw to eliminate the ucccs ity° of
€ vertime work except in emergeuc ' € ituations.
1 Overtime is defined aM work ass`ig;ncd and actually worked by ;seta° cruployce bceyond the normal
scheduled work week.
5. Employees who work more than their normally scheduled hours will be laid at their straight -tune
rate of feat' for all hours worked up to and including; fortp' (40) hour:a ill a work week. I leaurs worked
in excess of Forty (40) hours in a work, week will be compeusared as provided below.
4Employees who work in excess of forty (40) hours ill eery work week will be laid overtime at one
steel cares lttlf tirucs their regular taste of pay for all hours workedcka•cr Forty (40), car will be: granted
time Gaff (compensatory time) in lieu csf overtime if the employee cemscrstrs in writing;.
5. Compensatory time, if offered by the Comity, will be governed lo' the following conditions:
a. Must be authorised by the appropriate Department I lead car other appropriate :authority as
defined in A. 1. above and the employee must consent in writing; to comp:n.,tarory time in lieu
of time and a half mrauetary compensation;
la. One and ante -halt ours of compensatory time will be granted for each beater of € vertime
Worked;
c. (:ompertsatsary time may he "banked"; however, the rrtaximurn balance is 240 hours, When
an er►splsarce has accrued tit; maximmin of 240 hours caartspertsatory time, easy° additional
overtime hour,; worked $i.e., over For", (40)1 will automatically be paid at the time and €rue..
half rate-,
dl An employce's reascanahhc request to utilize accrued compensatory three will be considcred;
hC➢\'re0°er, the (asaUMV rescivcs the right tcz exercise control of the use of time Gaff basted on
work load Arid scheduling) but only if such work load said scheduling; constitutes an undue
burdcn tart the C aunty. 1'ata'itrg tea°ertime tea aattaathcr eratplsrrec tea acccsrumcatitste art crttplcay'ec's
cornpe nsatory time request N not an undue burden.
at. Upon termination of enaployrnent, ;rn errtplaatert Will he paid for all unused authorized
Compensatory time at a rite of compcat:;auon not Iess than:
(1) the average regyttlar rate received by the crtrploycFe during; the least three years, or
(ii) the final regular rate received by the employee, whichever is higher.
November 18, 2014 38 of Al
5M t�\'1•.t211ta(1,ai"t)RKFC)Rl`MFj1(GFN Y1I .SP 4 "I',VAIN,( ��'I`. ,
Ovurtitme bw Viraefig;hter, is outlined iaa the nugoiLtte"el 3,11°•t•• Uziicstt (,ontract.
4 ()i\'t:lg'I't tl.lti'()lih f t)It 1°.MA;S11'`1. 1_:Nll'I,C)1°I"FS
It is tite gCnerat Policy of Monroe (:sstaaaty' east tercompensate For overtirne flio-w r"€mplovecs classified as
'exempt', from the 1•'atir labor Standards .Act. I low•ever, a Dicisimi Director or Mp artmettt I lead dusig,p€tared
by the Division Director or the (.ou`tty .ldmitx°astrator may appr€at"c ctat7tptansatimi for overtime, a,"itheer in
compensatory time or pas`, for all exempt employcc who bass heat rquired to weak unusually large amounts
seats
of cas°aertinne, satch as during; Fa di;tamer, etc.
5.05 N11; L1. AND l�l; i'1° lai:18(Cil tti
A, I mplcay"ees classified as regular full time will receive at ttstal of one hour for rrac.alirest period per w°cerk shift,
the time ;tad sealucrrce of which will be deterrtrined by the Supervisor and apprc vcd by the Department t lend
If it is €teccssary for the lion®aexenpt employee tca Work without a meal/rest period he/shc: will be crthenvise
ccatxrPell satvd For that €imc° All Bather catployc"es will receive men[ or rest periods in an amount :and time
deemed appropriate by their Supervisor.
heal and rest pe:rio& shall be o:hedulcd by the Department I lead consistent with the effective operation
of the department and may be rescheduled whenever necessary.
B, Nursing Mothaers
Section 7(r) of the Fair Labor Sttattalards Act as amended by the patient [ vgcction Affc€rdable Care Act.
For up to erne year after the child's birth, ntersing; rmotherw will have a re.ascnt;able break time to express
breabt milk For a ttur itt;4 child and be preas°idrd a plaCL, cattier Clem a bathroom, that is sfticldcd froar view
and hitrledon From the public, which may he used tta sxpress milk
faM iil=faft:LM, I It sl,lf7;i1"
With the cxcclttion of"A" hdow, rile following area holidays which shall he obtervcd by all County offices in
which function,; can he discontinued without adversely affccring; required scr°icus to the public:
New \ eir's Dav
Labor Day
!"residents Dav
Colurl bui Day
!Martin Lurlivr Kin 's Birthday
\'eteraias Dav
Good Friday
Thanksgiving sgiving; Day
Memorial Dav
Thanksgiving Friday
Indcpendence Day
Christmas Day
let addition to than above -designated holiday:;, the Board of Corr piss€oncrs, in its sole discretion, €na% grant
other special holidays during the course of a yL!ar to some, or all, County cmfrlovccs.
A. C"stasardi.aia ALI !.item— Ofdeiral jlealicl;ty
The posvttlnn[ o f (' asc Coordinator and Paralegal Litigation shall observe the fq 4lowing holidays:
New Year's Day
Labor Day
Chri;attttax Eve
Columbus liar'
4larrin Luther King;'s Birthday~
\`v crans Day
Good l°ridav
Thanksgiving wing; Day
\lenlornal li av
Thanksgiving wing! Friil.0y
lndeg endencc lay
Chrisrrnas Day
; t;€ta: rAgorngy — Official ! ltatida
The position ofSr, Sysrcnet :Analyst shall obh er"c the following; holivla y s:
New Year's Day Labor Daa%
I artin Luther Kingl's Birthday \'ctcrans Day
Memorial Day Thanksgiving Day
Indcpendcatce Day `l"hankggiving; Friday
Christmas liar•
CP4Il)li� [7c:fearricr®t`�fdici;tl f lselivl.aas
The posi ions of f !caring; Reporter, Sr. Svstcros Analy t, and Indigence I'xatni€ er shall observe the
following holidays:
Nc%v Year's Dav
Labor [fat`
Martin Luther kings Birthday
\'etcraam; Day
Memorial Day
Thanksgiving nksgiving Dar'
Independence Day
Thanksgiving !'ric aav
Christmas liar°
All salaried estaphpvccs on flm active pac roll tan the: date of the haanday shall be eligible for healida} pay at their
regular rate of pay% I Iaaurk, crrjlalcayecx shaaff not be clig;ihle for holiday pay. Fmphay'ccs mwit he working or on
approved leave with pa}the €°ntirc der before and the day ;after za holiday to Ise Ccarsapcaasatcd for said hood a-,
Each emphayee shall arb;Lrvc all lacalidaays dc;;ig;isarcd its this Section, provided that the work load Of the
department is, its than discrcti€ala Of the taaarnta' ,ldminlstrat€av, such that the cmplaay'cc's work load carmot tic
discontinued without causing; a hardship to ncL t oullty,
In the event $lilt the work hied fit am department does not Permit the oba crvance of any ilaAgn;ated holiday,
;all etaapl€aa cue ., required to work call said dcsapaied holiday, or if liolfday falls on crnplast ccs desag mated dale' off,
may be granted at odor days Icavc ill hcu Of the hohdayor paid for the work perfaarmed on the holiday, as
determined by the I:epartrilLut I ILAd and, i`or Dwixion Director.
04 1101,11'mYS 1=.11,1ANCl ON W 'S1 ',DS OR Vj11,N i Ll tNTY I°,it'll. ITIFS .\M itif�Ityt.lLLY
Utde,s otherwise specified b% thi Board of Counry Commissioner,; - when ;a holiday falls on as Saturday, the
preceding; Friday shall be c WLr%ed ;as a hohday - When fa hofid.aa' falls aan a Sklod,'u, the fsallaaavifag, lhastdIN shall
be aahrocrved as a holiday
Naar Csaumv facilities noffnally mspcst €ass Saturday° :and Sunday} s, w'laa;aa a hohday° falls can a Saturd,at or Sarnda%,
those facilities will cahait rvc the` holida% Seal than actual holiday in Rest of the norrtaalla scheduled Uount% I lishda
For C ounta' fimlitic's normally chased can Sunda a s and llaaaadays, wimn a holiday falls on a Sunday or Monday,
thcase ftcilitics Will ObNLrte the- holiday oil the following 'I"msdaay°.
Iiraa(alaiyccs on annual or ;nick Live during; per ode when dcsig;natcd holidays occur, rihaall nor have the clan of
the holiday charged ag;ainyt their accrued Icavc.
IS,iih t"atll+l?lI�'�t�t. t: ftls:l.lc_131It1��1.11.1`:I
Employees Who choose to observe lather "holidays" for rcligious or other rcascarts must der s€& by utilizing;
annual lcavc pursuant to S:ction 7.
Novernber 18 2014 41 of 91
1.1. 1t'E; WI l'E I PAY
?.al rt% U, -1 Irl?,ty
1 I+
All salaried esnphay.ees With rtgcalitr status working ` 0 hour, tw toore per wLA shall earn and accrue
atiiUMI leave with pay. 1 lourly t plcaaces will risk accrue annual leave°
"i€ ual leave for regular, cmplsayccs shall be earned in accordance with the f0l1OWiug tahle
rears of
I IOUFS Of I .Uku c I ".aartacd
1 Itaatrs of Leave I tamed
Continuous
During 1°:ach Calendar
During Beach Calendar
;atrvicc
lcertrh
:Month
- ----- ------
40 1111W
37 '/ E IlaW
l through 3 vears
4 hours per hi,wcekh
3.75 hours per bi-a4cukh
Pa l perltrd
pay period
13 wrarking dal° per `caar)
(13 working days p:r t'ctir
4 through 10 yeah,
3 hours pt r bi-weeklt
435 hours per hi-WLekly
pa°;; per od
paat° perind
16 1 ''4 working Clays per
I0.3 \korkjnj,daN's per )car
vc ar`,
I throu,di is tcgrs
fs 11csur4 perbi-y4eekiv
575 lisatry perbi `yeckh
pay perI0d
pal' ptriod
19 1 ;-2 `aerkin g, da%s per
19,9 working days per agar;
i`e;ar
16 through tLeruiiaatiOn
i>f0 iplo%Ment
7 lacaurs per bi-weekly
6,15 hcauria per let weeks%
pay p:riaad
pay peened
' 2 3,A v, Crkinl1r,, daa's per
,�3.-e w arkual days per i`Lar„
%lonroL C ount% curreaitl&' has a bi-weekly pay period ';VALM cca -ri LiaC`ing at l'3.00 a.m. Sunda%,
ciading rvni Saturda `s latter at 11:59 p.m. There ;ere 26 payperiai&; per 1 ear.
ltitivail less%c €t>r c plest'ec:, working less than fill hours per W4,Lk, but morL theta 20 hOUtA per ts•eck
will lair pr€sraatcd accaardifig to the hours worked.
1\ lom thcrsp ha bLLAI a break in Lmploymenr of 48 hour; or mare, the Lnipltai ce, upon reiustaaviMent
Or re=cattplsarm sat, will lscgiai cariaiai�-' Minu:al leave as a iww LmplovLL.
November 18, 2014 42 Qt 81
Firiployces who are cpn leave without pa} status for tnsarc than 8 lacaurs during; a paefwrod will [teat
accrue annual leave for that pat periled,
C. 1. Aucaual 1L3Vc [sisal° be used On a payday .tea, paccl.as basis ;as it is LarriLd according; to scheduling; requirements
and neiv be accutnealate d up to 40 working da%,; with a maximum (if 320 hours'. .last' time Larned in excess of this
same}salt ,as of ipril I" of each Lc.ar will be least. Ineli4'lmuil Lmpleatcts arc msponiible ftir monitoring their own
leave balauCL.
1�.
I, All annual Itavc must be approved ill adVII]CL bk the alpplicabIL I)epartmcrit [ [cad, Division Director and/or
the County Administrator dependsng, sail [lac paas'itaaeu 11LId b� the requesting Unplcsg cc. HIL cttaplsayCC ,hall fill
Out his I<cIVC RCLIUcst Fort and s€tbmit it to the DC-parmicart I [Lad, who li an the right tea deriy an crnployve"s
rcLIUL'st for arruual leave, if g 1cultlaag such It:at°L at chat firm. would bL Atriraactttal to (:eauaatt rspeesation s. Upcati
such denial, the c carploycc may request the kar c at another time.
The I3cparu cut Head is resgponsiblC fear Verifying that the emplaayc e dears Invu sufficient accrutd leave to cover
the period of ;absence, .and should rLtunr the 1L.WL ra:cluaat to the Lrnapleslce iudis:atatrgl apprep A or dermal, .t•ithirea
sctrcu ` da4 x of receipt of the rcyuLst, unless a valid rascals is given to the employ L: f€sr the dLlal.
M,.kl, LIi Ai`I: 1'r®'a` UPON _qla,iltA ION
If the pa%mrrir cif annual Lave is aapprovcd Isa the Ci'c UM%, cesinputiaag; said leant pat will be based sail the
ecnplcslca:a5 Mgular raw of pal and ternis ofseparation
Upon urrollment into l:tltOP, all vacation time will be paid to the: employee upon completion of the appropriate
pa) roll farms (Apprravcd by 1'sOt<t. Julie 10, 1998e,
1°, 121iS'!'I K:LIQN
Annual leave ama% be used for any p r)ts;tt., howcstr, it is a privilege incident to Caucus` service and is nor a right,
anda4 cams be used bt' the LtnplaWCV if taka.aa prior to turminatiesta flan C aU.4L or in accurdaance with these; policies,
With thL fasllcxviug; rcwtricticanse
1. Annual lcavL may mist be taken until accrued in .accordance with these rules.
1 EmplcoycLs will neat accrue annual IUaL during; .a ILaVL Of absetacc Witheaut pal, a suspension
or wlaLn thL tmplcsi-CC is astherwisL in a non -pa) ing; status.
1 Ivccticsca 11.01-Resignations.
4, i;Mplsage is whcs IL3%L t[re f"asunta' SLrViec Wltltaout preoper curries or who are to inated for
just cause m aa' be clsnied paymart of accrual arnuu.al ILAVC
il"a :%1t;K l,lt:,tVV
V H.TCIIB11.1 fti;.
All salariLd c galsaVULS with rcg;uhir status working; 20 liours or MOM per week shall havQ the privilege
of accruing; stck leave in accordance %6fll t[rL,C paslic°ics. I lourly crnployce., will not accrue sick leave.
Emplcayccs shall not be cligible to use sick ICat`t until thck' have bc'eaa in the t;asurata' %MVIce bir'90 a avt",
unless rccarrtrttcndcel by flu- Dcpaartmealt I [cad alid approved by the Dit`kuon Director. Vuriftcatilan
of ilhx s by a phy sc's°an m;ae bu ra cluirccl
if ,1t:t;Itll.11.€EtSII;F; I,l:,1r'I
-111 regular, full-time empkaa ca:w VAll accraac 4 hours sick ls;ac'C gac r p y period.
There will be no limit (if the arrnattltt of wick ll-tve that Call be accrued.
:lick lLn%'C for employees tw°aatking; less tll;asr 40 lleaurs JILT week, but at least t%VCllti(20, hours per tw°uuk
will be proraaed ucording; tap the houtrx %orked
When there: ha,; been a break in service of48 Imurs or more, the cmlalaa}'ce upoll reiaastatuenent or re-
esraplcat'rtteslt will befsta accrusng SieE leave rs a stew cmplrae°ec. Ie:a�ployces `whet .are oil leave Without
Pay for more thall 8 hours charing a lrmiv period twill not accrue side Ieat'l for that peat' gaa:60d.
t)le
1. Sick leave : iall bu cssLd only with the :approval of the applicable Department Ile;ad, Divisiust
Director or (;eruloy Admirtistrttor and shall nart be aetatlaoo ci prior to tllc time it is earned and
credited to the C pka}'ce cXccpt ill ica>cw of prcarrang;ed GILdic.al appeaintsnents, surgtc°ry or other
health rclatL!d matters,
2. Hick leave shall be authorized unfl ' isa the es^c nt of:
a. The etttpk)yeses Ircrsaanal illatcass, injun or eXparsurc to as contzaggiou,; disease as.ltich wwOUld
cndangger esthete
b. IIl%teas or injure of a husband, wife, doML,-;tic partrier, fatllcr, maatlscr, Icgral g;uatrdlaaoa :earn Or
d;augphtct ;;includlni; adolized err feaster chila3i-
C. The co plo%ce pciisartaal aplrocsintrnartats wale :a precut€caner st hOl a is not passible to .are.rogC
such appointrncsltw for off -dun hours, but not tea cxecccl the LXICIIt of time required to
co film such appointmesats.
d. PrUrranggcd surggcry or aathur hie alth-rcl;ated unamr.s.
1). Monroe County has cstablislted a Sick Leave leased for LhOble full -Brae cniployces designed to aid the
eniplovCL suffering; from nit extcndLd illnuss or injury :';ice :\dminisatrativu Ietstructicatt 4702 for ruli, aiid
corollunuat praaredesrea
7.03
1, ;lick IcaVC is .a pri6llcg=,a, and suet ,a beastcfiit, In fact, use of sick time actualh causes a hardship on the
Coulon, I lie. County num, tlYerefcare, e`nwurL that CMpho Les utilizing! sick IC'IVL Are complying; with Section
7,02 Of these POHCies and proccdures.
L:mplcrt'ears MUSt MCCt the fiallaawing; conditions in order Las bye ggrintt-d sick lcave %ith pat.
i'slut ember 18 2 14 44 of 81
I Notify lxis/her irnmediaate Supervisor as spa€§ti ass the ernplee}°ee Icarns that he%she will be usable to
repcart to v6ork in accordance with individual dLptartnlerrt Polley. I lie cnapl(aece shall call its to hi'/her
ntatn diatL Supervisor at least one (1) tithe earl each ctan>ecutiVe shift thcrc°.tfteer, tlin flu; Ciliployce will
rnis: work I➢ccaatsc of sick lwve.
2— bile a ww r€lien report 'after returning to work) explaining) the ie hire of ties ilhxss when required, ba'
Iscr SUPLrwi •ear or Dcpaartrne€rt I I"ad
3? Pernor medical examination, nursing; writ car arx' C ouslt}` inquiry ztelsepholic call, eisir tee the
errspl€ i9(-L's house, etc.) deemed appropriate by the Caanal€t° to dracurracrat the illness Of the ernplcayec: or
£amilw` rnerliber°
11u 13a parrinent I [cad is responsible for followa'ing; tip on sick le<aw°e ease and for ensuring that there is tic, sick
leaaw`e aLluse. `the Department [ lead nisi,rcclaiirc any employee to bring; ill ;a notc from his or her personal
piltsici.an for abscraces of three (3) consecrtivc working days or more. I lcaaa°crcr, if it Departrre it head
reasonable` suspcctsa that all employee is atb sing; sick leave, said 17ep,artnrcnt I lead may require that a€l% use of
sick lcat'c bw the tanplc %'ce for lierself or family member be justified lry adole from a phw'sician. Further, ill
slit cximi: that ai Dcpaartincnt I lead is umaatisfaed with the initial doctor',; OWL, Ile Eli W rccluire the employee or
f;arnilt ineollscr to be examined by is County - designated physician at Elie Cassia€atSnz cr°pense.
[i If it is dctcrrrri€lcd that the einploML is unfit to continue working;, the ► c.palrttro,ot I [Lad may require the
cnlphnl.v to use any part of his accrued sick ie.aw't, cornperls:autrt' time or annual ►eaw°c and riny thereafter
requite the ctlaploacc to take sarcla Icat°c Without pay as is amedacally di-krrlliicd sufficient to restore him to
nornnl litalth, licawwi.ver, this will it €lsa way prs:w'ent the Csataalt}° from scpartting; him from entplo'niche if tilt
aabscalcc would be of 4aich desrcation as to pasc a la,trdslaip can the oprt.aticnas Of file 13cp,artra"Pocalr.
C,1`liaa Department Iliad relate' rcquirc, at ant, time. an crtlploa%ee to presetrt MCdical eviciciacc 111st lac is
physically or mc;ntally fit to work and:or the: l?cparrr cnt I lead may require air ernplcasee to be examined let' a
C oulltvjcsigQtlaated phcsicia€r or psyc►licatrist, at the (:ounte''s crtpt3alsc:°
T04 L,lia'1"Ilrl(;,i'1`1C1 C l°_.iliSlal fsla
Ifabsent fear tlaree t€➢nstCutiw°c wa nark dat s ww'ttlaaatlt ra p(artisll ta> tlal Sasllerw isaat a ti atstara saaffic€salt tea useifw thL
absence, the crnplaaa'ee may Ise renaclw-td frorn flit payroll .as having wotuntarih' resigucd wwithOilt uOtice. ►lie
Supervisor is; to notify tire Depaartincnt I lead: ..tilt' a n aurhorsred absence ni ai be cause for disciplinary ;action,
up raa and including terrnial:ation.
7,05 I.lao.1\ V,
A, :1I1 etrlplc➢w'ea:s covered under this policy shall be ggr:antcd up to two working; dal's off with pat' ill order to
attend a ftnacral 017.1 n1CMbCF of the enap1Oa c 'S inlmcdiatL Li it%. Additional nmL gaff ,`lo rand abcawe the
two working da}s herein prowsdLd' neat' be approved by the Del-larmicatt I lead, and charg;cd to sack or annual
leave. Additionallw, the f_outlir' tllait` rcclaaarc Proof of death of a farnrlw tnember befrare rn.ak€rag; paaVMCIlt for
le:sw'e.
The ranrnedr:ate faMiIV shall be construcd tap nacan one of the Following. I lusba nd, ty.eft, father, inother, scars,
daughter, ,aster, brother, uncle, auett, first comirl, r1cpheww, €1€e'cc, dornaastac p:artnt r, domestic partner"s father
arid rncsther, Icgwal guardian, grandparent or pit -laws fathLrAll law, Mottler-E31..LoV, Solt-ta law, daughter
brother -in law, sisier-ill-lawn, stepfather, stcgarracacIM, srepsaorr, stcpdvUgghter, stcpkarorllU, stet➢sister, half
brother, half Sister.
November 10, 2014 45 of 81
7,06 I €i .Il AYS D1§'e`C,'t Q Sl(t' w I I° %\'I{
I lolida}s occurring while an t;mpl0VLC i, on sick lLa%L Aull not be chaargcd aagaarn.q the crraplincc's ,Ack Icavc
balaracc.
1 \aa crnlrlca}cc` etch€a to ialAM With Icss than fim F5 t'c;ars a;azaatiraucrus saarsiCL slaasll aatat he paid for an%
unu:.4ud sick ]Lave crLdits.
14. Employee'; Ulth var%8T1L� °§'Gatti of cone#86l ous ti4 evicu dill, upon :separation, ftom the (,ounty in good
,standing, death or rctircraacaaa, rcccitc iracGaatat'c sick It ive flatas frrllaaw's`
5 to 10 sa.ars of scrt'icc 1 4 of A accrued sick lL ate, With ;a maximum of 30 dat z;.
10 to 1 t'c.ar; Of saarrscc 1 `2 «f all accrued sick It;.IV a, Witla as mounturn of 90 dam
15 ve ars or more 11a2 of A accraacd Ack La%e, wills a araaaat€t aaraa of 120 da %,.
('. fhe patt`araums m adc as terminal pay for unuscd sir k I %VC, s hLThcr faasid as salan or crtlacrwise, shall not he
uscai in the calculation of average final ecampeaasa€ion for raarirr slat.
13. E°:Mfal`aVM5 Naha€ IGaVL the t.aaa nn. Neraicc without laropu aaeaticc or Who are tc.°rrraiaaa[Ld for kim cause rnae
lat denied 11'IVrsac[It aaf arccrued Ack leave:
?,tii3 'I'It.liehlallt d7i' I,l i.1\'1
o c fe[crl`cc W110 resif;ra, from aaaa Gay€ith or a9rgantzation to accept s pea inon with the carunq will raa>t be
credited with hours of unuscd sick air manual lCIVL• which ,kas aaca:raacd While GszaPlratud bI that code, or
organization,
!.I?.1r'!; t l ;y13 l?LeC E
Administrative le2ve is Icaas•e with pay that is not charged to the employcan's sick or annual leave.
1. A fail -titre employee who is summoned to jury duty by a city, the County (Monroe, the `itlu, of
Florida, or the Federal Government or subpocnaed to appear in court as as witness in a crimuill or
civil action arising; from hii or Itcr county cmi-th went shall be granted time off with ply for the tinge
actually spent can jawsciutti' or in the court aippeaaraucc. €°ccs paid by the o:ourt will be mtaincd by' the
employee unless otherwise determined by the County- Administrator. As conditions prccedLut to
receiving; time off with pay for jury duty or court appearance of the aforesaid WoUrc, the Lmployel
raiaast:
IL Motif} his%hcr Department I lead of the summons o r wuhperc'3at immediately upon recttpt,
produce the summons or subp}cua to his/her Department ! lead upon request, ;and prortide
the I)Lp;art ent f lead With aaai ChfirualL of the duration of the sabscaice;
b. Report to the Department I lead immediately upon the COIIClusiori or a:ontirsuancc of such
jury duty or court appearance;
c:. Report status of jury duty to supert°isor or desilliee on a daily basis.
2° Any empho'ce on biry dUtt' as specified ;above, and who is released or excu:ld frowns jury duty
during; normal working; hours, will immediately contaac't Isis or her supervi,;or in carrier to determine
whether the employee will be required to report back to work. hmployces who work a 24 hour shift,
will contact their 6cpartm nt ! lead (or designice) when released from jury duty. If the Department
fiend (car clesignacc) derunnines that the employee could near effectively complete his or her work Shift,
the employce may be granted time off with pay for the remainder of the shil°t.
3. The County, to its discretion, rrew reschedule the working hours and days of work of an ernplot'ee
employed can anther than a full-time basis who is samosa rcd to jury data- or subpoacnac'd to appear in
court as a tithes by a city, the County (,Monroe), the ; eire of Florida, or the. Vedertl Government in a
criminal car civil action arising; from his or her county employment. If, in the t-aeunry''s judgment, it is
near feasible or practical to schedule the crmploy'ee"s heaters of work around such, the County shall grant
the crtsployce time off with pay for the time actually spent on jury duty or in the court ;appearance. As
conditions precedent to receiving; time off with pay for jury duty or court appearance of the :iforesaald
narurc, the employee must abide by the provisinns contained aboa°e io SLCt°son 8,01 A -I, (;i) and (b),
4. If any employee is subpoenaed as a witness anther than in the specific circuanstances described
above, the C ounty will grant the employce leave; without pay to tier extent that the Department I lead
so approvcs,
3. Notwithstanding; any of the provisions of Section 8.0I-A above, no employce Aaall receive pay
from the County where the ernployc°e is a plaintiff, clays ant, or `ro•irness atg,aimo the County in a matter
contrary to the County's interests,
November 18, 2014 47 Will
G. Any employee sulapol naQd or aathcrtvisc rcytrestcd to be as participant in :aurah g*al miller related to
Couritt' lausincsc most inform, fllc {"ouut} :lttoroi-%-'s office ,as soon as possible after receiving; said
notification.
.lit employee who is as proper°le' rcg;istcred VOWr nand will) lives at such distsasacc from his assignied work
locaatioin as to preclude lafb tOnugg outside of working; hours teat he authasri'sccl b% the Department
I lead tar have a naalimum Of tWO hoar, of lsaa°c With pats° fair this purpose. An Lmployvee shall not he
granted ad iaaistratis°c Icaa°c tea work- at f is pollrr duneg clections.
In castes where it is dce cd ht' [lie Dr ision Director to he launeficiaal to the t. msol, air Caaaplos°ec uuas
be granted Ieai`c With pas' to attend such professional rsrcctiais;s or caaufcra nccs as maa contrihuic to
the effec€ivc1l"s (if his cmpk)yMeut ''Ste SC [mR 13-'1'rat°c1 for rcrinbursfmcut procedures).
All aarisplaat'cc may he gmaited leave with pag' while taking uaamiaations befearaY as Federal, Starts: or
County aagencg', pr(lvidcd such uoetminations .are ptrrincut tan his (,eautrtV LITIPIO.VulLut, if approvud by
the Department I It -ad and the Division Directaar,
I . MILI'I°.Ifti" LFA\'L - Ise .aa°t°oslaaw , tw'ith I .' I I J
1°mlilita ''I r7iaa%as a .. Lm laagCCA Wilts aarc rt:acrve enlisted perseasaaacl in thu Unitcd States ilitarg
Or teat°al :;ercicc or memhurs Of the National Ceuard Will be ggrarttcd IL k—,c with full pas' during; da%8
tt'hich they arc cug,agged in ilitart' or naval training;. Leave shall neat CXCLCd 17 working; clans iia aaut
one annual period (Iacg�nniing tictoms I and a:aading; Scptemmhcr 30 Of the following 4c3V
,Additional ti c shall be without pay and shall fac gramcd without lo*:4 of time or zefficit icy rating.
'I lac cmplo%cc will near be required to use annual Icar'c or similar lcaaVC (comp timer) it; Beal (Of
LiiIOR €acacs neat include Armor% brills; or Multiple Training Asserniah".
2. AMilan St:rvicc^ - l?MIME °ccs `AIO are curliSWA-d iacrscaaantl ire the National Huard or ;a rcttcrvu of
the US, Armed forces will he granted Live to perform actiVL mihtan' service for the: first 30 chos
oxrth full pal. Paid leave shall a6o include the pt riod during which as persola in ilitaan. scrvlcc° is
aL scut from duet can account of :sickness., rw'asuarcls, leave, or other lawful cause.
latriod of actis'c military wrvice ,hall begin With Cite date: aaf tntunugg upaara actin"c MAMary sert•iCe and
shall terminate with death or a date 30 days mime:diately meat srucccceliug; the data: of release or
disc.hargy'Y,'. from :active military sen-ice, Or upon return from :at[iVL milatara' surviCL, Whichever shall
occur first.
Military earnings will be rctaiued ht' the umplovec
3 FAamivadons firs tilitit;ats ;cfw°ice - .Ant ctriployeee who is ordered by Chu Seluctit'c SCrViCL
Board to appcaar for a physical examination inaatiaon for induction into tine mihtars' .cr°ice shall he
granted lcaVc with pas for this purpo*c.
hicv'era ber 18, 2014 48 d al
4, Rv-epipld➢yran;alt tcon l C>u:arcl �% 'mb ..rs —A nrcinlrer of the National Guard who returns to
work afterserving can state aactne char} will maintain ,Lnauaritl and other bulefits ;as outlined in
F.S. 250,481
V° ll;il:lill l ® UruforrnLd Service l euplaaa'rncor and Rcc iopld➢smcrit Rights Act, of 1994, Doer nal toply it)
'Wa ce"mililag thq) or errenror° call Pores uaf .Xartiael d Guard 1lentbere Isle€ere refer to " E- "a bore far learre pelig.
In addition to "11" abovLi
llSlaeltRA ccsvLrs Cmplt LLS who are:
Active or ra.laLn(;; .lrm}', Naa%' , Marine Corps, ;air Force, Coaar Guard, .Irmo: National Guard, or
:fir National Guard, Commissioned (;carps of the Public health Service, and Any other category
designated by the 1'residL11t in timL of war or cincrteney In addition, protects Former ,and retired
rna:rraba:r, and applicants for future sure icc wRth :a uniformed service.
li:^o-EAM t doe; neat include tdampcaraara' cmp1a1yCLS t111a„ Ltnplclymcnr ii fear a brief period with no
reasonable ixpuctation of continuance for as wiguificasut period of'time.
U Sli.RRA COVLrs voluntary :and involuntart,
For purpoSLs of rrailita n 1L2VL° covered by liSl=nl€ A ® "SLttiCte' is defined iae: Active duty, arcuve
duty for training, initial active: dun for training;, inactive duty training, full=time National (laud dam'
albecnce for examination tus eletertsaisac fitnr, a for ant' Of the above faarnis of duce' :and funcr;al Merlons
date° by Naanonal Guard or Rc c:r` g;,
F'n`Hl 1VLL1 roil! ra.-cciee LIP M 5 Pears tnilitan leaVe of;absence (which includes reemployment rig;hts,.
Types of service that else not Count against an cmplrat'ce's f ve-scar maximuirl includi": Inactive
deity training; 'dr6lh;), ;annual tratmng, inv Plunt;an recall to or rCtention On active drity, ➢ oluntaary or
invOlualtary active duty in support of war., national cme^rg uncys curtain operation;il missions, S➢r
additional training; retluiremcnti determined and certified in writing; by the Service 5ecretare, and
t'uan, iLmd to be r➢eeLsiary for profu�stonarl development Or for completion of skill training; or
ra.training;.
(",Lrtain Specific exceptions will cr➢utinuL err protect beyond the five -%Lear chair period: gSCFVlCL°
required to complete an initial period cafeahligULd ierreicLa Six -year active duty Stint as .191 cnlistee
with the U.S. INavy's nuclear Power proglek"s; :Sere ICU From which a I'ad n;on, through no fault of the
ptr,caia, is unable to obtain a rLle'ase ®Within the fiVC-ye,ar limir; Required traiining for reservists and
National Guardsmcns Service unt cr an involuntary Order to, Or to be retained on, active duty during,
d0n3Y 56C ernCrger1Cy or national secur$terelated situaat anti; EScr%'ice under :an order to, or to remain
u311, active dut` (other than for trauiing' became Of 3 War Or nandrnal C Lrg uncy declared by thL
1➢rslsnictit or trngress; Active dut'v (rather than for tr•,aining) by volunteers supporting "operational
misAons" fiar which selected mScrl•ists have bcL11 ordered to active duty without their convent;
Service by volunteers who arc ordered to aCfi c dual` in,upport ofa critical mission or rcquiruaricnt
to 6e;a other than war or national crrae:rg cticaana when no involuntaq call-up is in effect; and
I "e°dLrtl service by members of the National Guard called rotas aCdiiaa be thL Iare,ident tee suppress seta
tostrrrcction, reel an invasion, or tra csccutL the lal4'i of the Unftcd;Stats.S..
1', FBI a�lla.lrl"I°5 1!'I lil,l Ct ' ICI a: R1`E a ® Ilc},rioniug; cast the 31" dal' and bevond, there will be no hc:aalth
insurance: ccss'arag;c. 1 rnploices will be offered coverage under t:CAllt,l.
November 18, 2014 4a of 81
(tMilitary° time: serx°cd Must be satisfactory. `less thin honorable
�a Paailrtrtbriti".)
A ramming; employee's notification of intent to nourn tip work n r,;t he made PeOmptla• faalh>a ing;
completion r afmilihin' service.
.Service (if I a 30 day,;: the beginning; cif tire: next regularly scheduled work perind on the first
full dad' faallowing; compleriasn of service and expiration of :an 8-Maur rest period following safe
tranVortation haanrc°
Service 31-180 days application fear reinstatement must be : ibmittc tl no later than 14 day,-,
rafter Complction of taailitara dory.
Service of 181 or more ¢laws; application for reiusratemctat intent he ,uhmitted nzb Eater that
li days after completion of rrtilitcars` duty.
The deadline for reintstatccnent may he extended for csttgslt yce., when are convalescing; due to a
disability incurred during; service.
The crilployce muit report hack to work as soon as possible. Failure to report (unlc; s through no
fault (if the employee) will he handled in accordance with the County''s policies.
Returning; cmpl ome's pension plan accruals and vesting will continue as though no break in
service had occurred except in limited situations (regarding; health benefits as defined under the
Act).
Upon re-cruphorricut, tire iiraplest'ec has 3 times the: length of;crvicc ;;nest to exceed 5 t`etrs= to
make paymLitts to any cnianbut€ary plant and the Count%- will fund any resulting; obligation tiff the
plans ea°lthirt the wane time)°
kX hen reaCtnpIO%Cd, the health istsurauce coverage will start frasrtt day I :and there will be tare
waiting.. p!'r od.. ..
t17 11 t�l 1i1°Iti`['1i1 WITHWITHlilt lbl°l°ti 51=1�1'!t`1==(`C) I(:IL". [ I2li+WIIII"I`�` 1-- iat:brcrbrdance
sitlr 1°.ti. 1 It1 119.
,%try cmpleat'tt of thy; County who has been rated by the t,'eter;ans Achnini-nation to have incurred a
service=CootlLcted disability and has been schedulLd by the Vuernans .ldmim.,tratieaar to be re:-examincd
or trLi[Ld for the dis;abilir)' shall be granted adrninimrativc leave fear such examination or trCatmcrtt
without loss of pay or benefits, In no event shah the paid Ie;rt•u under this sccti0rl exceed six t '=
calendar thk%h as rear A leave request should be submitted to the Department I lead for said leave :as far
in advincc as possthlt..
Ei 141,001) Dbli°1:11
l-"ntplratccs will be Iguanted leave with pay to dconam blood during; the County',; organized, Blood
Dric•cs,
November 18, 2014 5°; of 81
11;ltCale.N(i ' Itls. l'(1 1� t�Ctl.t� ` FIalks
1, Any sdmpldbace who is a do CUraenttdl incni ber of all 1 11UXg;LIXr §tesgics€wsc "1`UM will not he charged
annual or sick leave, or he required in u,c accrmd cdbnipcnsmory° time when called To respond to a
Idg;itina.ate cmerggcncy. The Counts rdscrwe, OIL right to rtdlxtire dibcurnenttatidbn that all canergency did
in f'aaet cxiast.
Any eCYil'blibt'b„e wL"14dt 6ti as tnd:rtFlJtf of aF i§ 1`.mergycnce ItenlscaINC I ealti stlaebuld mfabrm the County at
the time of cingildbt'rnent i€aterw'seW or of tFlreadl' errigalabscd lbw the Count%, upon becoming a
member of such .a "lTcaam. Failure to do nab could result m di,ciplinalr% action
J. �\LIEN'101tING Jjjt C11234�
Pursuant to Bete lutiabn 100-2000, counq emplaby ces rust mentor a child ill tlaa- �1€bawrcbc C OUaity SChcbcal
District for up to one hour per week �iaabt tab ciceeed fVL hours hwr calendar mciaulu. Leave will Ebe
granted aaftcr taking; into consideration the irrliaact Oil suela leave Oil the crawgwlaaace's work unit. If all
employee is g;r;aiated atd mini,;tratiw'e [eater undo r this section and does not u.,;e d1L .adminiwtrattia'e lCaVL
as authorized ill thin scctidrli, the etnga]dblet Shall riart accrue or be paid for such unused lcavc.
d. 2 DlS,t131,1,1'I'1'LIT.i\il:-woliglalt; c`i)' i1: �.1yI(-)N
An eltigwtc VCC, Who ,ustaaiiw at COMM SMiCL connected) disagailm which gareccros the mployce from
carrying out hi, rcgkil>ar duties or am other dutitS ias aansig;catd, shall be entitled to di,;albilitt' leaal'e Within
thc guidelines of this Seciion.
1. bate o Disalsilst4 -The date oil which the disaalbilit} began, or the List slag' of dut} following injure',
whichtw er is later.
1 Serwice-(ac>ianeUCdl Disability a A laht'sicall coadnimi, resulting; from accident or injury ill the lute of
duty, which PrCVLtats all earrgslOyce Erases gicrf brming; his rtg ular duties or any other duties seal assigned.
c rm; %lill,l li"_t)1 °I'I mml A 1 i(-)kN
Dt.Ctrminati€bens of the existence and SUNiCe dacbniica;M)o of a disahilin sla.all lie, made in accordance
with the Florida Start' Workers f;dbrraPen:aaticbn ACt Whieh (ircaw'OLS that the c gilcseer is res-p bns;ihk: for
furnishing ertFgalabis.cs, Willa tiaw'c iiwcurred sentceaconticmd dis.ahilitics, with such rLinedial treaatCaLalt,
drain` and aattendatICL uaadLr the direction and mpi rvision of a qualified physician, surgeon or tauter
mcobmized practitioner. The (`stunt}' rL;Lrw`c, the right under the giroviAnn, of this lSLUidan to xl1CCiR
the gihs'sici.an or mggcon car recognized pr-.ictst oncr to handle a€n% and salt soviet-connLcred dis.abihtt
casts- .
Dwsaahitttt' dvierminadtion Shall be made [eased[ on:
1. All facts in the service histun of r1u case.
1 The findings of the medical examiner assigned by the Workers tiicattwlbeaM1 idbn carrier,
1rld°awnmber 18, 2014 51 of 81
3. Such evidence as the employee na:a} sulacsait, at la`s, €aW11 C-PURIS , Of tlaL ILTVicc c€a€tnCCti€oa
of laic dis:ahility°
4. Other rele"luit cvicicn[e submitted to the raxdic.il e:taamirtcr.
5. `here shall be no pmsurnptiaon that abet disability ss ,tLMct=erattnected, unacss such a
pre:suniptiain exists as as rnaatter of law.
G .list° c€anditicara Which is Sel€ iaa€lictcd for c:tuycd b% asttother person for reason, persaonal to
tlae employee and suit lae,cause Of his cntploinnaatt diall not he crinsidcrcd as, digibility under
this prove;asan.
I. It is the responsibility Of tile: ernpk,%Lc to rvpart any and all job rebated oqudey to his or lacy
immediate Supervisor aas soon after the €nf ur§ occurs aS possible. All Mulct, , Of Injury oiliest be
reported to Worker', t nnpcnwaafs€ast office.
It is the respron4ihilir}Of the SUpenisor to file a 'N oticc Of lnjtara' Form and Supervisor's
Report with the F'snpl(a)ec Benefits Section, as soon ;as po4sibL A Fitt of S500 will be
aas,sessed against tit no% fill tide State of Florida for a claim that is not filed sail a timela'
basis. The Notice Of Injure Form must be ctinaplute
1 An employee See who sustains ae jobTLl;atcd injurl rcyulring in disability thm is co pansable
under tlte Workers tssarnpen,;anon I.;aw, C::fraptLr .140, lal€arida Statutcs, shall have a seven (i';
calendar elan' w-airing period hufirc 4' orkurs Uninplaisatti€an BUlefit paynicnn, begin. During
tidy waiting period, afiai t plcagce :aa Meet to tise sick lc°,n'e, annual leave, or dcrcurmentcd
Cornpen,att€ark° Horde tt) reCUvt. normal whoa.
3. Time spent € btaining mWic, al trcattrrscstr after seven (i) day wanting periled rchucd to the
workers compensation injur) will be paid for by the employing department and will not Ise
clrargL!d aa,aiaa,t the crriplaas'cu's sick, annual or either accrued hours The ernpl+alit Shall
Obtain the ` AUthOrie:ati€iaa tear Freatment 1?vilvarion" forna from the llaaorker'y tiOM11'ensatinn
OfflCL and have tltc physiceln complete ;and Forward to tilt workers' ccornpcnsation office so
that talc e ployce not be charlcd Sick/annual houns.
4, If disability continues into the cih;hr (th) calendar day, neonnal Workers Compensation
payment" would beloaa at as rate Of 66 ` /3% Of the maple VCC-c ;rtaSs salaam', computed on their
IVMaL weekly wale for 13 %Luke pricer to the date Of injury, in accrord:anec with rite Worker;
�;rsrsaptnskaritan Law.
5. If disability continucw into the twenty-Eirst (2Ist) calendar dav, the canplmcc will receive
Workers Compensation bcnuFts retroactive to the date of injury, at the sanic rate discus: ed in
2, in accordance with the Workers Ounpen.-ration Law. Any ick Ic;ave, annual Ica vc, for
csanapertsatory time used by the crnaplart`ce Cear this Ste'cn §: ` dal' peAead will be replaced can rlw
hoi&;, €eased percerttagL wiSt ears WOrh-Loi COnapensation Benefits paid.
Ca. ,lfter w eu `"7", calendar d:acy, the disabled employee will continue to receive Workcrs
Cornflcnsatiton benefit paytram , calm two week,; until their physician rcica:cs them to return
to work,
harts=ember 18, 2014 52 of 81
T If realuestcd bV the ecraploes:e, as ret'iea�' Of t[nc case will Isar maadc ha' a committee compose'el
of ;a representative of the I°[untaai ItLlourcars aand+'or 1 rnplol'ee E' LuLfats offices -and the
cmployc s Department 1 icad, and a %& fiticti reeepMMUIdAtiOn ray be made to the. C ounta'
Ad inistnitor that the crnpasae'eC Ise ,allo%kcd to UNC 71111tnatl ]ease, sick Late and/or approvc€i
compensatory time in an inioutat ru:ccs.s an to rCCLii'c a sai[ary amount that will supplement
their %Viorkc" Caatnpeatsatiorr patnicnts up to the total nu salaam reCcit`cd pricer to the
di4abilit%% In naa CISL slt.all the ereplsae'ee"; s;alM and Vcsrltcra (:carnjscat seise>aa lactt�fit
combined excccd the amount of their mguliar saal;trep.aa sncnts.
If the Workers Corn fici ation abscricc is dcwig nated as I All, \ leaa'e, the cin falot cc will not he
allowed to use annual leatr.°e, :nick Live and; or approvcd compciis;atom time to supplcurCut
Is ivv, in accordance With 17ep3rt cnt of Labor bor titles.
8, The disabled c pIOVCe Will COntinuc m aaccrtac Null sick Itaa°r and asarrta.al leave during; the
period ssf disability.
9. Au e plasVCC plaCcd on light drm by his or her phts'scianr, runt casrsall in the Light-Dtit%
Program as written in Administrative hiwtructioat 8002,
10. When an eariplOycap on Workers C;ornipen ntionr can race longer prrfainn his, her n ornial job
duties, he/dic may III: repcara ted frame n,rnpks}'nnent, if apl}r0VLd ha the C `otantty tclmi I Sirrito ,
in accordance with the hews of the Stau: of I'lorida gicsVerning; 1��� Acre C urnpensation and
these paslic'scs and procedures.
g3.0I'IiI :(1TMv;t t C;} tS 4°1°I :ItN€"1 Y ,tLNl) CHILD C;,CItIa LFAVF.
I ° An employee who knows in atltauCe that i%e slic. inata:ndi tap tcquc4n Maternity or (;hild Care IUVL
shall notify', in Writing, their Department 1 fund Or Supers°ibarr at least tlrirtm' 3{I} clsas prior to the
reyuesti-d time of lcat°e- Flioblc eataplosCa:s shall submit a " aianile' and Medical 1°eaVc Act I.UVL
Ites.Itiest" form (see Section 8.051
1 An e phss-ee whose dutiLN rnaa' be ConAdcrcd haxardort;c crioug h to Cause Chsa employee to 1wCOmc
mcdicalla' disabled aan%time during; thy= prc'g,*cr.ance` Will be ceeltured no furnish mudiC;al LviAncee of her
fitness to continue in the ps:rformanrw of her duties hL"%mid thtst time, _1 19epartmeait I lead rnay
mquest thi, determination at an% tunic' he `shh= decrir:i ncCessairV for thee• health or welfare of the
emgiksy ee°.
3. A pregnant entpless-ee MM Ctpntinuc her eniplMine itI AS lcitig; ces she i:» able ins prcaperlV perfcs at tlrc
required duties (if tits job, ;aracl thc,a: dUte-9 are S atcd in writing by net ph%,wiCian to be toon-ha'raatdou
to the c plo}°ec and the unborn iniFtnt.
Il tl.t 1 I ANELY 11.31T
1. Did abllifiLti arising; out of prd:`Iymaanc%, childbirth arid rCCers;'ery there from, shall bL trCaPted the ramie
as other teml' onry, non-job-cogineCN:. disabnitttcti in ter Ni Of eligibilnti' for Use of s%Ck IeaIVC, .11MM31
leave, or leat`e of abscnCC.
2. A regular ernploycsr Who has, complarted the standard probaition art' pctiod may rseyucst .t r ANI'nir%
kave of ;abSetrcc Without pay for childbirth, rL(mVerV and child-re;arn1`9 Following'birth of up to six € _.
November 18, 2014 53 of 81
1r1onflis after all accrued sick and aannuad leave haw $seal used. ;parch approval is suiajcct to scheduling;
arid work load requirements. The County reservcs the: right to requires e plaat'te(s) to return to work
when it is no longer medically necessary' to be away from their j€ab, if work load arid scheduling;
requirements require the cmpl« yce's return in accordance with the laamila and Medical Leave Act.
3. Any such leave ttauq be requested in advance and approved by` the applicahlc 1X paartnaent I lead
artd the Ikiviwion Director, who may approve the length of said k:b1s•L bagLd on workload, scheduling;
and the employ-ce's physical ability to return to work.
4. An employ ce approved for maternity luxe shall be e igibit.. to return to work at any time during the
Icave of absence upon presentation of medical certification indicating; tint ,hc is able to s;atiwfactasril)�
perform her Original duties.
5. An employee returning; front art approved maternity ILat°L of absence shall restsaaae her duties in the
position Iscld prior to childbirth or a Am'sl.ar position with like Pay.
G. All ¢srraptaarze Will) fails to return from an approved maternity Ieaaa`8: of.ab,ence shall be consi ercd
tas have abandoned her position and shall be terminated from the tsa MIV ;terviCL, unlcws prosper
resigniaation procedures are followed.
Child tare Leave is an atthcticc available to eligible C1111al€aa'ccs undcr tier Family Medical Leave Act for
up to 12 wcckw (scc Section 8.05).
8.04 l,I>°AVI," OF AB,';FNC I tX I rl IC"aU PAYk
1. An crnplaas`ec with at least tVLIVe (13, man uhs of;sat€s€actory° service may lass graantud lumc of
absence without pay for the purpose Of futthcriog; his/her education, if it is determitacd b% the Count%
ydminktraator, in his discm isan, that Such education will be of clearly foreseeable benefit TO the
CountV,
2. l.eavLs Of this type shall not normally excp cd rwLlve (12) months; however, the DivaM nn Dgrector
may approve Sara Lxtensloll Of such leave if an individual case is justified and approved b% tire County
Administrator.
fl. 1'I?lt;C .11.1.I.li'1
1_ If rcCOM Leaded bythe Dupartmcnr Head[ and the Division Director, ;111 erttphaycc ttith gar Icast
ravel e i l l: months ref satisfactory service may lac granted ►L.IVC withaaut pa}' forreascarlw csthear than
those stated in the previous parrWaphs for a period nest exceeding; six () F000thsg prrniclud thr.
Ctsunty Administrator dLsms such leave tap be juwtified, and not detrimental tea they 01pL ttiasnw Of the
Department.
(. �t'ICIa)1111�fCI t�[7a111sltr��'.4►,i�f°I,1°:.t��l°.t�l°.i1t51•:;�C„I�IYaT']`lit�F1`I°1a.11'
I. All [Lays° of absence without par,' mu,4 be ;lpprnccd in advance. The employee shall fill cant the
Leave Request Form and subr ut it to the FXpartnlcnt I lead for approval. 'flue Dupartme111 I IL ad
will submit the aapproV d form to the Division Director for approval. , ,� compIctcd copy of the
November 18, 2014 54 of 81
Ixave Request Form will be forwarded to rite Pa%roll Department alastag; with the Lmpks,g.e '4
°I`inrc Shect tivlaetacw°ur passible and a caspy pl.tced ill the ernplasycc's aaffcittl pa:a to>tattcl flc.
? Leave without pay iq %tart intended as a carrrreaaiutreu fate the employee Earn rather to help the
emplc yCL ill car;cs WhUre all emerg;cncl° exists ;after :all aa`ail.%Eels: tine% ha, been used. Ill raase4 of
short tour aEssuttces (`except at treated ill 8,04 -E & 13 warlaere the employee has srca lcawc ;a%ailaable,
such leaves May be processed tatiduDut the prior approi al of the CcDuo tr tidministrator.
I). E.I:,i!']<.t�l>.t11�1:;vc.l`-CiFM;lLALPROVISIONS
All cntplasy°a:L returning; from approved leave shall be entitled to erarpha}tneut ill the sarne
Department and that same or cqui4alent ckrssific;ation wr•hurcin cmplo%ed oxhun said lean°
beg•ata, prasw°ielLd the ctxrplao-y'uc is physicallycapable of performing; the requircd eludes, and that
there` is eructs as a°aeasat anc[ budgeted positiasaa a``ailiblc.
2. Iaalel.Cs'1°]i'I E 1.4°I°I;
[.cave of absence selaall be effective the Fir:;t datc of approved absence and gliall ccsntinnc
through the Eaast elate (of approved absence
I l.Ils1I'fATI(is` S ON Li eAl 1 l`
a. Fringe lienufts An employce shall out earn [aecrc:fits While aan leaa•c without pal` getus.
This Would include, but not ncces>sard% be limited to, sick, vacation and haslidar Live.
Ls° %X'ag;e hrcrraascs - °[°ire bull; during Which are c ploycr` is on leave without pay may not
count toward e[ignisility° for wag;r: increascbt. Near may all cmplovee rVcciVL any wage increases
while I)', leave eithuut pay; analubs speciatl atppro%al is obtained frcant tine C oun"
Administrator.
c. E plaice* on an appraatc`d ]Lsvc ofabsenec Without pall' that is cesserecl under the leaami[s`
and Medical I,caVe act Will treat ]aasL the laGtaefkte that thcemployee carried (sr tars entitled tea
I IISSiil A C; ? C;C'B\°ItRA 1 V111 l,E: C)l I I :.jt'i `CAI°' W1 "J°NCIF
I. The: County sa°ili casaatinue to maintain group insurance iscnefits for cmplovic;s while on approved
paid leave status.
2. L.'rnploye<e C overag;c : (tr most cases tine t county will not maintain Group/l fLahia itsurance bunef is
for esnpl€ay es arty Ical`u without pay status, ixcept ill the case of aie`bilita€ing/catastrophie illness, of that
employee or me iscr of tire immediate faataily for which the care of that farmh member is the
responsibility of tile: e plaalee, Its accordance with 8,04 (G, the Divisias%a Director shall .approve the
absczrce and communicate with the [ ;stapietyee Benefits Committee. Thc; I`'ttrplovee [iutacfits
Committee is comprised of the County' Administrator, the [" plea° L :icrw•ice°s Dira=ctaar and the Sr.
�teimittistrator, Benefits_ The %'tsrntnittcu %tll review each arse tee duteffnine whethcr employee
caayurtag;e should be rraaintaincd as terificd b% a physician, up to six (6) months I'ntpisa}°etas covered
under the I^armly and Medical l.eai'L Act Will be gyrameel up to 12 w Leks of in,uraance bcncfits as gated
in Section &05l
If leave extends bet'carad the maximum allowed period of six months and is sail sa non -paid status, said
employee must make onthly prsrrnium payments for themselves in order to Continue health
inwurasrCv Csrverag;u Failure to make paymcntls) on a timwk basis will result in termination o
Coverage.
3, Dcpendent (,ovt°rsgu . Monroe ( Ounty croplrsy'ees cicct dcpesaderst etsti•ertag?u under a g;rennp plan at
their sawn expense. %lonrew (icrunr% uses the bi-a+.'ecIlIV payroll deduction osten'r for paayrnenr of
dependent cssm•eraggc prentiurras for uttrplaayccs, I lowever, if for any reason all ernlsl0V e is asset due to
receive a paycheck in 2€1 amount sufficient to deduct said pruan urn, that employce is responsible for
making; the: premium payML91ti to He. I=mploycc benefits Section in accordance with their patrsaerur
schedule. As long; as art ernplr ycl: is in good standing!, its Bar the rase of ;approvcd leave without Paa
wtiattrs, he or he coati' make premium paa'earcntw and coverage Will reffutin in effect. Failure to make
l',I)IM nts caar a tirrtelV basis tnasresult to tcrrraination of co%erage,
4. E :tunsion of Group Insurarracc benefits will be awarded its accordance with the Corrsaelidated
Omnibus lludg r Reconciliation :act (COBRA), effective Occober 1, 1986. Information regarding; this
Act is avaibble in the Vmplo%ee 14t'nr !gas Section.
,19 11NH 1` SM) a`alla EIt' 01
I €3si3.
A family leave of absence, and,or medical lave of alase^nrc„ is an approved absence availaahlc to eligible crnphnsccs.
An eligible employee is entitled to 12 avers of Icavu per calendar y°car Oanuarry' — December) M1, 2, 3, ;and 5) or a
combined teatal ci(2p weeks of leave s fbr 4,—during the Calendar %car to can: for.
1)- The e pl€ yce',s r%wborn child or child placed with the emplovec for adoption n or
feaster care (le:rvu mtast conclude within 12 mantle, of placement and may be takers Lay
either parent ;
?)- The sr€tph)yee's spouse, child or parent with a various hcalth condition, or
3)- An cinpl€evee's €lays serious health c€rndition.
4)-For tiler spouse, chile!, parent, or next of kin ofit member of the ,Lrmcd Forces„
including; a member of the National Guard or Reserves, who is und:rgoingl medical
treannent, recuperation, or therapy, is othervvi,;c in outpatient status, or is ca licrwi: e on
the temporary disability rctircd list, For scrious injury or illness.
5=-1 sir thL s`lzesrasc, child, or parent, is on active d€era', rrr because of notification ref an
impi: ending; call or ender to active Hutt' in support of contingency operation.
If tire employcc is requesting 1¢%LLA qualifying leave, all accrued wick and antral Icave must be taken first. (raid leave
sea taken will be counted against the: employee',; total Iad" ILA leave entitlutnent. The employee will be notified that
paid leave will be counted as IAILA leave within fie (5) bus'incss dar'r of making; that determination. The notice
will lte confirmed in writing; to tire employee €sal or before the Follox ing payday.
NNOOMMUMM
I'o be eligible, all indn, sJ ,al must hair° berm e lrl€sued at Mourns tsretsratt
I'`€ar at least 12 months, and
I°car at IL,Nt 1,250 hours of qgr%icc during; the 13 ntgsnth period r`rranLeliartely preccdint<
the IearVe.
Novernb r t3, 3(114 56 0161
Subsequent clig;ibilit}' will he determined by looking; hack in the hcg;icnuing; of that cah ardar year from the first day of ;a
new ir\IL't IVae'c jacriod which i, requested by the employee, FNILA leave may not exceed t%velse weeks during the
calcndar year or a combined total of 26 weeks. An eligible ertnfahwce shall be ccttided to a combined total of 26 work
weeks csf lease for faantily°, medical and/or service member lerive. 1 lusbanid, and tsriveac working; for the saine employer
are asaalI granted a combined 12 weeks of leave; however, both sl ouacx ma}each take 12 iaccks to care for a child
with as scrious health condition.
The dctcrnninantion of wiverlaer an employee atiects tits minimum service and hour requirements asf the Ia'NILA must he
made by ltlonroe (;ase'tzos as of the date the leave cornnicatce a, ;and ,Monroe Coun", will advise the c;mployce whether
lie or sdhe is eligible with Eire (5) husincis days after making a detunnin;ation of eligibility,
A "liegU"t fin Family and :' udicatl Leave of Absence" form should he completed by the employee as part of the
notice and reporting requirements. The tanployce shall notify the; Department Supervisor of the need €€ar leave cithcr
verbally or by co mpIcting; the aaMJ..% fcs . ([it any event, that employce ,hall fill out as Leave Request Form in
:aa:ee9rLlae%ix:e With the @,fb[ orv'ti Policies and Procedures in order to reclkwsr leave.) After ctampicting; the farm in detail
and signing it, the enriploycc or Supervi or rnust stahmat it to I lurnan Resources for approval. l otalicati sal shall he
g ivcnt at lcast [hurt' (30) days %an aadvancc of the effective date of the rergueq d leave if the need for lease is foreseeable.
The "Certification crf l lcalth Care Provider" form nmst be ccampleted ;arid ;igmed by [lie health stare provider. Failure
to have die form completed may roult iai as dchy for the approval safleave.
(. 11 1S1t; i(I=[il ll .!`l`lii vex t i3 NDFYIONS OF I , !VF
I, Monroc County will require the employee to fill out za rcqucst for Family :and Medical Leave of ," h cncc funn that
included the "tcrtificati€ana of I lealth tare Providcr" forma 4upportisng, tf%c rived for lease due to a serious health
condition aaffixtingp tine employee or cmplo ce's sf (mac, child, or parent or neat of kin in the sass of service member
family leave.
2. Monroe County may, at its own expense, require a second medical opinion and periodic re-cerrifieaatirnn, if the
First ;and second medial opinioret vary, ilmiroc County may, it its owns expense, require the binding; opinion of a third
healthcare provider, approved ioiudy by Mon reae County and the cmploycc.
3. If medically nrscssaan% such lceaa'e may he taken intermittently or cart as reduced wo& %chedu1c. If 4i,MILA leave is
for both birth and care or ph ecrtient for adoption or foster cars, use of %antermincant Icaavc is subject to approval.
The decision to gryravir leave ear to temporarily trinsfc:r the employee on this basis rests solely with the Counry
Administrator haascd on a medical certification provided with tlic Family Medical Leave caf Abse'aace Forra.
4. When. husband and wife :are both employed by Monroe Counrv, rogcilncr they arc entitled to a total aggregate of
twelve weeks of Family Leave or as combined [semi ol` 2 s weeks for scrv'ice rmanther leave.
3. Iimphsyces, requesting, FIXI A qualifying; leave vvill be required to stabititute paid vacation and sick leave for all or
parry ofany° (otherwise) unpaid I=i ILA lease.
G. While on any unpaid part ofan FMIA qualUving; lease" no tints: will be aacenred by the employee. Upon return to
work, lease will ;accrue based upon established pnficv°
November 18, 2014 57 c1 81
1). 1)I°S(l NA 1°I N OF I,I•..WF1
Monroe County shall dusig,n.ate an emplosce's abscuc'e upward w'aard the enagalcarce's 12--,week FMLA entitlement at;, soon as
it is known that the cnrfwlosee's ;mscnce quantic; as l=MLA leave. 1l1asaroc Coulatv will notify' file ertsfwlcrsc°e that
lai,rrher leave will be designated as FNILA leave within five (fa) business daps. The notification to the Confolorce Carl
be oral, but will be confirmed in tuft€ng; no later than the next regular gaasdaV.
Injuries o:rttathngq e grlosees to Workers' cnanpeneation frequently cluaahf€cs ras serious health conditions for fatsrgso;cat of
FNILA leave eligibility. Monroe County Shall count all emploscc's ww°orkcers' s:om pLo,1%l icsts absence toward tine
emfrlosee's I2-ww'cek I'MI—A entitlement as started above. If it is found fluor the a bscnce docS not eft€:tlif}' under the
FML:4,,Monroe County will withdrew the alesig,m atiarn with written notice to Cite cmplo%y cc.
f s' Cl'Cw1D It�lrt�IZ— t* 1ta=:C
1, When FNILA qualifying leave is foreseeable, all umplovee mast give 1lornroc (:rasa€rn' thirty (30) days- advance
notice,
1 Whoena such leave is tie at foreseeable, .lot erngaloosce must jave neat€ce as a4ton w; practicable, .lceotding; to the FNII„4
regulations, "as ;oo€t as practicable" rrmc:ans within one or two working days (af learning; of the need foar leave, except
in uxtraordin= circurn:taancce,
3. If ass employee firils to satisfy flte thirty (30) day notice wiflunu reasonable excuse, Monroe County mav, at its
discretion, postpone this leave tstttil the notice requirement is satisfied.
4The employee may Gc recinived to st€brnit periodic reports during FNILA leave regarding the oanploy'cc's leave
st;atres and intent to return to work. This requiren cnr may be satisfied by tsae employee's persoraaally telephoning; his
or her immediate sulecrvisor,
I. 111"31 '111 lfl`T l d l ITS w l HU 'Cps . VE OV 011- w t Ie
I. Monroe County will continue group health ccpwcraage for all employer orgy leave at the same lave) and under the
satire conditions that existed while he or slat was working, The ernploy c must flay the dependent coverage premiurn
for any unpaid leave. Payment For dependent coverage anust be rccc ived ire the Group lnsurarnce Of cc every payday
in corder to continue coverage. I°ailure to Eras dependent cirveraag;e during this unpaid leave will result in tcruninaatiorr
of coverage,
1 In tile: event that the c plo%cc does not return to work .at Monroe € aunty follnwt•ing; la'itILk lc.lvc, tine employee
can be required to reimburse Monroc Counts' For health insurance premiums paid to Continue file emplosec's health
coverage during 1°411.A leave, unless the employee is unable to return to work cave to as continuation, recurrence, or
onset of a senoras stealth condition that would entitle tire employee to FNILA leave or other Circurre;t,ances hesond the
employee's comrol.
Questions regarding the l='l ILA should sic taddresseal to the I lumaa€a Resources office:,
8.06 I)OM1111STIt. OR IM XULlo1. l.l?AVE,
Dcfnnitiortsa
"Durnestic Violence" mean, ;any assault, aglg;ravafed assault, hatters•, aggravated battery°, 3cxred assault, sexual battery,
stalking, aggravated stalking;, kidnapping;, faal;ae imprisonment, car ally criminal offense resulting; in physical injury or
death of one family err household member by another family or household member.
November 18, 2014 58 of 81
f SCXUII ViOICUIC'C" is :;csual b3ttLn, Or luww'd or la�cr iss is ;act,,; Ctarnrnittcd tart, gar 811 thL, Ilu-SLnCC, Of, %0MCOVIC under
the. Ige of 16, or luring or enticing a child, or "Lxual perfsat€naitce faa .a child, or anw esth; r rorcIblu felcaala' involving sa
sexual ;acts rcg-Ardlcsw Of wIRAIcr criminal eh;arg�L>; were tiles!, rcduC d or cla rrat:nLLLI.
Bala! Io%'Ucs Ira: perrmttLd to rLgULwt ;maul ttaku Icawe in cormcction with d<amcsltaLof ;�CXXl' w�icslunce tinder
certain Crrcum-,ialaCLS I hip; 311 falrc M LrnpIo%LLN Who haa%L hilt„n Crud' 1m cd fear 3 far fr$o m rnonthti.
Eligible c plo%w; can taakc tap to 3 v orking. d;as r.. aefIL-.'Iwa in :an, 12 al ondi perked If d'ac LIMPImLe, Or ftnaily Or
houschesld -mbi-r eaf the C plastLL, is the w'iCtim aaf doMLq%C Or sU%Lh l VIALncC. I'.naplaswLc =la.all use ikot'lu ll
orsick ICaaw°C wancMn available to ctnwcr this ILANL. `l Isis IL.XVL apphLq if that a:tttlak>l`ez ire
-Seeking an injunction for prssttction i3 7, ainst domestic %iOILitCL or an injunction for l9raatM Gala ail C3:6Cti Of
rclicatcd ViOICRICC, dating 601LaaCe or SLXU d V10101CL;
-Obulining FuLdicaal carL or rncmal lacalth COUll'; hly', or both, For the 0TIP10%LU or f-Alulhor household
member to aaddrus,; ph%s;ical Or P';YChO]OgiC31 rnjUrILs rusultily, from dw act of don]LAIC or 3 yar,ll: VIOILIICCt
-C7ht:a`saliug thL MLrViCLS from a victim wLMCL� tsrlgani,,arlcnrl, includinil, llut that linaitLd to, a€ tiornests`C or sexual
,violence shelter or prtagnm or a raps; cri: LS CesitLr as ;a mc,k lr cif a doruL�tic or ; Lxual wiealeraCL act;
-Making the Lrraplca'VCC';a laearnc cCure frertri the pLrpetratrar Of thL LCearnwstiC Or sCXaetl w°icslcllcc or to suck new
Iasausisag to esCalai� the pLrlactraataar, or
-Sucking legal assistaancC in addrLss+Inl, i,: UL; arisillL from the deatt3cstiC Or uXu I wisaluricc or attending and
prupaari g for courtmlawd proCLcdangs arisigg from the dornLstiC or sexual vienlunCe.
VXCCpt ill Casew Of inaMICIcnt dan=-;Cr to the lacaalth or safctt° of the Cnlphslces Frrrtih' or hasWLI-old member,
ctailalca4'Les socking such k-ive tnrwr pranwidc their employer ww'ith aplxrelpriaitc aadw sane' nsntlCL csf the Itsaw`e as required lia'
policy (see Section 7,01 (.,�!3 east 7,02 t'`i along with sufficient docunicritattissai of thL doMLvtic or SLXU;11 t°'sallencc nut
::as Mquited hl the cntpka}`er.
All information rclatillg tta the Lrnploy ec`s Icat•c fear domestic Or wc:wu31 V10101CC lnaasr be kept confideriti,al.
November 18, 2014 59 of 81
STANDARDS Oli I:,"sllaE°Oi'p�IEl°i T, DISCI ltl,lNARY .lCl`It' N
.tND e11°l'laALS
9.01 Its C I°.�'t'Cf� �
It is the imcntiatn of the Retard of County Coranaissioners th:ar effective Supervision and employee relations
will avoid rno:it matters which necessitate dkciplin;ars' action. The purpose cif rules and disciplinary :action for
violating; such roles is not intended its restrict the rights of;anyonc; but tut cniure the rigghc of all, and secure
cooperation and orderliness throughout the County Service. For minor, non-serklus offowes, Wlicnevur
possible, the administration of discipline will be characterized it, constrcactive, corrective and progressive.
9.0" I F•i l ONS I II l°I°`l' FOR ARMINIS'C'12r1°i`If��i
It shall be the rea patnsihilits' of the County naty Administrator, in cooperation with Division [;Directors and the
Board of County C orrunisMoners to assure that disciplinary faction is fair and consititent throughout the
County Scrvicc,
9.03 'ELAI ivID311DIS OF I>.at11I C)
For the protection of Monroe Counts' government ;and each cnipheice, the following; rules for personnel
conduct have been established. °flies list includes, Utat is lust limited to, rcaagnrus which Heats` rcrIkure disciplinary
.action, rap to discharge, A violation of any rcaase male standard if crnployrnent, whether or not specibcalb
listed herein, will result in appropriate disciplinary action, which may include discharge for the first of'ei se,
depending upon the seriousness of the offensc.
.V Willful or repeated violations of County, Slow or Fcdcral law or (if these policies and procedures.
B. hutubordinattion - Refusal to respond to authority's reasonable request(s) or insirtaction,
C. hliscoanduct _ Behavior not conforming to prevailing standards - Misconduct may inclUdu, but is nor
limited to the following: Fighting or inflicting beadily haartn oil .another person, gambling, dangerous horseplay,
Using; sander the influence or possession of illegal drugs or alcoholic beverages;, immoral behavior, scitoking; in
restricted :arcaag, any violent act or language which ildversely affects morale, production, or maintenance (of
discipline, Rudcncss or acts of disrespect to members of the public, supervisors, or either cmploveesp on drat}
or off duty.L'unplovecs shall not consume or be under the influence of ilcsbohc buv€:rsgges, yvhilir oil duty air
in C'orants• uniform, nor shall they use or be under the influence of, con-unne or possess illegal substances
awhile on clads°, in County uniform or on County property at any tirne�
13. Criminal, didioncst, infamous or notoriously disgraceful conduct advcrwcly affecting; Cite
employed ctnploy°ce rchnionship (ease duty or off dirty).
F. Conviction of (or as plea of nolo contendere in connection with) as felony or gross misdenicarior, or
cesaavicrimi of a misdemeanor or ordinance visitation involving; moral turpitude.
F. Thefr or pilfering; - Possessing, unauthorized use of, taking, removing, dcstro ingg or tampering; with
[;aunts• prNpperty without proper authorization.
November 18, 2014 60 sic at
G. Fraud or Dishonesty - Falsification of County documents or records or failure to give complete
information for personnel records. Intentionally making false statement either oral or written about the County, other employees, supervision, oneself or work situations.
H. Absenteeism or Abuse of Sick Leave - Habitual or excessive abs nce from work, or f ur
Excessive absences, even if caused by a legitimate
work promptly upon expiration of leave or vacation. e ail e to return to
illness, seriously impairs the County's operations, and such absences may be grounds for separation.
I diness -- Failure to report to assigned work station on or before the scheduled starting time.
J. Leaving Assigned Work Area � Except for emergency reasons or with the Supervisor's approval, employees
are not to leave their assigned work area.
K. Misuse of Time - Sleeping or other acts of inattention or neglect of duty. Unauthorized sale of articles or
services, distribution or posting of literature, canvassing, polling or petitioning.
L. Abuse of County Policies and Procedures - Misuse or abuse of established County policies such as
vacation, leave of absence, excused absence, sick leave, or any rule, regulation, Policy or procedure.
M. Safety Violations - Unauthorized possession and/or use of weapons, ammunition or explosives. Failure
to observe County and general safety practices and regulations. Neglect in the safety of others or the
committing of unsafe acts in the use and care of County property or equipment.
N. Illegal driving - Driving private or County vehicle while on County business when not possessing a valid
Florida and County driver�s permit or liability insurance, in accordance with the Monroe County Safety Policies.
0. Malicious or Negligent Destruction of Property - Willful or malicious destruction of County property,
Damage of property by failing to use proper equipment, care and good judgment.
P. Incompetence or Inefficiency - Inability or faEure to perform work of an acceptable standard after a
reasonable trial and training period.
Q. Discrimination in Employment - Discriminating against an employee or an applicant for employment
because of race, color, national origin, sex, religion, creed, sexual preference, handicap or age as defined in
�,tate and Federal laws.
Accentance*-f irt
S. Misfeasance - The doing of a lawful act in an unlawful or improper manner so that there is an infrinemem
im the rights of anog
ther.
T. Smoking — Smoking of tobacco products (as defined in Florida Statute 386.203 (10) ) and the use of
electronic, simulated smoking materials (such as electronic cigarettes, pipes or cigars) is prohibited in all
Monroe County owned or occupied public facilities (buildings), vehicles, elevators, meeting rooms, hallways,
corridors, lobbies, water fountain areas, stairwells and entryways.
U. No Tobacco Use — Effective January 1, 2015, all new hires and new enrollees into the County's Health
Plan will be required to certify to not currently using or not having used tobacco products or be subject to
penalty. Administrative Instruction 4735 further details this policy.
November 18,2014 6.1 of 81
9-04 C°}IS IPI,I ialtY .tt;ITONS
Disciplinary' actioiti :are az niuni4i cif calling employees to accouniaability for s€erne ;act Of ccrtueek:;ion or
ornissican which is rLgraardcd :as injurious to them cntj'tlover/emplo%ve tehmons#tile. 'file act emerald be rel ttivvi%
minor, or quite serious. Scricna, acts may w;.Rrreant immediate discharge:, cvLn fear the first offcn c. .tll
cantphayLes should be made ;aware that a ;ystcni of discipline exists for the bOlefit Of all, and will be
aclrrainistercd without favor for the like €5f (ardcrline;:s and proper compliance S idi rc:aaSollable rulLs and
regnil;arican:a pertaining tea conduct and the perfarr asnce (if work.
When it is necum ary Cheat disciplinar`' action be mkcn, the dcggrUC Of action shall be based oil the firllowing;
coii,aidcr;afions:
I. There can be no nicchanicaal far ula forthe application ofdisciplinc. I:acla in5tailcL aaf rnisccitlduct
or deficiency niu,t be vicwcd and judged individually, For inost leaser or first minor offcn:acs, oral or
written reprimand shall be appropriate discipline.
2. kVhen applicable, aiiscipfinc° firr employees who commit multiple non sclious off, Use's, of to Pike or
different nature sliall be more proI;l`LsaiVCly Stringtalt Until the CandhryCL C%rrrLCtq the deficiency, or
failing hit,;, discharge is c(tatxidcrcd to he ncces:-airs%
3. Department, Division Dircctcirs, the County Administrator, their DCj-IU6Lq and canter;; caccaapYing;
por,iticans (if high trust and authority will be hvla to higher disciplinary and ethical standards than that
of Other e ployecs, Therefore the rules of prog;r"sive discipline° for violaad eat, of Pcr,;onncl Policies
and Procedures, arid/or State ;and € ederal Statutes may not be applicable:
4Disciplinarty .actions shall be te:vcre emaaiggh to caanstitutL a rLasonabic atternpr to faring; about
corrcctioli.
5. Acceptable disciplinary acridan5 Shall be oral %varningg, vvni n warnings, written reprimand,
skispolsi an Win% or Without pa)), di,ichargc, and in some a<`;Ms B.Icmonon, e1cpLaiding oil the offiengl.
6. Discharge for continued cfDntirii mUlt Of non sCrious, ininor offenscs shall lie res;orwd Cal rants'
stfltcn 4UffiCicnt either Lfforts to bring about corl-cctimi have failed, or �;hesa the asffLai e is sUffcientfy'
gcrious in and Of itself to warrant tornination.
7. hl dctLr irdrig~ rite appropriate discipliriary action to be irnpo cd apinst an emplovec, tiles County
Wminktrator will consider, eat a niinimurn, tltc following) facione
I . The ?�ericauwnLsS and circutnstatncea of the parciculitr offense.
b I`lic past reeord of the Lmpioyec and hi;; Icrtg;tka cif sLrvift
C. 'I he lapse Of time aisace rile eittplaat as best received a disciphnary action.
d. 'I he COUn "s practice ill Similar caries.
9.05 ;tLL IIQltls'.t°Ci0NTT l DIDISC"Ifif,fMkRY tCl TON
Al AR written wprirnanll sugmisions and re€ommcndations for suwpcnsion or discharge: action,-, num be
Approved by the DcpaartrrnLM l k-ad and thL Division Director and the letter carnccrning; the faction must be
N VLI,,ber 16, 2014 62 081
fcarawaartiad innantdiateb to rile Iltini;an 12pa.ourec4 aafhcaa fDr rLVie%%, and then approved by tltc° (:blunts
rldminl rrataer or Ills dLsigTnee.
B. ]n c;asc Of as recapnlnlcaidatiian for discharge, the trtip10%'e.'e may be sal,pttldCd pt aldmg, approval of
discharge bstil C;rpaaaM Adatlinistrata➢r,
C. Di.^ciphnaar4" actions applied tip DCIlainixas:alt T lead, Or 1> h ision Dvectisrs mar be initiated by the �.apianta
Wmtoustrpatc➢r, f
9.06 12i1ALA,1111d�
101 oral awarning; Is gtic'cn to an ernplov c to take recog idtion of a violation (If t ¢➢cantV policy, rule, regulation,
standard or Of an tiais.atisfrcuu-v habit, practice (At act aahich, if rtpc°atcd or continued, will subject the
cnxplai}t°c r€a a MOM ctere disciplinary action. Tile oral warning; sliciniid be dieted ill Wririrag;, as [cap}' Of the:
nrptaation placed in the employee's official I-pc'numnel tile, specifiing; the nature of the `ti'anling; and the date
g;iVLII.
9.07 1 RITI I N itl•:ialCITt11T D
Itttd:r of reprimand COH';titntcs forniaal action againbt an ctrapl€pa'ec for more scriou_, tg.pea; (if a'iolation Of
C ourm rules or stznd,artb (if emplcpwttitnt, ur whereless string;einr actions have not bi.en sucussful ill
tairrcct3n; a dc'ficicncv. ° IIC Iettcr ipf teprinm;and must identify tile: aaffcan;+e Or LILftcicncg acid tine Correction
required
.1 letter of reprimand can he used tip iarlpsa«e restrirtiapns MI all e pliit'ct, ;uch as attendance, condartt Or
.;peci;al procceiums to be billowed, ltesirittionx so imposed shall he reviewed periodically and be removed,
tmodihtd, Or cominutA with a follow-up letter. A copy of all ICtters ,haenld he placed ill the employee`s official
per;sdsalnel Me Within B days aaf `writing;, WIICFIct'er pip-sihle.
tit i cnever it bcconatbz apparent that all crnplcpwee t;111 pace Ieing;cr tffcicTatls- perfor atlt' Or all Of the dutics and
resTaapn,ihilities ipf hi - or her (position, Or k%hrn it iia o limviwe deparncd tip be ill tine ilex[ ialccrest Of the (abbe M)"
air e ployce rnat' he dcrncatcdl A dt:MOtcvd cinplcp}cc shall be 110ti td by the County Adt mn;trator Or his
designee at t11e tiasae of dtnlipticin Of the spceitic p"eaasiaal for the action and caarrection eapecTtd, if 'IrIV. SUCII
notification shall be &I%Lla the enlpIoYCc ill WriRog, .1 copy of tiic notification will ht placed ill the employee's
(pfficial perao-apuro I Alt MONIg; With a Suitt-n report on all appropriate hlb)rtraati(pr& Cae$atr:roillgj tilt ttetiapn.
An empli vec may be rtclassifaed to a dpffuunt title and/car pay grade at ant' tittle the (.apuslt4Administrator
dt LnL; approprivi; .1 MI'llporaary rccl;casification doo' not contaitutcas demotion, flor dsics a change in title
band/or pay g;raadt: which results f"'m all LVOltltRAl into as reduction of duties and/or mspiensihthtici;.
.09 4l° 1$I°. sT()NT
I. .191 cnsplcis'<°e e% be SU';Pettdcd With Or w'ithOW Twat by rile Dcpaart cnt I lead band/car Dtpision Direcror
u"ith the approval Of the County Ad inistra or. rl'hL clarplclwaa must he notified ill writing; Of tits suspension
period and citing; the mason for the sua pi mieiai
3. An empl€beet. a a%r be a°trbsail% suspealdcd with or without Tian Eat' a 4upervi.,or for the balance of a work
Shift, of a long;cr periaad Of time if nl-Wed until the Dupaartraaetnt i lead or appropriate authority can be
caantaestea.l, if the zmTal0lTL'e; conduct impairs normal workingoperatior%i . The Supersisor must then
November 18, 2014 63of 9i
rcpprt the ircidi.nt to the Ile{➢aattatlent I lead, who with the approval of the Divisintl Ditcctaar must cither
concur with, or CattcLI the: actiebn, in Wridugt, to [Ile etTiPIOICC citing the reason for [lie suspension, and
corrective 3C6011 aa°{pectedi \r, ditional time Of ti!8"iIlLuwiOn may be reciYnnnic'PldLd by the Department
I [Lad with the approval of dw Division Director and the t..aaunn Administrator at that time, .1 copy O
dw wUspension notification will b',= placed in the employee's official persisnnLl file al6Pitgp With 1 Written
report containing all appropriate information COuCLrningl the action.
Discharge is appropriate for first offcilsLs Of alirious misconduct as WWI as rLpe;atccl Offenses of ld:ss ascrious
misconduct.
Sufficimat documcritaation must be Ilrescnt to merit recommendation lad` the Mpartanent Ilead and the
Division Director to thL f ictttitta Administrator for discharge of asay employee.
9.11 PROCl=.€)UR red li_Iil1gC� l �fl l)I t`116].I1~b1°
1. This procedure shall appIc in casLs Where dart e plDVLc [Me, be subject to susperasiean„ dertrestion or
tcrnl'rrattiasrt. laairtiacrstaiatc, this prascca3iirL shall i84sC iacccssarill' ;ipplr tai contract Lmlal<sy°ec>, ptasbatiisiacar4°
e ployces, tcillpcarart c plaaseLai orglr nt employees.
I When the t:daunty rccLkcs infesrtnation that an employce has engaged in certain conduct which could
warrant disciplines actiasn "0tlaLr than a Verbal carting Or written reprimand, v hich tr.ta• hL issued bV the
allproprive Supcnisufl- the ernple %eL will be advised, in writing, than dis€ipl€nan action could possibly be
i lts qCd ;ag3iust hil"'Aset.
3, The emplmet twill be provided %%ith ai written statcmunt of rile charges including~ sufficient facts avid
tcasasr; thcrcilorc as ,Gild enable file CuapIOVCC tas prin ide an expl;an.ition ;and/or defense. .lit crlpla➢vec against
whom disciplinary aherg;es hAVL bean evade° twill rciti;aiil it pay status unfit such tithe a4 the County
l ministrator teolca—s his deed.+lien pursuant to paragraph 6(e), Each➢W' l l()WC%'r:r, o(ohrng; hetCill s1111i preck de
the ('861331" Administrwor, or Other authorised personnel, From impo ang immediate disciplinary action,
without a8dvancL` notice, tiwhrrL it iti believed by the person taking than action that giving such notice Would
rL,e,It in dairaaag;L to the IsraspUrV Of tilt t;es[aiaty, Would ba detrimuntail to the interests of the Counry Or would
result is injury to the clnido,'cc, as fcllisw canpleaaLL, Or the general public, In such circainlsomccs, said
cillpfc VLL -,sill be giern reasons for :such aetiOn Are it Likes effect and thereafter will be c added to aatilire the
hLoarsng; procedure scat forth in the following; paragraphs.
41 he hLaring; shall he informal and shall not be m the nature Of ata es idLutian' lUelrirgg. The ctinploy°ce rn.a1
brini> an attonILV or qualified rLprewmatiwc to 14rist or advise him, but disces%cry, cross-examination, and
sinular Ie`ied proccdures are ggviacrtlh tun permissible. Au U'nPl )VLC Who 4waat5 R) crlpgv in discovery, crass--
emkulinaation, Or duller legal Iarasccdurc:+ MUA matte an adaaauce written application to the hcaariag; officer. The
hearing; offccr°s decision is final.
5 Ilrb, informal hcaarirag; will be conducted before as hcaaring €➢ffrccr who shall ba,
a. ;1 Division Director or thL tiesunn Adriunis trator Where the cmlyliatise ch;argcd is a Dclilrimac:iat
I Iead,
b The County Administrator or his dLSig;ncc WIILrc the Culf1 sra•ce charged is a I)iwisi(sta I)irCCtarr° Or
C. 1 I ivisi€set/ Departmcm I lead or a dL.Iulmec twhete the CMplo';cc charged is dart Lrnph➢y`Ce 1101ding;
Career Scnicc :Status and to whom section ,1 and B aba6we des not appll .
d. The County Administrator may sen c as licaaring officer rwlaetsL%cr lie/she secs <a need to do so.
November 18, 201,, 64 oI 1
6. The hearing will be informal and will be conducted its fcsllsatt
aa. At least two working; maws prior to the ha brig; dsatt, the crnployce shall pro%icle the individual
conducting; the hearinf; with a Iibt cif anV Witraassca or documents which the ernplraW. wiilxei to offer
at the heariaag .
b. `!'foe cmplsry`cc may 6t accompanied by lCKA caiataascl of ht:ar'hcr choice. IfthL CMplrra'cs: iotced, to
be rcpreserated ht counscl at said hcaarirng, Miticb Of taareh must be provided to the hearing; cafficcr as far
in advance arf the hLaring; as possible, 'I he hearing; officer nosereschedule the hearing if ntte4:.543.rt',
C. During; the hearing, the hearing; Officer will crrallyrk:%icwa thcr chaarpe;a with the cniphay-cc. The
crrnplcsWL Shall haVL the right tip respond tap the ch;argLes made against hire/her, either oralh: and,,or
ill `w'ritiog;. '!'h; tittolrltay'cc rnaaV prtscnt dreurrientation to the lae<aring; officer and trial, if a plaropriaatc,
be permitted to gall `aitrtcsscb in support Of la`as `lacr case.
cl. °I`he IaLarirag; officer neat consider aalo available tlrrCtrieentation ;and rnat' ditrcaateaa the cloara;e=< With
arry wvittatss her`she dccrtrw Appropriate. The hcaringl Officer shall decide What cwidtnec c thcr in the
%srtn of witrwsi rc:qfirnony or docuatrrartta -- nnaa be introduced Cutnulativc or irreki ant c%idcrice will
pleat be PLninitted.
t !`lsc hearing officer shall Teri lcr as final Wrbtcn dccimion within teas (10) calendar days after the
Ircariu& In the twerat Ofcxtenuating; circumaatanccs, the final wwritttaa dtcisio n plam be cxterndcd Loci cord
the ten `lit' calendar d:tw's upon manual agreement cif the IIcaring; Officer and LVnf?10t`cc. :inch all
ag;rceerrici t shall be prrraicicd in writing frcrtn tlae hearing ci{frcer to the cnrplcistC in carder to officialh
dtactattoerat the :ag;rccreerrt. Fhe final dcei;i€rn shall adwist tlae t°mpleilec Of Whatew°tr action, if araa°, the
licaring; officer i4 ra c€artn Larding; to be taken iIcunst the ernplcay'ce 'I he hearing; caftiscrs
reacartramerodation will be forwarded to the (.'ountl' Administrator Ahrough the ;appropriate Department
and Diwisicin Dlrcetrir, if applicablel. Discipintar}' action 'except fear verbal wca€ruing; and writren
reprimand, which may he issued by the appropriate liupa:rc„isc)r} LrtORMLS final `wheat approved by the
County Administrator.
7. t?.anpls CL',, who arc suspended without pay, dtwcharg;ed, };i`cn a reduction in pray` or it demotion (as defined
hercin) trao appeal said dtscilslinary actions only to the CarLLT Service Council as pass idecl ill Section 9.15.
Other farms Of discipline, may be aappcaded pursuaartt tea Section 10.
8. Dearing; the period betwwecrt the first satire and the effectivc: date of the action, the ciriploy'ce shall be
expected to perform his usual duties without disrupting; Ulow cinphO-ccs„ or other persona, or rile ag enca''s
activities. If, hasWLvcr, it is deemed highly desirable or necessary that the emphocc not continue to perfiirm
the same duties in the same hication durhrg; this: period, the (-'(pull" real temprrinh assigns the employee to
rather duties.
%12 1'c� Slr.:L'Cft�i1 (-)Ia 1C'I �ifC� N Cilt Ialill tlttil'
It is the padicy° of Monroe County that tnri ercrplcr CL shall corny or otherwise POSSL S a wcaapcan ®while on dut%'
or in uniforrtr, including; firtartns.
If tine performance of job duties requires than use: Or pcassessiain OF a ww•capasta or firearm, prier approval from
the C aunt% .tdrunistrator mum be obtained,
' See Florida Statutes 790.251
November 15, 2014 65 of 81
9.13 t ip[f °1 NII N'1S 'IONS, Altlt �"3,;
It 'as the resparnsibilstg (if 4la nsic t auntstea maintain a prto-laer ra•aarrcf€sMC. I'niplo'%-cus t%leas are arrested,
indicted byaGrand juer', or on tvherna information has been filed It a` as prosecuting; arffidil, shall Esc given a
lire -detc in ation heariligl to dacrnuric the effect said action .and/err circulnstancLs wi-rounding; ; iid actions
have on lit. or her emplHi%mcaat with the (.ounty, which naa y result in disclphnary' action. if the erriployci' e;
tried and found €;uilh aantl thu conviction is nor rcvc.'rs@.d he or slic inaN" Lic w iinlated from his in licr position
in thu Counq Survia.
9,14 I°,Ill.l"Iir: `I C t;t�C�l'I 3i:i 1'1 f a'_I It ali.,ldrl. i°I"I;[ I�'1 i;`l`IC r.t'I`I
1. As as condruon Of cnl.phsyrncaat" aans County emplovcc may' be rcquircd, upon due nastier, to cooperate with
r"pect ut any job -related hc<aring or invc.sfig,'aation scheduled bt the Count%, or in persrll, commission, board
or bodg authlsxiwrd to act no its bchaalf liaa»s Ideate` of coopa:raation bald) f.mnd:c to arts '"outside" agency, teasels
or court of Law wail. rLspect rss aanY job-rcFacd matters.
? tn% cmplor cc who refun°s to appcar at any such heaaring; or inyuin, or irho hcasing; appeared fails to
ftolovcr clucstrons related to the perforrnalsec dtheir Official job duties -,sill be considcrcd to, have resigued
frasnt their cmphr}°rncrat asith the (:crenate.
(Arcer Scrt°aca: rriaphrtica^ Who has been susperided ss,ithout pas, dischaargLd, ggivcrr a reduction in ji3y or as
denuition :as dLfined hCrCira') diall leans 0111% thU right tar atppctal'talc! aetiarn tea the (rMeer Scrsice Council br
filing; as petit€can with said Council ii ithira thirty (30) dads following; such suspension, discharge, reduction ill.
pia•, Or LILMotiolal=aailnre to flC ;a tirLI.V appeal AM11 re salt in the forfeiture of ;all sight to eh°allcnge/grict°c the
tiisciplatac'a l'hcrc dull be° no appeals tar the Board (of (.'Ount% Corliniissionce, banal, car the Coulttg
ldnsinis[truor.
November 18, 2014 66 of p,
FAIYLOYE1` €'C:AIPI1?l_`RF
100i C;t��l[il,rtil °I ilCll:1'a�C :
In [Ile CyLot all emploaacL bLliCVCS that the talcs contained in this rt Maned 113VC I LLo mi_s apphcd/viorlated, lae�:�`
she a USI utiliZC the. billowing; proacedaarL, CXCLpt h% the catsc;; oef wuspcst,irsta, rLductioan in pas, demotion or
turnination - Ice 1C1.01 I'. C hi s (if harassment, rerahatiosn, or disedminatioan ;ts described it% Section 11-1
twill be handled in aaccordincC with the procedure oUdirrcel in tls at Section and are now considered 17'icvab c
nattier the Iemployce (aamPhdnt/GdL%ance Pra)ccduma Isatilurc 'If the g rl&Zaing; Lrarploat'LL trs follow Cite tints
limits will autornatically result its as fired and binding dened of the grievance If the (-onntar does not foall0W thL
time limits, the appropriate County aaffaced will Fie dcenacd to have denied the g;riaaaancc and it areas° procecd to
else neat step.
t r 1: The ngey;r LVLd employce ,Ball prLscast his/hu r g ria aanca in writing to his or her Supervisor cciilaita
ftfteers (1 t working; clans of the isicialent its use grieved 1hL immediate liaagaenisor will meet with the
umployce, reach a dc°ctsiou, and communicate that dcciaion in writing tea the aglg;riLVLLI LmplOVCC Within teas
AO) working; days from the date the gRriL%.H1CL watt presacntcd to him or her. SUper'6'ts0eS are 910t empoWLred
to make policy decisioi s.
13. Si `�: If the g;ric`ance is not rescal%ud in StLp I, the emplo yce shall, signs it, and prLsznt it to the
I)Lpatrtnaent I IL -ad within tell (10) working; dace's from receipt Of Chas InIMLdiaats; Snpt,nisow`s twitters decision.
'I lie Dcpart ent I lead sharp aetempt to resol4L the issuL(si concerning; the salkggLd g;Tiax'.IracL Within teal (lilt
working; daaa�s of the. MCLipt of the wriuLtt griL%ance, Tlw Department € lead shall coanfer with the iloTTICLIiAtL
SaapL °isor ;and they shall attempt to obtain the facts Coancerning, thL aI]Lg;cd g;riLV3VICe, and within test (19,
%%Orking; days of receipt of file writecn g;ricvance, an,4wcr t L cmploitLc in writing; car schedule a inceting; with
the unployce, If twiccting; is field, the DLpartsnent I lead shall noatifethe akgriUVLd Lrnplasyce itt writing of his
or her decision, no how Chase tan (10) w(irking days after the tneemig;. The meeting may be reschcdulcd by the
lkp;artrmnt I lead for as %alid ruson
C. ti � t l If the respoteu- from the Mpartrnwnr I lead is not saatisfacton., within tell (10) working; days frown
rcccipt Of the DLptrtment IILaad's decision, the empksyce figs% prtscrit the grievance form to the 6ie•ision
Dircctor, who may conEr satins anyone i'a/shc deems aappropriata to obtim the facts concerning; the ,alleged
g,riLvance, and may schedule a meeting with the emplo)'ee, tot be held withitr tell (10) working chats of receipt
Of the g*riLVaiace. If a meeting; is held, the Dkisison 1.7recror shall notify tlac a ;rievud employee in writing; of
hi,r`hcr, decision wit) later than tars (10) working flays ;after the meeting;.
1) If the response from the Division I?irector is not sastisfactoon, within teat (10) working; days from
rLCLipt Of the Diai,ican Director's decision, the emplcoyce may bring; the grievance form to die Iluman
Itcsaources office, for revicu, bLf€arc thL I°rtaploty L Grlct°a ICC tierouncil. This Council will provide aft ;additional
at°Lnute for the employee two pursue in the: processing; of appropriates complaints or grievances. B% t1w
cstablishmun cif the: I a plsoyae Gric,tance Council, the empkoym whose problem is not resolved by tlac
Di%ision Dircctcor, MIV hard rhC cipportuasity to appear bcforu this Council of peers and prese't iris/leer case
HIC: f�mplovev Gric;v taacc (iasatateil iw CMpcowLred tea Cnil ;all necessary ivitnesses before them and to
;:uh ccguentl}° make their meson mendatsaons concerning; chsposirion two the Ceounrt Adininistraton The decision
[If tlaL t OUncil is not binding, final deturninition will be nudL by tilt. (Iousity Administrator. (Please refer two
M onrooc Counh Administrative Instruction 4714 foor rules and pisiecdures governing the C ousts' ) The
County Administrator shall furnish a copy of his decision to tile. ag;g;riLved employee within fifteen (15's
working; days of receipt of the Councils recsirm endatiort(s).
November 18, 2014 67 of 81
I:. Any complaelt.-`g ricv"I ce involving tatters that Pertain to tim Mr orand Po icic, end 1'roccdums' M',I% 6,
addressed in Writing to the FtriployCL (lricA�anrc COU1161, ;'%ia the I human I4�;bred sbfficc) Who Will fon%aril
to the Council to daermine whether thL InaULr is appropri.an- to bL considered Lo the Council.. If dLLMLtl
appropriate b% a majaarita of Council members, the Iluman RLsaauraLS saffacL Will schedule the .airing (if tlic
Grievance ;at the aaaxrhLwt C011VC11iUICLt 'l hC (:OMICil is (;Mp0M CrLd M Call :all IaLeissarV Witaacs cs and inAc ca
recurnincridati€ n conurning, illslBiasitglll t(} the �,ibt&Sitt` Ad inistratasr WIICNL LIL°eaalfBa1 fti Sa:II.
F. This Procedurc doc� not apply to an individual who has btLn su.-:pLY dcd, disch<arbed, receiVLd a ri-duction
in pay or dcinoucL Such individuals shall appeal in accairi:aiacL M SLctfaan 9.15 1ILreabf,
G. I f 7ra emplcnsee clears trim answer in a Department I Icad land ,' or a Division Dirccaor, the I lumaan RL,asurcLs
("Cc will assist the emplo Le in tncaVing; tlaxabaag h tha apl)rsbpMUL z:i,-p, of this g;ria %,JJee prabcedum,
11. The Isal laus, go%craniaap the establishriunt and €ipa;ratialaa Of dIL Vmplovec Gricvancc Council nwbta
reviewed in ,WminixtritiVL Instruction 4714.
November 18, 2014 69 Qa 1
A resigiiation k defined as ;an :action whereby an c laloticc t€slAantaril% lecaveas $hta d:;otan[q. Service with or
without that giving; of notice and/or as any c ployce conduct which is stated htrLin to constitute as
resiguaatiom An emplgol-ce WhAingg to leave the County Scrvice^ in good standing; shall file With tlae l Cp3rrataerat
[lead a written letter of resigmaari€sn suating; the date and reasons for leaving;, 14 calendar days prior to the
effective date of resignation. Failme to ca reply tv°ith this; requirement ma}be cause for dutr`i€agr such
cmplovecs re-e€aalalot'nilan rig;hrs and payment of amused leavae. Unnuthorizeti thSUICLS Of three (3) dny,q or
more may be con,idered a resiggnarion.
22MROM It
Should it become necess.an, to abolish a frosetion or reduce ill,- nurnbcr of (looser} cstaftloyces because of lack
Of Work, shortage of Funds, re-org ini✓ed and untrisferned functions to asr cxisring; C'ounn crttltlovice, Or for
other legitimate ra:aso€as, tlae Counts' Administrator/Board of Coutiq (:otmmissioners meat la% riff as many
tanpl yevs as rcquired, rafter uvo weeks notice. '!'here shall be ills appeal except the internal grievance
laroccediaggs. No regular employee :shall be laid tiff while there. an. rctrtgacrrFart' Or probationary crnitlo ces
serving; in tile same class in tlae same department. Such laid off teamflloVLLs shall be given priorin, of re -lairs, in
the event the osituat(s) Ware rc-establislied, based oil scniarim and lares°i€sus l-H.rfornasatttt toaluarioals, fcsr as
period of time ass their Icngth Of continuous service, but scat to exceed oaac sear. Bauch Lnnploetes will also be
eligible for promotional opportunity privileges for to period Of one° scar after cl;etc of LO'.Off.
Emplovee besitfits ttlroat rctircrnena wdl be based upon the rcggulations of tiler State and County Government,
Ilrrpl[)VCC,s RLdra:nacnt St'stena l avv, !'social'Securit% Act, and ;my Other provisions which nkaa° be in effect at
tine time of retifLea ut.
IL04 DISCHARGES
A discharge occurs when an eamplovet- has been invOusnaarill, separarccl from COMM :ScrVice, usualh' For
cause. I:trtjzlne'ecs discharged for t[i-;c:plinar} reatsons ma% not be cligyiblc for re=Mira: alai May 10SU ;111 scatiority
tanel reinstatenacrit Privileges.
I l.05 I°:MT lNTI'RVIF
It is the desire of the Counp to dm:rntinc Wltl g;ooai Craplcsa'ccs lc;av°e the C aunt}• SerVice. All exit iratervieW
program has been established for the gsraaclaasst of t[cterrmoingg the causes and possible solutioats of turnover
antaesagg Count% persasnucl.
if an ae gtloVec tvi,hts, he or she teas rcclaacst an exit interview with Employee ;acr:i:cs b%' caeaatactitagg the
I [un'a.an 1$c:sourcc5 €affice, ` hC I Mploycc Services Dive;ion Director Or Comet% Administrator tray also
request ;are interview with an crnplol ee tvlto has made known hits or her intention to Icav`c the Coaaaats- Scrvice,
The information obtained during; tier interview will be used mild% for the purpose of €dcntif6ug; car solving
problem areas and svill not betormt pan of the employce'a: perataesa€acl record unless amhorircd in writing; by
the: employee,
November 19, 2014 69 crf 61
1, W orking; tirnc nncans
the time cchcn citlatr c-mplo%vc gohckor oar salience) i< on duty and not tail atat authorized break air mead
pc riod.
1 No a nploro Le shall be pernaitto;d to di,; ribute Icaaffet a, notice,; or ratlttr nelmrials, or pa sq petitions. during;
working or non working fiML ill work art.as. reach dietribution can taakt plate a niv ill non .work areas ;and
during; non working; time.
3. No non e-ni plo yce shall fac perrnittcd to enter County prcrnises or propLrt)' at any ti e for flIC ptinrp(e;C Of
w lhdtiog; ertaplaatcc:: or distnbuting; Or posting; aatu writic n, printed or lather nnaatLred. fttalrs and proccdures
regarding; the use of counts facilities care bc obtaincd fro rn I lunn;an fiesasurccs, Facilities Maintenance or dale
gent niv Adminiaratosr's 41cc,
4. I,irnired LXCCptioans UP tile: AMC ntics mar occur but only upon applicoation to and appro%aal by the Counu,
Administrator such aa4 in itssrntcc+ there csarttr.aetoad cou'niv vendors wish to make Ilresentatiolls, train oar
educate theworkfonrcc).c I;satplca}ee,\sAQ,-nice Program, IlWhit IaastorluCL Pr(oiders,etc.;,
5. It is inmatdcd that the atlaoncc ruics shall be interpreted and applied in accordance with applicable latch,
I'M1aLOYFI a lsE.RFOI MANCT' IA ALUATI( NS
All Departments shall evaluate the perfasrmaascc of'111 canitlara•cea Oil rat imparti.tl basis ¢sits; hoind;ard
cValnation farrcns ;and tile hrnployce lscrfasrmance Appraisal Handbook presided ill Administrative Instruction
4003.
EROMMUM
Employee perfasrmance evaluations, ; iaall be used for, but ¢rest ii itLd tar, the faslN)Wistgt Irtrrlszs::ts:
Al To inform rise cinployce of ;trong; :real wmk pasinn; in his perfisrett.artCe, WS wcll as training; ncc& ;and
improvements, c:spccted.
K To recognize the employee's p>tent°sal for pray aatiaalt°
C;. To determine the employee',; elia,ilailitt' for aaecrit salaarg atdt'aaneetteents.
1), `I'aa provide a rccarrd of yeast per fo aarce.
l:. Tas assisq ire determining the ender (if layoffs and rcinstatcrttenM
13.03 IsltCt('1°:7 Jltf:�
A. llach employee shall lame has performance evaluated €air a periodic basis as artulined in the Performance
tppnda 4al l landhasack
L All performance in aluadow; shall he made by the emplo ce's immediate Supervi or ,with input
from ;111VO11e deemed appropriate by the f+a pun kor) and revic%%ed ht as higher level Sulsers isor
Whcttce'cr pci gsible The imnacrliate Super<°tsors final evaluation shall not he ch.anggc d by higher level
SarperVisoraa, has\trcVa:r, rca'iCWiatg; Sufserr°isors shall certify that the% reViCWLd the ratin and may attach
any wrinun cornmeras, they deeits .appropriate concerning; the e%aluatiaan.
2,I)cpaartnsent I lead MaV .aartharriXL .an evaluation at 2%1% time he or she ales s appropriate.
1111e original, completed evaluation form, its well .as arras• written material from the Supervisor, the
Department 1 Icad, or the emplan cc, shall be placed in tire ernploycaws official Personnel File:.
Ii If eat cntplaag°cc receives a hclow satisfactory rating; ill asra• c.atcgort, the immediate Supenisor shall work
`VIth the ernplin1cc in an effort to assist hi /hcr in rmproving; job pi.rforrnance. SUCh ensplaaVccs, if retained
Etr tiro departrneart, 411,01 have thc°ir performanase re-eval€eatcd in tare category(,) which ales not meet
perfarrnsance stand.,rcls.
Novernb r 18, 2014 71 04 61
MMMOUNWERM
Ail full -dine, reg thr employers are covered by He and accidental death and rlismcmbcrn Lr1t insurance paid
for by the County, The oatsaourn apt such insursartcc i4 determined b.% the Baird of (iorarattCczrnmksiorler's.
Group ho"Piralization insurince coverage for fell-umc• eroploucs is paid for to the t samara- ar to rate approved
by the Board of Co mnissic nets. Dcliendenr coveraag L. wssll be ;available for tlaer e clig;ibit; oat group rates, Paid
fear by the employee.
The County may change its benefit program it tray° time, for cgarnple, lea adjusting; bw: wfits, changing
employce contributions, changing deductibles, aand ' or sclectina.g 0thrr insurance carriers
A. Doit cstic Partners. "Domestic Partners" am ttt'rr adults e ho haws Clardsan to AurL one aanother's
lines in i committed fatnily rchation iip of mutual caring. l'ww-o individuals are con.1dered to %c
Domcstic partners if'
1. they consider tlaca sclVLS to be nictriba:rs of eaCh others' imntediatL fasndiv;
Via, they agree to be jointly ru4poatsiblc Fier each other's basic In ing; catPcrases;f
3, sicithcr of them iq married or a amcnibLt ofaneithcr 17ia csrie Partaacrship;
4. theg• are nor blood rrlsated in .a %% a% that would prw vuir them from being marricd to
cicla Bather sander the I.aws°s of Florida;
5- cads 17- R IC'A^at of the: legal age and crerliprtcnct rcaltrircd bla I l,oridei Lrw it, cr er hoo
a nurria}1c or Bather biding; contract;
they must each signs as Ducbration of DomL tic• Panniers hip v provided for in
` ccdou 14.03;
tltz•a both rr,-•tdc pit the same residence,
B jOiatt RL,'= On,ibrlity for Ila�ic IMrag I'XPest~c . "IBrtiic Ining; e perews' mLaw basic Food and
she mr. `"Joint responsibilitCC" mc,.na that each partner agree,; to provide for the other's basic fusing;
LXPcnscs WhBlc the domc,tw P3rtrtC1741ilt iti Bit effect if the partner e; unable to provide for hire or
11Crself, It does not mean tliaat the Partner, mart Coaxtributc ecluall". or joind% to basic fiving;
cwPcaars.
C. C:o pctcnt tea Contract. "COMPctcnt to Contract" rttran' thr tu,i Partner:: arc MUltally Competent
to caaaitracC
13. D4 MLStiC Partf5ership. "I:iaamCstic Ia MILV=Jule" mCattr il1C C'ntitV farmed by two individuals- who
hawk MU tltc Criteria lined ;rbovc :and filch at lXclaaration of DomvgiC hirtnene hip as described Wow.
F. 13eclarition of Igo estiC Parnic ship "Dcchiration of Domestic Partr•tershiP" or "13I71a" is tr form
proVideal bq tire: I Iuman lksourccsi Dircuor. 11% signing it, tx%o People: wwwT;ar tender penalty of
pc:qury that thcs• meet the• rqnBreincnts Of the definition of domestic PartnM,;hip when that' Sijm the
t3tCmcnt. 'lhi form shrill rscluiri arch Partnu to pro%idQ a mailing; address.
ReScAution 081-1998
Ii€avt<rnb r 18, 2014 72 cf 91
Ia° Dependent "Mperldcrit" rncsans An individual Who liVc, Withial the lwwchold of as domestic
partnership and is:
1. ,1 bic)hc gical child fir AdcsptLd child asf.a dcinic,;tic lsaartrlcr; sir
2. A dependent ;as defined undLr ( mint cnlpkayt;e I UlLfft plan dt CuMLnt.
3. A ward of ca domestic }pArtrscr as dLUMnin el ill a g u ardemship proceedingl,
G. l€tnplcig'CC MLaAA All eniplo%Cie ofthL Board of(.a unt% (_(p4iamis,;oMILri, dhn constitutional officers or
the bilcssytaitci (vaintrsal Board, LXCUI)t whcrc the caraata;tat is aptlaLra l';L.
1.1.03 FS1'_IIII ,rfi111 C®.4 l)C7,iLL I'1{„ 1',t�:1f lir'
A, Art ernplc VLL And ]IN'her d0MLst3c partner as set gent ill SLC icrtl 14102 area eligible to declare a
Declaration of Dasmrstic Partnership shcruaftcr DDV in thL prc,cticc of the Human Resources
Dircctor, or this LrnPIOIL(, partner may pr`'scnt a signed and norarixtd DDP to the Human
Resources Director. 'I Ix DDP shall inCltidC the ChIML And date of birth Of Leach of the domestic
parnrers, the address of their common hasaascheild, rand the names and dates of birth of aasay`
dcfrendoirs of the dcrmcwtic partitLodiilp, And shall be signed, atndLr the pare sued perladti" oflperjury,
by bath dapmcstie paartalLrs and `vitrlLSL°cl ?t vo) and notarized.
K U further evidc°aacL of t%VD iaadividualw bLitlg; iIl%0f,Ld in a donicstic partnership, r%V0 Of the
following dcrcutalLnts must be prescritLd along; with the DDII to the I luman Resources Director;
1. A lease, deed or mortgnig c indicating; that both greaartics are joint rLsponsible;
2, D iVCr's IicLtsses for both 1paartncri showing; the same address;
3. Passports for both Fs;trtatcrs sheaving; the s:anlL address;
$, Verification Of a jinni bank Account savings or chcckirl,,�i
5. Grcdit card4i with the same Accaattalt numbery in both naamL,;
G. joint wills,
t. Powers ofattorticv; or
. .Joint titic indicating; that bath partners O%Vlt a VCNCle.
G° An individual cannot become a inember of a dOMLstic part iLlchip until at least sib months after Any
other domestic partnership of which slit; or lied was at member has ended and as rarptICL that the
partnership has ended was given as provided ftir in Section 1 €.0-1. This lope, not aapp1% if €iaLir
domestic partners deceased.
1 . Domcwtic partners may amend the DDP to Add or delete depLndcnts Or chaang L the haiuschoM
address. Amendments to the DDII shall be executed in the s3mc rraaanrrcr as the dcclaara€ion (if a
doraiestic partnership.
1+04
At A domestic parrtnenihip is tunninated when:
1. one of the partners dies;
2° cane of the (partners rnaarric-;; or
3. as domestic partner files A terminati011 statemctlt With the [ [UH1111 Resources Director. !
domestic partna;rship nmy be tcrnain,ared lad a donh-Slk partner who MCS With the Iluman
Resources Director by hand or by certeiicd mail, a termination statcniciir. IIIL perstm filing; thc
termination statement rmut declare under pain ;and pured tea of perJur} that the domestic
partnership is wrtninatcd And that a ccpp; (if the temonaation suternent has bLL81 rnasled bs
certiflzd :mail to the anther domestic partner At this or her last known addresi. ` IDL person filing
November 18, 2b14 73 of 8 1
the terininadon sta€caneet rtruwt include on mtch sta,tcnicnt the :address to which the copy was
m;ailvdl
K The termination of a domcstic partnership shall Ilea effective immedia€cly upon the death of a
donicstic partner. The voluntary termination of a domestic parincrship by a partner shall he
effective thirty (30) days after the receipt Of a termination tit;aCL`nient by the I Izarm"I Residurce,
Director. If the termination statement is withdrawn befie-e the effective date, the donic,tic pan n4.`r
shall give notice of the withdrawal, by certified mail, to the amber domestic partner.
(1 If a dornestic partnership i, terminated by the death of a domestic partner, there shall he no
required waiting; period prior to Filing another dornc,tic partnuship. If a domestic partnerAip is
terminated by one or froth domestic partners, neither domestic partner may file another domestic
partnership until six (6) months hive claapsed from effective wrminatiorl.
1). It is the olrlileltion of the employee domestic partner to notify the I Iturian Resources Director (if
the termination of a domestic paarincrwlrip as soon a, parssible after it erecters,
1.1,05 IIl1r�l.1as121I:{�ltIWFI+DIRIa:t1C011ItVCORDS
A. The Iluman Resources Director will kccp as record of all imiployces DDI's, Amend cats and
Termination ;'statements. The rceords will be maintained ,it that DDI's, Amendmenty aatd Termination
it.ata tree eats will be filed to which they appls'.
B. The Iluman R"sourees Director shall identiA, aril the DDII what €ype of"documents was prescnrcd for
further verification of the domestic partnerwhilr.
C. Upon determination [as° the I Ium an Resources Director that the DDP is complete and that further
a:vidcncc of the doaxrewuc p artilLfSh[p has been prest:oted as provided to SCe11011 14. 3 i11p; the I luman
Resources Director shrill provide tlac earaplir}°ec with a copy of the DDR `I lac employee/domestic
partner ,hall become chtjb1v tar civet dornume partnership health and other c ploVs:e fringe bcnefrts as
Provided in Secuion 1.106 It will he the cnrplod°ec's responsibility to notify the Employee Benefits
Sec&isrsa of their intunr tar enroll the du c4tic partater and/err 311V Arabic dcpendents under the: ,Monroe
f:oaeattg° I-;naploaLL 1lcncfit Plaaa Dornestie partner/deperidearts; catrolitd 'sir the Monroc Count%
Employee 11cmfit 1llm ;are subject to the ,acne rules and provision applicable to covered
speraescs/dt Pend(;nts
D. The I lu au Rcsourcc, Director thrall provide forms to catsplo M.4 ra:clua:stiarg, tlaa:rra.
! . ']'Ile 1 [urnaaa ltcsaaurrc, I7ircctair shall 211OW [)Ublie atceess to domestic parmer;hip records 1€9 the Same
extend and ill tilt: same €taaasancr m any other public record.
14.06 I ,%-I �cil'hll�h�°C 111�°vl 1 l'1':i
A. Tim t;ounry shall provide the saatrc hc;alth arrd gather crnploe' ent fring;c healefAS to LMPIOVCCa With
domeiric paartarcrs as to cnrplo M, with spouses. A, used in this section, " a ployees" refers to
active egad rafted esnplena'eex of Mortrsae County that are chgrihlc for butt its purti eartt to ;;Crate Is w,
County Ordtnaances, t:aauutt' Unployment perlicics, and collectivL bargaining agreements.
11. 'file Count% ,hall pror'ide health insuranCe hard benefit covuaag t; to Jo enm1OVCL ,; domestic partner
;as it does tcs all cstrploacae'x spouses and to Cite dependent's of lit cnaplo} CL s dornc mie paartua:rship aes
it does tea an entplo.mL's ehild'rc irF All Lnrpkaace may opt to decliaac lae.alth insurance coverage for
November 18, 2014 74 of 81
her or his domestic partner, without foregoing the; right to obtain health insimuICC eovcragv or her
or his donicstic partner during a future often enrollment period.
C1 Upon reruiination of a domestic partnership by an employee, the no€i ersililsmVee domcstit partner
Ire>eltla iai aar.aute and ha ttefit l;agisa s. If the cunplosce domestic 1partrtcr leaves cttmploy moot rw'ith the
(county, the Itcalth and Iseaielit package of the non-cmplovee domestic rpaartncr shall hipse on the
dates that the former cinployce's insaarance lap"C' .
17. Upon termination of as domestic paartocrAiip by the death of an cmplovice, the° surviving dornestic
partner's health insurance and hens is covcr;age shall lapse as it wsIuld for the spouse (If a neirricd
crnl°plome, upon they death (If swath catafplamy'ee.
I.:. Board of County Commissioner ernplaeve" shall be granted :a lease of ahnricr, , with pay, for the
death of a daonicstic partner or family member of :a dorriesfic p armer to the same extent as for na
spou:mc or fitmill member of a spousc. Use of tlic terto "in-law" in ertip1n%ice handbook., sliatll
include the relarivcs ofa domestic parmcr,
F° Board of t,omitt' Conlnirssioncr emploi ecs Axill be granted ;ick lease to tare for t domestic partner
to the same extent pertriitted to care for a spouse, and to care for ,a depciiAnt of a dome,; ie
partnership tam the sane cxrent pennittcd to care for a child,
Cl, Board of County Commissioner employces shall he cntided to take paaresital leave tee take tare of ,a
child (taws to his/her daasncstie partncr or a riewvlV adopted child to than same extent aas as married
person.
4. i"�otliiai� sat this ordiraarite slt;all Ise gtatcrlarctcd tee crmartrai'eric rlie �anuer.al lawvs a>f tit€:; srrate,
B. Nothing contained in this ()rdanance shall lie s€maaa,traaecl to impgese habriny upon a domusrie li;artncr
for the health or health experts" of his or her dotr umc partner,
.v ']'lie I lu nan l esources Director shall distribute tralaiLl of thy- following forms tee fli mNc individuals
who request rlicm:
1. [�snclaraitiori cafl�cacstic 1partnershili
?, Dcar`raesrtle 1'srrtna:rship Ittfrsrara.rtitsii Sheet
Amendment to Declaration of Domestic laartncrshirp
4. `!°ennination Statement of l)eaataestit laartaicrsliip
dilrivemtacar 18, 2014 75 of 01
Slai_!'IL-9sva 15
I5.1L1 1°HAVI=.1,
It shall be the ptaliey of the Board of Count% { ominis.,iaancrs to reimburse all ernlslas%ces, Board tssetrabers autd
other Dcparmacnt personnel for all atuhrariZcd travel. '+aid rcisnlaurwentctst shall Ise Made ill rile following
manner:
Al Ill COusats° overnsg;ltt travel wail retluire the approval of the Department I lcaad, Our of t.aaunty travel will
require tits prior approval of the applicable Division Director or County Administrator. If travel is to a ll%
COMM contiguous to Mosinee County for if the tnvcl can be completed within carte wworUly, not retfuaringL
overnight lodging, prior approval ref thy: ncawt-hig hc%,t supervizairy level crest be rsbt:t'sraeci.
B. Private nee of individual vehicles for county bttstn",s ,hall he reimbursed for travel ruileage sit aaccordaaatec
with Monroe County Cock, unless an automobile aalitaWance is established pursuant tit Section l 12.061(7)(f),
Horida Statutes. 'flee subsection requires that tilt traVeltr File a iigastcd stare€nent More the allowance is.
approved by rile ag?cncy head; the st;ttcrnent must provider ;tra estimate for the annual aniount bat cd on places
and distances for all average typical month's travel on Official busistess; acid rllistg; (If the statement anal
approval eaf tallcsWaance shall be raja IMLI at Icast annually.
f ;. I rttployces Who use their perscsnal VChieles for approved Counts travel shall be reirrrbursetl in accordatncc
with the information reflected co€s the rcvcrse side of V omt #C6-6. These trnplcoyccs sltctuld be aware that
tile%° may be subject to periodic orlornettr audit(s), and that the cntplca%'sari posse€aal autrr iu+unince is prillein
payer ist ease aefatn atccitsesat wa•lsile car t:rttarat}° Lsusisaess. I:rnplaa%�ecs receiw°i€tg; art atutaaatlsile allaaewaucc rtta}° still
ute tine fcrttrt tea reclucA reimbursenseut for meals, lodging;, tall" -Arid parking; fees Verdict, th(ase crsaplcat'ccs
who are recefwintl :tat automobile all0Wa€sec shall not be eu[itfed to fife a chun For illcountyrtailcag;c
rci€aaurscrncnt:
1) Individuals shall be entitled to Firer dtertr while earl official travel in accordanco� with f'"o%isiaans containctl tit
Monroe ('ounn, Code, except the Board mayautlaasriA; the r6nburscnacut (If actual <xpenditures wvlaerc
docurututed esideuce i:s pro%ided lustifsitxg; a€ctatal raxptan;acs inrurrcd
F, The Count% Administratrar s€tall authorize reivabursctncsat for Icasc, rental cars .and <'or ;aircraft where it is
dccmcd bv the (-omaty Admantstrator to itc tltc most aadwaut.19C W, 10 the Comity, I Lnnploycts are to native all
ist,tiranct on rcntaa€ car Contracts, :and no rcirrtlsur^t mtnt fear istsuranct cogs , Aiall be autl onzed under this
sectltgta.
1• \11 rctivairs for travel rcitaabunwmi.nt shall be stibi-nittcd in writing; can State of Ialovidaa Voucher for
Ileirnlaurwe Batt Of l`raw°el I':rpensL,; which shall give data"4 Of troCl, Iturpasse, all apples hh, receipts, and
a€nouttt due the travcla°r Idwance paaynatnt for travtl must be recltststcd bs submitting; toucher form for
approval by the applicable Diviston Dimctor or (.'ounce 'idmini:atnuor
G. "l'raw el s€tall Ise rite rxtaost ecesrtrgtnical atstl gtr aerie tlsle tncehaaci :aw as€aisle.
November 18, 2014 7B at 61
� �F�Il�lilll
All Caaranq enpplo,i ccs � 1oulrl eerie°� tO be �s aatst Sat i clt,ata ill .appUr;ancc: -ts pssswibk Prcapu ,attire conducive
to c;arn•ing our tltc functions of tlttir rz,l'recticc: position, should bL worn 6Y A Lrr,IploVCLw,
Tim 17eptrtertcrat I IL2d will [ae respsa3asitale t€s itt,tarC tlt.at thL appcarallft of his or leer LMj)lca}'ce.: Properly
Mprestatt, \[OMOL `:cars'ttc iat M]ViOlt tca tkir p€asitieatas:
laroper clothing and equipment tattcicd to insure cn-(plsaece safu.% iat rLquirLd to bt uriliicd at Al timcs in
accordance with the MOrIT(W i:<ata IN S-3ftt4• I'caliciM
November 18, 2014 77 oP 91
ITOI The purpose of the policy is to) provide a safe environment for conducting; County businisti for
emplovees, visitors, Clients, and customers by prohibiting;, larec°enting;, and taking; action in rc.,pons:e to Work..
related acts of Violence.
MINKROMMM
17:ii3 PrsmcLdurL s:
For the purpaesc Of flu'; psaiicy', airs Of %i€alence ilaclnde, but ;are not lirnitecl to:
I. verbal abuse, assault, threatrniug; Or csbscctle language e or behavior, or
2 age ressive, tla ful, dangcresus, trr sicalrslt plltsicsl aCiestlw, csr
3. .actitans Which cndangcr ceatsnty cnlplset°ces, directly (or incidentally, or
4, improper or dangerous use or display of aantWcallsan or eabjcct used as at
sa°eapom
For the pr€ lsise of tlik, policy, ss°sirk m ated acts include, but are: nor limited to, tlacsse
which:
t, tasks plaace: sell f:sanstta' premises and saffatcC csiunty' prlaps=, a�trafsltaamms:s car
repre etatatiscs, or
2. involve one sir more {assault cnaplciyc€s Or rcpresacnt:aus'cs, aacuug; ill their
official Comm caapacity°, or
3. may occur offol'tiesa nn- premises, but ;are mlared to t.aeunt} businc,;q, or
4. may occuroutside of norne d Working; slams, bear are ml;ated ro t.IDurtly
business or
3. Involve than user of( eclaiipreent, vehicles, cormnunicatacmns cquigaincaar
ipllealles, radio, F"M uc.,
A. TIM; ( "eaulaty will take prompt remedial action at,ainit ant' crnlrolaas`ec, visitrsr,
client, or customer who engages its any . bLhavior prohibited bs' this polio,
B. [ he (:seaters° WIN establish sccuritV measures;, tea the LOCIat practical, to ensure
thaC t.°resents° facilities are sate .and secure against actions prohibited be tlds paalic;.
FMPIMCLs, supercisaars, etc. will take massinable irrimcdetiL action to protect
victims ofsiolcnt acticsias from further harm. icdons which will ancrcas:e any danger
should he ;am aided. Whelt neccss.lrt, ]local law eaafserccttsuat ag eircics must bin notified v;
Moll :Is g'Psissslmlc.
D. After aan4` am mcnt dangler or threat leas bC`Cia dl alt with, all z mpl[a1°ce, mana2g er,
supervisor, c°tc. hays a duty to 110tifi,` their immediate sufrersisaar, Saferi, Officer, ]risk
M anag co—, or anther appropriate person of an% incident or acto itywhich is in violation saf
thi , polies'. Reports made pursuant to this; policy will be held in confidence to the exta nr
psass'sblc. [ he COMM Will west tcelcrate one` fee cif retaliation against anvonc who makes
a report under this policg
November I B, 2014 7e al 81
1?, The I lum an Resources officeshall be € otiftcd of any prohibited acts by the affected
emplo cc, their, supert isory or nther ;appropraaatc Person, as i mentioned in. the prccvding
paragraph. Pers€ micl : hall durcrani€rc the extent of ran nedial and cli,ciplin ary ;action to
be t:akem lit making this rlctcrrrain ati€apt, I lum a€s l€e,;ourccs m a€° consult with canfrlaamus,
supervisors, %if:ty or risk tt anagcnrunt rcprescamarivcs, law a neorcemunt officials, etc.
Disciplinan' :action taken :against onployces titltai violate this p,alicy will be c.arricd out in
2ccordance° with ,Monroe County Personnel Policics and l'raiccslures.
November 18, 2014 79OF 81
C`,I111DIIIiN INTI11.11ORK laNVIItOly°111°;tNT
SECTION N 1
I. The Purpose of this scctican is to estaablisla the policy of the Adrnins'stratimi concerning Monroe C ouattt
employe::: bringing children €etas flee C.trio' work environment during; normal working; hours.
A, It is the policy (if thisAdmimistn4ti€na that County employees shall nest routinely bring; children ittsa the
County work environment ent during; the applicable eraaplsrtee", tionnaal working hours.
B. It is recognized that circumstances may arise wherein an crnploycea's option with regard to caring Fcsr
their dcpcndent children may be restricted for any number of rvasons. C,uner;ally, it would be
expected that the employee would utilize vacation or sick leave, as appropriate, to rcsesh'e said matters.
l krwever, on the caret occasion where there are no other alternativeg, and/or the work ra; uirertalons
:are Such that the employee's prescmce is mandatory, the Divi aon Director or Department head metre
grant a special exccptime
C. A Division Director or Duparunent head may grant a special exception in response to aamsual or
enacrgex:ttcy circumstances which would, For at very limited, specific period of firne, permit an employee
to bring children into the envir€anrnamt. The applicable Division Director or Depart cut head shall
then Formally authorize said aapccial exception in writing by completing the "Children in the Work
Place Form" and refuting the origieaatl tar the Human ltcsaaurceas Department via the appropriate
Division Director and the Counts' Administrator, prior it) the chat' the child is exl`rec ed to be present.
11 It is incumbent upon all Division INrectors/ Departnactar I Icadb to insure that permitting children in
the work environment iw a rare cxception and not the role and dear the special exccptlaalt provisions
provided above are not to be abnwed.
I - 'I he parclo(w) .,hall be responsible for the: prerper behavior of the child while in the ttasrkplaacc.
F. Children ;are not permitted to t_raunts vch€cics at ant' nmc.
G. ChildTeu are totally barred from certain high -risk jobs and work locations (such as construction itas'a`.
11. The Counta' Administrator has the authoriry to waive the ptalict1 for special events such as
DJUghtcr,`Sc>n at-Waark Days,
November 18, 2014 80 al 81
C S11 °a AI\,AUJ, %ll .NT lgltOO i,l3URES
wiffuMEM
To csi abh h a 4 nd.ardind cash rrmaa,agernunt procedure that Will claminatc thcrisk of lws for misaappr€opriatic in of
f ands.
L All Di, iwica wr'DcpaArtnwntw wdl have in effect as policy fa:r aall cash funds rccO ed to ha; dcpaasiccd as quickly as
paassibk:, but in any evLatt, not later than darcc F3) bughicss d.lys frsoata muipt
I Check % ouchtirs should lac date wtaaraaped. In uscw �ahcrc rlaaare is nip wticher attalclacd, pa�aeraV(cFk
Cssrmspondicah ta) ncL traa's,xr6011 ih ould indicalre the chart of the check's receipt.
3, Advisc OXIB Of thr aapIlr0priarr CMplaoyces in Cach Divi,ican l)cp.artrnuit who tt`ill he ra.wpfa1Wi6IC for the crash
dcp "its Of the; lsa C%i
8. Division Directors and Dcp.artrncaat I !cads aarc respaonsifalc for puilodicall} rca•ic46aag rlac cash anAnageaaaesat
proccdum whh tlacir dcpartlaacrats M erasalrr rfftciCoC% 31c1 C€oaaapliaatce With da" poky
November 18, 2014 81 ol 81
The purpms c ofthis stt,4rucritttt is to establish the proccdurc for builciitt,0 OCrufa;tsat:• TO aeclh"r to X01Crr fire: alarm
s%,;tems IsacuLd within County fadlties astlauatCaaate. `Clae dLfiititiarn Of aatrtunCi:ate i, tra aartatcauitce tIlL alanxt st'stCnt.
I WIWI].a farce .alarm S%'stetat lcactataci in a Counry FaCalan annunciate, building 9accultaancs aarC 10 caar9a caffa€ll
cicctrical uluiprywin that will not ddas thCar P ik. and shall immediately evaacu,atc ThL building, r8.`porting to
their &4k,,natecl aea;Cnatlh. area in acccarciaaacC With fstWtLd Fire craCuatisart 1ala11s 10CMd thrcaart;hOUt t-'s>a.atV
I�`acilitis=s.
2. Ernph:awl.,; Shall be falacCci srat ssrdcrla CVACuatis>at under proper discipline, rather thaut on speLd
}, £`SstC(ill the-wscrtably arcaa, cash t )FfiCC RCIUCSIcut,atit a: Will acCcrultt fiat their i9Cr HI%Id
�. .111 persoluld will remain ill the cicsignatcd aasscwnbltaarcaa, ta'Cll CICar of tlic building, uuttl rcic aw d by the lire
Mpartaracaat and t,r a rC resCcatastiVC Erases the Nlaaaaraac (:iauntr Public Works, FacilitlCs NlaiuteraaraCC
DCI11rtraa9Aat.
7 t:i>rt tiruti€ nal Officers, DaCiwisan Directors, Euid DLpartaaaC9at 11Caarlw ;are to crtsuru that all r.mplo%cc. under
their fstarr,iL%,6 fanaihanse tltcntsdv(s Crsth this poho ind IZefcrcttcC A—,llsanrsrese Creaaaars' PS;afCt',` laashCies anal
PrraCLdUrL,, 'liauu21, ah)atl; ar'ltla tltc d"iL,,rtaatCrl aw rnabit aar"'a.
6. Colislituti weal Offcurs, I r%isi€ n D rcctsarw, Departrunit I bads, and MOCIrs9c COMM S.ifCtt' Officer are to
cr9astrre LVICu:atirata rsautcw dare postc d teal bulktiu bo arrls throughout County faacilitics„ to include an asscrambls
;area for cseh OffacC tO rCfarrrt tta, ill the LVCot asf a fire ctaCuatiOla,
Constitutional stitutional Off€€curve, Dr kinit Directors, and Department 1 leid a :hall assibm sanC f9crs011 from CaaCh raffiCC
the reslasa€9sibilm of;accsaun ing For inch a:€ pl0t ce that wort s in their off l:L, in the L%-Lnr of at fire evacuation
NstCsamber 18, 2014 8;? 0181