Ordinance 008-1984ORDINANCE NO. 008-1984
AN ORDINANCE OF THE COUNTY OF MONROE,
FLORIDA, PROVIDING FOR THE REPEAL OF ARTI-
CLE III. ENTITLED "EMPLOYMENT POLICIES AND
PROCEDURES" OF CHAPTER 2 OF THE CODE OF
ORDINANCES, COUNTY OF MONROE, FLORIDA,
DECLARING SAME TO BE NULL AND VOID AND OF NO
EFFECT AND PROVIDING FOR THE SUBSTITUTION
THEREFOR THE NEW REVISED EMPLOYMENT POLICIES
AND PROCEDURES; PROVIDING FOR SEVERABILITY;
REPEALING ALL ORDINANCES OR PARTS OF ORDI-
NANCES IN CONFLICT WITH THIS ORDINANCE TO THE
EXTENT OF SAID CONFLICT; PROVIDING FOR
INCLUSION IN THE CODE OF ORDINANCES OF MONROE
COUNTY, FLORIDA; AND PROVIDING AN EFFECTIVE
DATE.
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF
MONROE COUNTY, FLORIDA:
WHEREAS, Section 125.01, Florida Statutes, provides that the
Board of County Commissioners may provide for control and manage-
ment of its employees, and
WHEREAS, it is found and determined to be necessary and
proper that employment policies and procedures be established,
now, therefore,
BE IT RESOLVED that the following Ordinance is hereby
enacted:
Section 1. That ARTICLE III. entitled "EMPLOYMENT POLICIES
AND PROCEDURES" of Chapter 2 of the Monroe County Code of Ordi-
nances is hereby repealed in its entirety and declared null and
void and of no effect, being replaced by the provisions of this
Ordinance when effective as per the provisions of Section 7
hereof.
Section 2. That the employment policies and procedures set
forth in the attached document entitled, "MONROE COUNTY EMPLOY-
MENT POLICIES AND PROCEDURES" are hereby incorporated herein by
reference and established as the employment policies and proce-
dures to govern and control all employees of Monroe County,
Florida, including the employees of the Municipal Service Dis-
trict.
Section 3. The authority for this Ordinance is found in
Chapter 125 Florida Statutes and in Article VIII of the Constitu-
tion of the State of Florida.
Section 4. If any section, subsection, sentence, clause or
provision of this Ordinance is held invalid, the remainder of
this Ordinance shall not be affected by such invalidity.
Section 5.
All ordinances or parts of ordinances in
conflict with this Ordinance are hereby repealed to the extent of
said conflict.
Section 6. The provisions of this Ordinance shall be
included and incorporated in the Code of Ordinances of the County
of Monroe, Florida, as an addition or amendment thereto, and
shall be renumbered to conform to the uniform numbering system of
the Code.
Section 7.
This Ordinance shall take effect immediately
upon receipt of official notice from the Office of the Secretary
of State of the State of Florida that this Ordinance has been
filed with said Office.
PASSED AND ADOPTED by the Board of County Commissioners of
Monroe County, Florida, at a regular meeting of said Board held
on the 27th day of January, A.D. 1984.
(Seal)
BOARD OF COUNTY COMMISSIONERS
OF MONROE COUNTY, FLORIDA
By
Mayor/Chairman
DANNY L. KOLHAGE, Clerk
Attest:
Clerk
DATE
ADOPTED:
ZNVukfLj
;n 1594
DATE
FILED WITH
SECRETARY
OF STATE:
EFFECTIVE DATE:
APPROVED AS TO FORM
N ;6,AL SUFFICIENCY.
1
aY
Attorney's Office
2
EMPLOYMENT
M 0 N R 0 E COUNTY
POLICIES AND
PROCEDURES
M 0 N R 0 E COUNTY
EMPLOYMENT POLICIES AND PROCEDURES
REVISED AND EDITED OCTOBER, 1983
BY: PAULA RODRIGUEZ, COORDINATOR
PERSONNEL AND ADMINISTRATIVE SERVICES
TECHNICAL ASSISTANCE PROVIDED BY:
RACHEL DUNICK AND PEGGY VANYO
TABLE OF CONTENTS
STATEMENT OF PERSONNEL POLICY
SECTIONAL DESCRIPTION
v - vii
PAGE
INTRODUCTION 1 - 3
0.01 Intent 1
0.02 Scope 1
0.03 The County Service 1
0.04 Personnel Section 2 - 3
0.05 Records of Personnel Section 3
0.06 Safety Department 3
SECTION 1 -- GENERAL POLICIES
4-5
1.01
Career Service 4
1.02
Political Activity 4
1.03
Outside Employment 5
1.04
Conflict of Interest 5
1.05
Disclosure of Information 5
1.06
Family Employment Restrictions 5
SECTION 2 -- EMPLOYMENT POLICIES
6 - 14
2.01
Appointing Authority
6
2.02
Position Control
6
2.03
Types of Employment
6 -
8
2.04
Probationary Period
8
2.05
Continuous Service
9
2.06
Medical Examinations
10
2.07
Performance Ratings
10
2.08
Basis For Change of Status
10
2.09
Transfers
10
2.10
Employee Training
11
2.11
Educational Assistance Program
12
2.12
Employee Safety
13
2.13
Promotional Opportunities
13
2.14
Equal Opportunity, Non -Discrimination,
Affirmative Action
13 -
14
2.15
Residency Requirement
14
2.16
Additional Benefits
14
SECTION
3 -- CLASSIFICATION PLAN
15 -
17
3.00
Classification Plan
15
3.01
Position Audit Procedure
15 -
16
3.02
Determination of Classes
16
3.03
Allocation and Re -Classification of Positions
16
3.04
Status of an Incumbent in a Re -Classified Position
16 -
17
3.05
Position Control
17
SECTIONAL DESCRIPTION
SECTION 4 -- PAY PLAN
PAGE
18 - 24
4.01
Purpose
18
4.02
Establishment of the Pay Plan
18
4.03
Amendments
18
4.04
Pay Plan Revisions
18
4.05
Administration
18
4.06
Application of the Pay Plan
18
4.07
Starting Rates
19
4.08
Salary Ranges and Progression
19
4.09
Salary Increases
20 - 21
4.10
Part-time Employment
21
4.11
Administrative Salary Increase
21
4.12
Date of Hire, Payroll Changes & Anniversary Dates
21 - 22
4.13
Pay Grade Adjustments
23
4.14
Temporary - Higher Classification
23
4.15
Wages Due Deceased Employee
24
4.16
Budget Limitations
24
SECTION
5 -- HOURS OF WORK
25 - 26
5.01 Work Days and Work Week
5.02 Overtime Work
5.03 Meal & Rest Period
SECTION 6 -- HOLIDAYS
25
25 - 26
27
28 - 29
6.01
Official Holidays
28
6.02
Eligibility
28
6.03
Work During Holidays
28
6.04
Holidays Falling on Weekends
28
6.05
Holiday During Paid Leave
28
6.06
Observance of Religious Holidays
29
SECTION 7 -- LEAVE WITHOUT PAY
30 -
34
7.01
Annual Leave
30 -
32
7.02
Sick Leave
32 -
33
7.03
Medical Justification
33
7.04
Notification of Absence
33
7.05
Death Leave
33
7.06
Holidays During Sick Leave
34
7.07
Payment of Unused Sick Leave
34
SECTION 8 --LEAVE OF ABSENCE
34 -
41
8.00
Leave of Absence With Pay
35
8.01
Administrative Leave
35 -
36
8.02
Disability Leave (With Pay)
36 -
38
8.03
Pregnancy & Maternity Leave
38 -
39
8.04
Leave of Absence Without Pay
39
8.05
Educational Leave
39
8.06
Military Leave
40
8.07
Personal Leave
40
8.08
Scheduling Leave of Absence Without Pay
40
8.09
Leave of Absence - General Provisions
41
SECTIONAL DESCRIPTION
SECTION 9 -- STANDARDS OF EMPLOYMENT, DISCIPLINARY
ACTION & APPEALS
9.00 Intention
9.01 Responsibility for Administration
9.02 Standards of Employment
9.03 Disciplinary Actions
9.04 Authorization For Disciplinary Action
9.05 Oral Warning
9.06 Written Warnings
9.07 Written Reprimand
9.08 Demotion
9.09 Suspension
9.10 Discharge
9.11 Indictments
9.12 Refusal to Testify
9.13 Appeals
SECTION 10 -- EMPLOYEE COMPLAINT/GRIEVANCE PROCEDURE
PAGE
42 - 48
42
42
42 -
44
44 -
45
45
_
45
46
46
46
46 -
47
47
47
48
48
49
10.00 Complaint/Grievances
49
SECTION 11 -- TERMINATIONS
50 - 51
11.01 Resignations
50
11.02 Lay -Offs
50
11.03 Retirement
50
11.04 Discharges
51
11.05 Exit Interviews
51
SECTION 12 -- SOLICITING
12.01 Soliciting
52
SECTION 13 -- EMPLOYEE PERFORMANCE EVALUATIONS
53 - 54
13.01 Policy
13.02 Purpose
53
13.03 Procedures
53
53 - 54
SECTION 14 -- EMPLOYEE INSURANCE COVERAGE
55
14.00 Coverage
55
SECTION 15 -- TRAVEL
56
15.00 Travel
56
SECTION 16 -- APPEARANCE
57
MONROE COUNTY, FLORIDA
STATEMENT OF PERSONNEL POLICY
It is the intention and policy of the County that a proper and efficient
personnel system be maintained as an indispensable and necessary prerequisite to
professional administration of the business affairs of this County. It is the
further intention and policy that a fair, equitable and uniform system of public
employees be established, and that they be provided with an opportunity for honor-
able and useful employment.
The rules adopted by the County and amended as needed, will set forth the
principles and procedures to be followed in its personnel program. The purpose of
the policy is to assure County employees that they will be dealt with on an
equitable basis, and that the citizens of Monroe County may derive the benefits
and advantages which can be expected to result from a competent staff of County
employees.
All appointments and promotions in the County Service shall be made without
regard to sex, race, religion, physical and mental handicap, marital status or
political affiliation; and shall be made solely on the basis of ability and
fitness.
The Board of County Commissioners and other elected officials do not hereby
relinquish any authority invested in them, but delegate authority to the extent
provided herein.
The delegated role of the County Administrator as provided by Part III of
Chapter 125, Florida Statutes, County Ordinance 13-1977 and Resolution 87-1978,
is hereby as follows:
The County Administrator shall be responsible for the administration of all
departments responsible to the Board of County Commissioners and for the proper
administration of all affairs under the jurisdiction of the Board. To that end,
the Employee may, by way of enumeration and not by way of limitation, have the
following specific powers and duties to:
A. Administer and carry out the directives and policies of the Board
of County Commissioners and enforce all orders, resolutions,
ordinances, and regulations of the Board to assure that they
are faithfully executed.
B. Report to the Board on action taken pursuant to any directive or
policy within the time set by the Board and provide an annual
report to the Board on the state of the County, the work of the
previous year, and any recommendations as to actions or programs
he deems necessary for the improvement of the County and the
welfare of its residents.
C. Provide the Board, or individual members thereof, upon request,
with data or information concerning County Government and to
provide advice and recommendations on County government
operations to the Board.
-v-
D. Prepare and submit to the Board of County Commissioners for its
consideration and adoption an annual operating budget, a capital
budget, and a capital program.
E. Establish the schedules and procedures to be followed by all County
departments, offices, and agencies in connection with the budget and
supervise and administer all phases of the budgetary process.
F. Prepare and submit to the Board after the end of each fiscal year a
complete report on the administrative activities of the County for
the preceding year and submit his recommendations.
G. Supervise the care and custody of all County property.
H. Recommend to the Board a current position, classification and pay
plan for all positions in the County service.
I. Develop, install and maintain centralized budgeting, personnel,
safety, legal and purchasing procedures.
J. Organize the work of County departments, subject to an admini-
strative code developed by the Administrator and adopted by the
Board, and review the departments, administration, and operation
of the County and make recommendations pertaining thereto for
re -organization by the Board.
K. Select, employ, and supervise all personnel and fill all vacancies,
positions, or employment under the jurisdiction of the Board.
However, the employment of all department heads shall require
confirmation by the Board of County Commissioners.
L. Suspend, discharge, or remove any employee under the procedures
adopted by the Board.
M. Negotiate leases, contracts, and other agreements, including
consultant services for the County, subject to approval of the
Board, and make recommendations concerning the nature and location of
County improvements.
N. See that all terms and conditions in all leases, contracts and
agreements are performed and notify the Board of any noted
violation thereof.
0. Order, upon advising the Board, any agency under his jurisdiction
as specified in the administrative code to undertake any task for
any other agency on a temporary basis if he deems it necessary for
the proper and efficient administration of the County government
to do so.
P. Attend all meetings of the Board with authority to participate
in the discussion of any matter.
Q. Perform such other duties as may be required of him by the
Board of County Commissioners.
-vi-
It is the Board's intent to grant to the County Administrator only those
powers and duties which are administrative or ministerial and not to delegate any
governmental power imbued in the Board of County Commissioners as the governing
body of the County pursuant to 1 (e), Article VIII of the State Constitution.
To that end, the above specifically -enumerated powers are to be construed as
administrative in nature and in any exercise of governmental power the
Administrator shall only be performing the duty of advising the Board of
County Commissioners in its role as the policy -setting governing body of the
County.
Further, it is the intent of the Board that said Employee shall be the chief
administrative official for Monroe County and shall be responsible for the
administration of all departments which the Board has authority to control. Said
Employee shall be directly responsible to the Board and shall implement and
execute the policies of the Board as promulgated by the Board in open official
meetings, provided, however, that said Employee shall not have authority to
establish County policy, which policy decisions are hereby declared to be the
exclusive jurisdiction of the Board in exercising its responsibilities and duties
pursuant to the Constitution of the State of Florida or for any general or
special laws enacted thereunder.
R. Supervise the construction, acquisition, control, use and
maintenance of all personal property, buildings, furnishings
and equipment owned or leased by the County.
S. Serve as a liason between the governing body and other, County
officials, special tax districts within the County, municipalities
within the County, the County Government of other counties and all
federal and state governmental agencies, officers, and officials.
BOARD OF COUNTY COMMISSIONERS
l
INTRODUCTION
0.01 INTENT
It shall be the intent of the Board of County Commissioners and
other elected officials who so request to adopt these policies
and procedures that:
A. The employees of Monroe County be productive
persons who perform a useful County function.
B. There shall be no employees on the County payroll
for whom there is no employment need.
C. All officials and employees shall comply with
and assist in carrying out the personnel
program.
D. All appointments to the County Service are to
be made in accordance with the rules,
regulations and procedures established and
adopted by.the Board of County.Commissioners.
0.02 SCOPE
For the purpose of expediency, these policies may refer to
either the male or female gender, or both with no intent to
discriminate. All policies apply to both genders.
The personnel policies, regulations and procedures as adopted
shall apply to all personnel in the County Service falling under
the jurisdiction of the Board of County Commissioners and any
other agency, board or department which so requests.
0.03 THE COUNTY SERVICE
The County Service shall consist of all existing positions and
any positions hereinafter created in the County with the following
exemptions:
A. The Board of County Commissioners and any positions
which may be declared exempt by the Board as
stipulated by a specific contract of employment.
B. Other elected officials.
C. Members of Boards, Committees and Coiilmissions.
D. Persons employed in a professional capacity on a
contractual, fee or retainer basis or hired to
perform specific services, as defined herein,
including but not limited to temporary,
substitute, part-time, trainee or emergency
services, investigations or inquiries on behalf
of the County Commissioners or a committee thereof
or other elected officials.
0.04 PERSONNEL DEPARTMENT
It is the responsibility -of the County Administrator to render service
to the County government in the fields of personnel management and
employee relations, and to ensure uniform, fair and efficient
personnel administration.
The County Administrator will implement and administer policies
and regulations as adopted by the Board of County Commissioners and
other elected officials who so requested.
All positions established in the County Service shall be filled from
eligible candidates approved by and processed through the County
Administrator's Office (Personnel Section).
In addition to the duties imposed by their personnel policies and
regulations, it is the responsibility of the County Administrator to:
A. Apply and carry out personnel policies and regulations
as adopted by the Board of County Commissioners.
B. Foster and develop, in cooperation with appointing
authorities, elected officials and other interested
parties, programs for the improvement of employee
effectiveness and morale.
C. Conduct evaluations and studies to determine the
effectiveness of the personnel program, and submit a
report of findings and recommendations to the Board of
County Commissioners.
D. Ensure that all personnel have been employed in
accordance with the provisions of personnel policies
and procedures, and be informed of all payroll changes.
E. Maintain a classification plan for all employees in the
County Service.
F. Maintain a pay plan for all employees in the County Service.
G. Develop and administer tests and examinations as deemed
necessary to determine the fitness and abilities of
applicants for jobs in the County Service, and
promotional opportunities.
-2-
H: Prepare, or have prepared, and submit to the Board of
County Commissioners, corrected, revised, or additional
personnel policies and procedures for their approval.
I. Perform any other lawful acts considered necessary to
carry out the purpose and provisions of the personnel
policies and procedures.
J. Prepare any County Affirmative Action Plan.
K. Carry out any duties revolving around employee
organization, certification, negotiations, grievances, or
other employee activities.
L. Perform interviewing, background investigations and
otherwise pre -qualifying candidates for County employment.
M. Recruit qualified applicants to fill departmental
vacancies.
N. Perform induction of all newly -hired personnel including
completion of required personnel and payroll forms,
arranging physicial examinations and providing employee
orientation.
0. Provide staff support to the Board of County Commissioners
in regard to personnel matters.
P. Ensure that all department selections are made from the
top applicants based on qualifications and/or test scores.
0.05 RECORDS OF PERSONNEL SECTION
The records of the Personnel Section are considered confidential to
the extent Florida Statutes allow.
Access to personnel records may be authorized by the Board of County
Commissioners and/or the County Administrator.
It shall be the responsibility of all County employees to notify
the County Administrator's Office (Personnel Section) in writing of
all changes affecting their County employment status (change of
name, address, etc.).
0.06 SAFETY DEPARTMENT
It is the responsibility of the County Administrator to create and
maintain a safe environment in which to work for all employees of
Monroe County, through a viable safety program, as required by the
State of Florida.
This safety program shall be administered according to the safety
policies adopted by the Board of Commissioners.
-3-
GENERAL POLICIES
SECTION 1
1.01 CAREER SERVICE
A. DEFINITION
In accordance with Chapter 69-1321 Laws of Florida, as
amended, employees designated in this Act, having at least
one (1) year of satisfactory service, shall be considered
career service employees, except as set forth therein in
these policies and procedures. This Act stipulates that
bodies or agencies having career service employees shall
adopt rules and regulations for an internal grievance
procedure which shall ensure that all employees are
afforded fair, equitable and expeditious hearings, without
fear of coercion, discrimination or reprisal by their
respective employers.
B. APPLICATION FOR CAREER SERVICE
One month prior to the employee's anniversary date, except as
provided for in Section 2.04 herein, the County Administrator's
Office (Personnel Section) will provide the Department Head with
a form which will be used to evaluate the employee on the
following criteria: the quality and quantity of work and
attendance. The evaluation form will be returned to the County
Administrator's Office (Personnel Section) and placed in -the
employee's personnel jacket. Upon satisfactory completion of one (1)
year of full-time employment with Monroe County, the employee
will then be eligible for career service.
1.02 POLITICAL ACTIVITY
A. No employee shall use any promise or reward or threat of
loss to encourage or coerce any person to support or
contribute to any political issue, candidate or party.
B. No employee shall use his official authority as an employee
to influence or attempt to influence, coerce or attempt to
coerce a political body or to in any way interfere with any
nomination or election of any person to any public office.
C. Nothing will prohibit any employee from expressing his opinion
on any candidate, on issues, or from participating in any
political campaign during his off -duty hours.
D. Nothing herein contained shall affect the right of the employees
to hold membership in, and support, a political party, to vote
as they choose, to express privately opinions on all political
subjects and candidates, to maintain political neutrality, and
to attend political meetings.
M
1.03 OUTSIDE EMPLOYMENT
A. Full-time employees are discouraged, but not restricted from
engaging in other employment during their off -hours.
However, County employment must be considered the primary
employment and no employee may engage in outside employment
which would interfere with the interest of the County, or the
availability of employees for emergency or call -in duty.
B. Equipment, facilities, vehicles or property of the County shall
not be used by employees for any reason or purpose other than
County business. The use of same for personal gain or use
will be cause for termination.
C. Employees shall not be instructed or allowed to perform work.
for private individuals or other governmental agencies as
part of his/her County employment except in those instances
where such work is part of contract arrangements entered into
by the Board of County Commissioners with such private individuals
or government agencies or in those cases where, under prior Board
of County Commissioenrs policy, the employee is to give service
in an emergency situation.
1.04 CONFLICT OF INTEREST
Conflict of interest rules shall be in accordance with the
established Laws of the State of Florida.
1.05 DISCLOSURE OF INFORMATION
Information which is obtained in the course of official duties shall
not be released by any employee other than by those charged with
this responsibility as part of their official duties.
1.06 FAMILY EMPLOYMENT RESTRICTIONS
Restrictions on employment of relatives shall be inaccordance with
Florida Statute 116.111 (2)(a) as amended, which reads, "A public
official may not appoint, employ, promote, or advance, or advocate
for appointment, employment, promotion, or advancement, in or to a
position in the agency in which he is serving or over which he
exercises jurisdiction or control any individual who is a relative
of the public official." Nothing set forth herein shall prohibit
the employment of more than one (1) member of the same family.
The County Administrator's Office (Personnel Section) will be
responsible to investigate any alleged incident of nepotism, and
when needed, the County's legal advisor will furnish current
information to the County Administrator's Office (Personnel Section)
on Florida Statute 116.111.
Where a State or Local statute regarding nepotism exists which is
more restrictive than this policy, the eligible applicant should
follow the State and Local statute in lieu of this policy.
-5-
EMPLOYMENT POLICIES
SECTION 2
2.01 APPOINTING AUTHORITY
The Board of County Commissioners: and/or the County Administrator
(as outlined in the Statement of Personnel Policy) shall be the
appointing authority for all positions under their jurisdiction,
and are responsible for:
A. Ensuring that all positions to be filled have been
authorized and budgeted.
B. Approval of all changes in employee status in accordance
with personnel policies and the Classification and Pay
Plan.
C. Ensuring that all positions in their departments have been
evaluated, rated and classified in accordance with the
compensation and classification plans.
2.02 POSITION CONTROL
A. All positions in the County Service are established and maintained
through a budget each fiscal year, in accordance with procedures
provided by the Board of County Commissioners.
B. The establishment of new or additional positions can only be
authorized by the Board of County Commissioners and the County
Administrator, subject to adequate justification of need and
availability of funds.
C. Personnel to fill approved new positions shall be appointed
after the position has been evaluated, classified and assigned
a pay grade.
2.03 TYPES OF'EMPLOYMENT
A. Origina:ll: employment is subject to budgetary restrictions. When a
person is initially employed in a position in County Service, he
shall be employed in one of the following types of original employ-
ment status:
1. Full-Time/Permanent Employee
2. Substitute Employee
3. Temporary Employee
4. Emergency Employee
5. Part -Time Employee
6. Trainee
B. Definitions of types of original employment.
1. Full-Time/Permanent Employee
a. Full-Time/Permanent employment will be made to a
classification for permanently budgeted County
positions, working 30 hours or more per week.
b. A Full-Time/Permanent employee shall be eligible for
all County fringe benefits as set forth in these policies.
1:1
2.03
TYPES OF EMPLOYMENT CONT'D.
B. Definitions of types of original employment.
C. An employee serving in a full-time/permanent position
shall be eligible for career service status after one
year of satisfactory service, and shall be considered as a permanent employee.
2. Substitute Employee
a. Substitute employment may be made to fill positions for
which leaves of absences are granted to a permanent
employee.
b. Substitute employment shall be only for a period of time
for which the permanent employee is granted leave.
C. A substitute employee shall be exempt from career service
while serving on substitute employment.
d. A substitute employee shall be eligible to participate in
the Retirement and Social Security Plan after completing
four (4) months of continuous service and all other fringe
benefits immediately upon establishing a continuous service
date.
3. Temporary Employee
a. Temporary employment may be made when the work of a depart-
ment requires the services of one or more employees on a
seasonal or intermittent basis.
b. An employee shall not be allowed to serve on temporary
employment for more than 12 consecutive months or, in the
case of intermittent employment, for more than 1,040 hours
during any 12•-month period, except as set forth below.
C. An�ieinployee shall not attain permanent status while serving
on temporary employment.
d. A temporary employee shall be eligible to participate in the
Retirement and Social Security Plan after completing four (4)
months of continuous service, but shall not be eligible for
other fringe benefits while serving on temporary employment.
e. All employees who are employed under special State or Federal
grants/projects shall be temporary employees throughout the
duration of the grant/project. Such employees shall at no
time be considered permanent employees of the County, and shall
only have the rights of temporary employees as set forth in these
policies and procedures, except as might be'specifically sit forth
in"the special State or Federal grant/project requirements.
f. A temporary employee shall be exempt from career service status.
4. Emergency Employee
a. Emergency employment may be made when a short-term emergency exists.
b. Emergency employment may be made without regard to the person's
training or experience.
C. No person shall be given one or more emergency employments for more
than three (3) calender months.
d. An employee shall not attain permanent status while serving on
emergency employment.
e. An emergency employee shall not be eligible for County fringe benefits
f. An employee hired on an emergency basis shall be exempt from career
service status.
-7-
2.03 TY EMPLOYMENT - CONT'D. _
5. Part-time Employee
An employee is to be considered part-time if the employee
works less than thirty (30) hours per week. The part-time
employee who works at least twenty (20) hours per week will
accrue vacation and sick leave prorated to the number of
hours worked but will not receive group insurance. Anyone
working less than twenty (20) hours per week will not accrue
sick or annual leave. (See section 2.16 regarding Retirement
and Social Security benefits)
Trainee Employee
a. An employee appointed to fill an established position on a
regular.full-time or part-time basis shall be given trainee
status when qualified applicants are not available for the
class and the employee does not meet the minimum training
and experience requirements for the class.
b. A trainee shall be exempt from career service status.
7. Employment of Department Heads
The Board of County Commissioners and the County Administrator
shall review and approve the employment of, or promotion to,
the position of Department Head.
2.04 PROBATIONARY PERIOD
A. The first twelve (12) months of County Service shall be
considered a probationary period for all employees. Upon
recommendation of the Department Head and approval of the
County Administrator, an employee's probationary period
may be.extended up to an -additional three (3) months. Only
one extension will be permitted. The employee will be
notified of the extension in writing at least fifteen (15)
days prior to the last day of the original probationary
period.
During the probationary period, the Department Head or
duly -appointed representative must observe the employee's
work habits, attitude and attendance to see if continued
employment in the job is mutually desirable. The Department
Head will send the County Administrator's Office (Personnel
Section) a written report of the employee's job performance
at the end of the sixth and eleventh months of the probationary
period.
C. If an employee is found to be unsatisfactory by the Department
Head during his or her original probationary period, said employee
should be considered for another available position either in his
or her present department, or another department, for which he or
she may be suitable. If said employee is transferred to another
position for which fie or she may be suited, he or she will begin
a 6-month probationary period in the new position, or the remainder
of their original 12-month probationary period, whichever is greater.
15:le
D. If there is no available position for which said employee may be qualified,
or if said employee proves unsatisfactory during his or her 6-month
probationary period in a new position, said employee may be terminated,
upon written approval of the County Administrator, without recourse to
any grievance or complaint provisions of these Personnel Policies &
Procedures.
E. Any employee who is promoted, or reclassified within the same department
after satisfactorily serving his or her original probationary period will
serve a 90-day trial period in the new position. If the employee proves
to be unsatisfactory in the new position during that trial period the
Department Head, upon approval of the Administrator, must revert that
employee back to his or her former position.
F. An employee who is transferred to another department through the promotional
opportunity process will serve a 90-day probationary period. If during this
probationary period the employee is found to be unsatisfactory, he or she
may be terminated if recommended by the Department Head & approved by the
Administrator, but will be able to apply for another County position during
the promotional opportunity period for 1 year, after which time he or she
must wait until.a desired position is open to the public.
2.05 CONTINUOUS SERVICE
A. Creditable Service shall be defined as service,during which the
employee was on the payroll of the County, or on leave of absence
without pay except that an employee who works less than eleven (11)
calendar days during any calendar month, due to any kind of leave of
absence without pay, shall not earn leave credits of any type during
any calendar month.
B. An employee's continuous service date shall be established as the
most recent date of hire and may not precede the date of actual job
performance.
C. Authorized leaves of absence and layoffs to the extent provided in
Section 8 of these policies shall not be considered a break in service,
but that time shall be deducted from his orher length of employment to
determine an Adjusted Date of Employment. All other separations shall
be considered a break in service effective at the end of the employee's
regular shift on the last day of work.
D. If an employee has a break of service fifteen working days of more,
he/she cannot be reinstated to his/her former employment status. If
he/she is selected for County employment after such a break in service,
he/she must begin as a new employee in all respects, except Retirement
Benefits which are governed by Florida Statutes.
E. Any unauthorized leave without pay for more than three consecutive work
days may be considered a break in service, and may result in termination.
2.06 MEDICAL EXAMINATIONS
In order to maintain.a vigorous and healthy work force, the County shall
require pre -employment medical examinations and may require additional
periodic re-examinations for certain occupations. The County will assume
the cost of such examinations. Federal Grant Programs under Social Services
will provide funding for medical examinations in their respective grant budgets
In the event that an applicant has had a physical examination within three
months prior to County employment, the physical examination may be waived by
the Department Head with the approval of the County Administrator's Office
(Personnel Section), providing the applicant provides a medical statement
from the examining physician.
Should re-examination result in disclosure of inability to meet the re-
quired standards of health and physique as related to the specific occupation,
the results of the examination shall be reviewed by the County Administrator's
Office (Personnel Section, and the employee's Department Head. Findings and
recommendations shall be forwarded to the County Administrator for final
disposition.
An employee determined to by physically or mentally unfit to continue working
in his persent classification may be reclassified to any available position for
which the employee is determined to be physically or mentally fit, provided
such a position is available.
WOE
2.06 MEDICAL EXAMINATIONS - CONT'D.
In the event that an applicant has had a physical examination within three
months prior to County employment, the physical examination may be waived by -
the Department Head with the approval of the County Administrator's Office
(Personnel Section), providing the applicant provides a medical statement
from the examining physician.
Should re-examination result in disclosure of .inability to meet the re-
quired standards of health and physique as related to the specific occupation,
the results of the examination shall be reviewed by the County Administrator's
Office (Personnel Section)•, and the employee's Department Head. Findings and
recommendations shall be forwarded to the County Administrator for final
disposition.
An employee determined to by physically or mentally unfit to continue working
in his persent classification may be reclassified to any available position for
which the employee is determined to be physically or mentally fit, provided
such a position is available.
2.07 PERFORMANCE RATINGS
Performance Ratings shall be completed at the end of employees' first six
months of continuous service, and annually on his/her anniversary date there-
after. (See Section 13).
2.08 BASIS FOR CHANGE OF STATUS
In considering employees for promotion, demotion, recall from layoff or
transfer, job performance shall be the sole criterion. Job performance
being equal, length of continuous service shall be the criterion.
2.09 TRANSFERS
A. Application Process: Employees who have proven to
be satisfactory, with the approval of the immediate
supervisor, may make application for a transfer to another
department. The transfer request must be approved by the -
employee's Department Head. and forwarded to the County
Administrator's.Office (Personnel Section). At the time of
application for transfer, the Department Head should indicate
the quality of the employee's work and whether or not the
position is to be re -filled. All applications for transfer
will be considered only upon vacancies in another department.
(See Section 2.13 - Promotional Opportunities)
B. The employee may be transferred from a classification in one
department to the same or equivalent classification in another
department provided the transfer is to the advantage of the
County. No transfer may be made without the approval of the
two Department Heads involved and the County Administrator.
C. An employee who transfers from one department to another shall
retain all previously earned benefits in assuming his new position.
Transfers will not be regarded as permanent until the employee
satisfactorily completes a six-month trial period in the new
position.
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2.10 EMPLOYEE TRAINING
The County Administrator shall establish and develop an educational
program for employees in the County Service. The purpose of this
program is to increase operational efficency and to assist employees
in preparing themselves for positions of increasing difficulty and
responsibility. Training meetings and courses may be held on the
employee's own time or, with the approval of the Department Head,
during official working hours.
2.11 EDUCATIONAL ASSISTANCE PROGRAM
A. Educational Assistance Policy
The County may provide financial assistance to County employees
for educational courses which are applicable to the employee's
field of work, or of such nature and quality to directly
contribute to the employee's value and potential growth in
the County service.
B. Eligibility
An employee will be considered for participation in the
Educational Assistance Program if he has been a full-time
employee of the County for one year or more; and is so
recommended by his Department Head and approved by the
County Administrator.
C. Applications
Submit the completed Request for Education Assistance Form
(4 copies) to the immediate supervisor. The supervisor shall
review the application with the department head and forward
the application to the County Administrator's Office (Personnel
Section) with the appropriate approvals.
The County Administrator's Office (Personnel Section) shall
review the employee's eligibility to participate in the
Educational Assistance Program and shall be responsible for
the administration of the program.
The application must be submitted and approved by the County
Administrator prior to the employee enrolling in the course.
D.. Time Off From Work
Qualified employees shall be permitted time off from work with
pay to attend required classes which are not available during
non -working hours, if approved by the department head. Allow-
able time off will be restricted to a maximum of 156 hours in
any calendar year.
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2.11 EDUCATIONAL ASSISTANCE PROGRAM - CONT'D.
E. Reimbursement
1. Upon the successful completion of approved courses the
employee will be eligible for reimbursement of tuition.
The employee must present a certification of successful
course completion and a paid receipt for tuition to the
County Administrator's Office (Personnel Section). Requests
for reimbursement must be made within thirty-five days
after completion of the course.
Employees whose applications for tuition reimbursement that
have been approved shall be entitled to tuition reimbursement
upon proof or payment of tuition and and proof of successful
completion of the course.
2. No employee shall be entitled to reimbursement for textbooks
or course materials.
3. Reimbursement for tuition will be made only to employees who
are on the active payroll when payment is due.
4. Where tuition is covered under benefits from the Veterans
Administration or a philanthropic source, qualified employees
may participate only in the "time off from work" feature of
the program.
5. Reimbursement under the Educational Assistance Program constitutes
income to the employee. The County must withhold taxes from this
income and report to government agencies in the same manner.
6. Employees must.provide their own transportation to and
from training.
7. Refunds shall be limited subject to the availability of funds
and the number of participants in the program.
8. This program may be amended or terminated at any time.
However, such amendment or termination will not affect
any courses of study previously approved.
F.. Conditions of Reimbursement
Employees who obtain reimbursement for any educational
assistance program shall remain with the County at least one
(1) year after completion of courses, otherwise any reimbursement
which was made by the County to the employee shall be refunded
to the County, if the employee is terminated within less than
one (1) year from date of completion of educational assistance
courses. Further funding to the County shall be accomplished
by deducting all reimbursement due from the employee's paycheck.
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2.12 EMPLOYEE SAFETY
Employees will observe all safety rules and regulations established
by County Government. Department Heads and Supervisors working
through the County Administrator's Office (Safety Section) will
ensure that all safety rules are posted in appropriate areas.
Department Head and Supervisors are responsible for the observance
of those rules within their jurisdiction.
2.13 PROMOTIONAL OPPORTUNITIES
A. It is the policy of the Board of County Commissioners to consider
County employees for promotional opportunities before applicants
from the general public are considered. Promotional opportunities
will be posted on bulletin boards throughout the County system for
six (6) working days; the first three (3) days giving preference
to qualified applicants within the County system, and the second
three (3) days for Veterans preference. If no qualified applicant
is selected after the six (6) days, the positions will then be
offered to the general public.
B. An employee wishing to apply for a promotional position will
complete the Promotional Opportunity Application form within
the six -day period and submit it to his supervisor who will
ensure its immediate referral to the County Administrator's
Office (Personnel Section). The County Administrator's Office
(Personnel Section) will review these completed forms and refer
qualified applicants to the department with the vacancy for
consideration. When there are a large number of applicants
who are qualified in terms of experience, academic background, and/or
work record, length of County service may be used to establish
a numerical limit of applicants who will be referred.
2.14 EQUAL OPPORTUNITY, NON-DISCRIMINATION, AFFIRMATIVE ACTION
A. There shall be no discrimination exercised because of race,
national origin, age, color, religion, creed, sex, marital
status, political affiliation or physical or mental disability (when
not restricted by job requirements) with respect to the recruiting
and examination of applicants. The hiring of eligibles, or in any
personnel transactions affecting employees in the County service,
including training, promotion and disciplinary actions. All
personnel actions shall be based solely on ability and fitness of
the individual.
B. The County Administrator (Personnel Section) shall see that
information about job opportunities are readily available to all
citizens of the County, and a continuing program shall be
conducted to make the Equal Employment policies known to all
citizens of the County.
C. These policies and procedures which ensure equal employment
opportunity in both securing County employment and in promotional
opportunities at all job levels is the County's Affirmative
Action Policy.
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2.14 EQUP=RTUNITY, NON-DISCRIMINATION, AFFIRMATIVE ACM CONT-D.
D. The County Administrator' will be responsible for the operation
of the Affirmative Action Policy and will ensure compliance with
that Policy as the County's Affirmative Action Office.
In this capacity, the County Administrator's Office (Personnel
Section) will:be responsible for the anticipating of problems,
formulating soluti.ons, presenting a complete analysis of
alternatives and recommended corrective actions and coordinating
the recommended actions with Department Heads and employees.
2.15 RESIDENCY REQUIREMENT
Individuals employed by the County shall be required to maintain their
residence within the geographical boundaries of Monroe County. Present
employees residing outside of Monroe County at the date these policies
are adopted are exempt from this rule.
A sixty (60) day period will be .given new employees to establish
residency within the geographical boundaries of Monroe County whose
intent is to relocate upon securing employment.
2.16 ADDITIONAL BENEFITS
Any employee who remains on the County payroll longer than four (4)
continuous months will be required to participate in the Social Security
Program, and the Florida State Retirement Program. Monroe County pays
all expenses required in regard to the Retirement Program, and matches
the required employee deduction for the Social Security Program.
Employees will receive no benefits from either program until certain
specific requirements have been met, as required by official regulations
governing each program. Details may be obtained from the Personnel or
Payroll Departments.
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CLASSIFICATION PLAN
SECTION 3
3.00 CLASSIFICATION PLAN
A. Definition
The Classification Plan is a system of determining the value of an
individual job in relation to all other jobs in the County. It
begins with job analysis from which job descriptions or class
specifications are developed. It ensures that all positions
and classifications are evaluated on the same basis of overall
job content, responsibilities, skills and requirements.
B. Scope
The Classification Plan provides for a systematic and equitable
arrangement of job classes and provides for a complete inventory
of all County positions. The purpose of the plan is to group
various positions into related classes based upon the range of
duties, responsibilties and level of work performed.
C. Composition of the Classification Plan
The Classification Plan comprises written job descriptions
for each class of work included in the County service. Job
descriptions are used as a guide in recruiting and examining
candidates for employment, in determining the lines of promotion
and developing training programs, as:guidelines in determining
salary relationships and in providing uniform job terminology
to convey the same meaning to all concerned. The job descriptions
are maintained by the County Administrator's Office (Personnel
Section) and should be reviewed and updated annually, or whenever
a change occurs in the duties of any position. Each job description
will be approved by the Department Head and the County Administrator.
Each employee will receive a copy of their respective job description
at the time of their employment.
3.01 POSITION AUDIT PROCEDURE
The County Administrator is charged with the responsibility of initiating
position audits of any or all County service positions at any time. Other
position audits may be initiated by written request to the County
Administrator from:
A. The head of the department in which the specific position
is located.
B. The incumbent of the position to be audited.
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3.01 POSITION AUDIT PROCEDURE CONT'D.
Position information will be gained through completion of a Position
Classification Questionnaire by the incumbent or by the.supervisor of
the position if the position is vacant, and through field studies of
the position, which may include a personal visit with the position
incumbent by the County Administrator's Office (Personnel Section).
The concerned Department Head should review and make recommendations
to the County Administrator's Office (Personnel Section) on all
proposed new positions, changes and position descriptions.
3.02 DETERMINATION OF CLASSES
The County Administrator's Office (Personnel Section) upon
certification of funds, and findings that the proposed class or
classes are needed, shall propose new or revised classes of work
as well as the abolition of existing or obsolete classes, to the
County Administrator for appropriate action.
An employee whose position has been abolished shall within one
year have first consideration for any similar position that may arise
in the County service. However, if that said employee within that
year elects to take a position in County service that differs from
or is similar in nature of the position that was priorly held; in
terms of class and salary, said employee shall have forfeited
his or her right to appeal; said employee is in no way obligated
to accept a position of lower classification or pay.
3.03 ALLOCATION AND RE-CLASSIFICATION OF POSITIONS
The County Administrator's Office,(Personnel Section) after having
determined the content of the positions and having received the
certification of funds,shall allocate newly -created positions to an
existing class in the Position Classification Plan or to a new
classification, depending on the type of position and the
availability of an appropriate existing class. Allocations or
re -classifications of positions based on re -organization or the
assumption of new functions shall be recommended by the Department
Head for approval by the County Administrator. The Department Head
must submit sufficient documentation that the change is needed, and
that their respective departmental budget contains sufficent funds
to cover the change.
3.04 STATUS OF AN INCUMBENT IN A RE-CLASSIFIED POSITION
When the incumbent of a position, through diligent application of
work, is officially assigned more difficult and significant additional
responsibilities and duties so that it appears as if the position
warrants re-classification of a higher class, the County Administrator's
Office (Personnel Section) shall perform a field study of the present
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M
r
3.04 STATUS OF AN INCUMBENT IN A RE-CLASSIFIED POSITION CONT'D.
duties and responsibilities of the position. If it is determined
after recommendation by the Department Head and the Personnel
Coordinator that the position should be re-classified, the County
Administrator may require that the incumbent undergo a prescribed
test of fitness, depending on the conditions of the re-classification
and the nature of the'position to be re-classified before approval.
A revised job description will be submitted by .the Department Head
for approval by the County Administrator which includes the additional
duties of the position.
3.05 POSITION CONTROL
All positions are established and maintained through a budget each
fiscal year in accordance with established budget and accounting
procedures. The establishment of new or additional positions
can only be based on adequate justification of need and the
availability of funds. The provisions herein do not relate to
the Pay Plan, but to position statuses created by need and
necessity only.
Any additions, revisions or ammendments to the Classification Plan
or Pay Plan that require an addition to the approved departmental
budget must be approved by the Board of County Commissioners.
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PAY PLAN
SECTION 4
4.01 PURPOSE
The Pay Plan is designed to provide a fair and equitable method for
payment of employees in the County service. It also establishes
a set of rules and a uniform system of administration.
4.02 ESTABLISHMENT OF THE PAY PLAN
The Pay Plan shall be directly related to the Classification Plan and
is the basis for payment of employees in the County service. This plan
shall be established with consideration being given to the following
factors:
A. Relative difficulty and responsibilities existing between
various classes of work.
B. Prevailing wage scales, for similar types of work, found in
public and private industry in the labor market.
C. Availability of qualified personnel.
D. Economic conditions found in the area.
E. Fiscal policies of the Board of County Commissioners.
4.03 AMENDMENTS
The County Administrator shall make amendments to the Pay Plan when
economic conditions, labor supplies, prevailing wage rates, or
other considerations indicate a need for such action.
Department Heads may recommend to the County Administrator possible
amendments to the Pay Plan by providing sufficient justification to
make an evaluation of the causes and conditions requiring the change
within the confines of their respective departmental budget.
4.04 PAY PLAN REVISIONS
The Board of County Commissioners must approve the County Administrator's
Recommended Plan of Compensation and subsequent annual revisions for
approval and adoption.
4.05 ADMINISTRATION
The County Administrator shall have the responsibility for the day to day
administration of the compensation plan including approval of all hiring
rates and other payroll changes in accordance with the Personnel policies.
4.06 APPLICATION OF THE PAY'PLAN
All employees shall be employed and paid in accordance with the rates and
policies established by the Pay Plan for the specific job classification
under consideration.
a Me
4.07 STARTING RATES
A. The minimum salary established for a position is considered the
normal appointment rate for new employees.
B. Appointments below or above the minimum salary may be authorized
in the following situations:
1. In the event an applicant does not meet' -the minimum
qualifications, but is otherwise qualified for the position,
the hiring authority may request appointment as a "Trainee".
In such cases, the employee.May be hired at a rate below
the minimum starting salary.
2. If the applicant's training, experience or other
qualifications are substantially above those required for the
position, and there are no qualified applicants available who
are willing to accept the minimum rate, the County
Administrator may approve employment at a rate of up to two
pay steps above the minimum established for the class.
3. The need to make appointments in excess of two pay steps above
the minimum shall require specific approval from the
County Administrator.
4.08 SALARY RANGES AND PROGRESSION
A. Each position in the Classification Plan is assigned to a pay grade
which has a minimum and maximum rate and intermediate pay steps.
B. An employee may receive a salary increase by means of a promotion,
re-classification or pay range adjustment.
C. There are no provisions in the County Pay Plan for automatic salary
advancements, as all increases are to be based on work performance
and other pertinent factors as evaluated by the employee's
Supervisor and/or Department Head, and approved by the Administrator.
D. Salary ranges are used to develop incentives among employees to
improve their work performance and quality.
E. Each employee shall be made aware of the -rules for salary advancement.
F. All requests for salary increases shall be processed through the
County Administrator's Office (Personnel Section) for review and
determination of compliance with the County Policies and Procedures.
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4.09 SALARY INCREASES
All salary increases are based on availability of funds.
A. MERIT INCREASES
1) A merit increase is a salary increase within the same pay
grade, awarded for excellent County service.
2) An employee shall be eligible for consideration for a merit
increase one year from the date of last 'salary increase except
that:
a. New employees hired below the minimum rate would be eligible
for consideration six months from the date they are adjusted
into the minimum rate.
b. New employees hired one step above the minimum rate normally
are not eligible for consideration for a salary increase until
after 18 months (1z years); however, in the instance of a
superior and outstanding performance, an increase may be
recommended upon the satisfactory completion of the probationary
period. When the employee started two pay steps above the
minimum rate they would normally not be awarded a merit increase
for 1 2 years.
NOTE: Time spent on a leave of absence without pay in an excess of thirty
days shall be deducted from the employee's length of service record
when determining the time required for advancement eligibility.
The amount of merit increase an employee receives shall normally
be from one step to the next higher step in the pay range. Request
for merit increases in excess of one step are to be based on out-
standing and exceptional performance and thoroughly justified in
writing by providing examples of how the employee's efforts -exceed
the normal requirements of the job. All salary increases must be
approved by the County Administrator.
B. COST OF LIVING INCREASES
Cost of living increases are determined by the Board of County
Commissioners based on availability of funds, and are. implemented
across the Board for the purpose of upgrading the entire pay plan.
C. LONGEVITY INCREASES
The longevity increase is to be used to reward employees for continuous
and satisfactory service after they have reached the maximum rate of
-20-
4.09(C) LONGEVITY INCREASES CONT'D.
pay grade in the normal range.
To be eligible for advancement within the longevity range, an employee
must meet all of the following requirements:
1. Must have completed eight full years of continuous
satisfactory County service.
2. Have been at the maximum step of the pay grade for
at least one year.
The amount of the longevity increase shall be recommended by the
Department Head and approved by the County Administrator and shall
usunotatoyexbceeduthelent to the equivalent ofothe amount nt of one of)twoditinal (2)steps (8p)(ann)ually.
4.10 PART-TIME EMPLOYMENT
Employees working less than full time will be eligible for a salary
increase upon the satisfactory completion of 1,040 hours of work and
future increase after 2,080 hours of satisfactory work.
4.11 ADMINISTRATIVE SALARY INCREASE
Advancements and salary increase for employees in the Administrative
Salary Schedule shall be determined by the Board of County
Commissioners and the County Administrator. Increase within the
established range for these employees shall reflect the performance
of the individual, program efficiency and results obtained.
4.12 DATE OF HIRE, PAYROLL CHANGES & ANNIVERSARY DATES
A. Date of Hire
The date an employee first begins work for the County shall
be his/her date of hire, and shall be used in relation to the
procedures governing fringe benefits and evaluations when
applicable. Any break in employment of 15 days or more will
create the need for a new date of hire if that employee returns
to County Service.
Any Federal/State Grant employee upon being transferred to the
County payroll will keep their original date of hire.
B. Payroll Chanqes
Payroll changes �v�ill officially occur on the first day of the
next pay period, unless special permission is obtained from
the County Administrator and the Payroll Department to do
other,.-Jse. i
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4.12 DATE OF HIRE, PAYROLL CHANGES & ANNIVERSARY DATES CONT'D.
C. Anniversary Dates
1. An employee's anniversary date is the anniversary of any
major change in their employment status such as promotion,
demotion, or. -re-classification. The anniversary date may
be used when. being considered for pay increases, or for
evaluation purposes when applicable. Payroll changes
which occur between the first (lst) and fifteenth (15th)
of the month will have an anniversary date established
as the first (lst) of that month; payroll changes which
occur between the sixteenth (16th) and the last day of the
month will have an anniversary date established as the
.first (lst) day of the following month.
2. PROMOTION
A promotion occurs when an employee is moved from a position
in one class to another position in a different class which
has a higher minimum salary. The employee's anniversary
date would be changed to coincide with the effective date
of promotion.
3. DEMOTION
A demotion occurs when an employee is moved from a position
in one class to another position in a different class which
has a lower minimum salary. The employee's anniversary date
may, under certain circumstances be changed to coincide with
the effective date of demotion.
Any employee may be demoted by the Department Head with the
approval of the County Administrator for reasonable cause.
The employee's anniversary date would be changed to coincide
with the effective date of demotion. A demoted employee may
not be paid more than the maximum rate established for the
new pay grade.
If an employee is demoted for disciplinary reasons, he/she must
begin a new probationary period unless waived by the County
Administrator.
An employee who is demoted due to budget reductions or other
non -disciplinary reasons will be required to serve only the
balance of the probationary period remaining from his or her
previous position.
D. Transfer
An employee transferred to another position in the same job
classification or to a different position with the same pay
range will not be eligible for a salary increase at the time
of transfer. Such transfers may not affect the employee's anniversary
date or other status.
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4.13 PAY GRADE ADJUSTMENTS
Where the pay grade of an existing job classification is changed
upward, employees `in such job classification shall remain in the same
pay step as present in the new pay grade and receive the pay of the new
salary range, or -its minimum rate, whichever is greatest.
Exception: Instances where the total pay plan is being revised, uniform
adjustments and implementations will be at the discretion of the Board
of Commissioners.
A. Employees whose pay grade is adjusted and does not result in an
increase in pay shall retat.n their current anniversary date for
salary increase purposes.
B. Employees adjusted into the minimum step of a new pay grade with
no increase in his rate of pay, who are eligible for a salary
increase in less than six (6) months, shall not have their
anniversary date changed. Such affected employees will be
eligible for consideration of a salary increase on their normal
anniversary date.
C. Employees adjusted into the minimum step of a new pay grade which
results i-n a higher rate of pay shall have their anniversary
date changed to the effective date of such pay grade change
with the employee eligible for consideration of a salary
pay increase six (6) months from the effective date of such
pay grade change.
D. An employee who has been at the maximum rate or in excess of the
maximum rate of an old pay grade for a period of time in excess
to twelve (12) months shall have their anniversary date changed to
the effective date of the pay grade change with the employee
eligible for a salary increase any time thereafter.
E. Should the effective date of a pay grade change be the same
as the date an employee has been recommended for a salary increase,
the County Amdinistrator will determine whether the salary pay
increase is to be awarded, depending on the individual situation
at the time.
4.14 TEMPORARY - HIGHER CLASSIFICATION
An employee required to work in a higher classification 30 days or less
will do so at no increase in pay. If the employee is required to work
beyond this period, he should be given a temporary transfer to the higher
classification and be paid the appropriate rate for the higher classifi-
cation. At the conclusion of the assignment, pay shall revert to the
authorized rate established for the regular position. Any such temporary
increase granted shall not affect the employee's eligibility for normal
salary advancement.
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t "
4.15 WAGES DUE DECEASED EMPLOYEE
In the case of the death of an employee for whom an estate is not raised, any wages, travel expenses or similar
amounts due the employee shall be paid by the County
in accordance with the Florida Law of Interstate Succession.
4.16 BUDGET LIMITATIONS
All actions concerned with the payment of salaries in accordance
with these Policies and Procedures are subject to adequate funds
being available.
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HOURS OF WORK
SECTION 5
5.01 WORK DAYS AND WORK WEEK
A. No County department shall operate on less than a 40-hour
work week, unless specifically approved by the Board of County
Commissioners and/or the County Administrator, except under
County policy which allows for special holidays and other
activities within the work week.
B. A department may establish a normal work week in excess of 40
hours, if such is deemed necessary to accomplish the department's
mission; and is approved by the Board of County Commissioners and/or
the County Administrator.
C. The work week shall start at 12:01 a.m. Monday and end at 12:00
Midnight Sunday. Department Heads may establish the work week
as any five days during the seven-day period with the approval of
the County Administrator.
D. All full-time employees are required to be present on their assigned
jobs for the total hours in the work week, unless absence from
duty is authorized by the appropriate authority in accordance with
these personnel policies.
E. Part-time employees are required to be present on their assigned
jobs for the total number of hours for which compensations are
being received, unless absence from duty is authorized by the
appropriate authority in accordance with these personnel policies.
F. All absences shall be properly recorded and charged.
5.02 OVERTIME WORK
A. Statement of Policy
1. Overtime is defined as work performed by any employee beyond
the normal work week.
2. The employment and work program of each Department should be
arranged so as to reduce to a minimum the necessity of
overtime work except in emergency situations.
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5.02 OVERTIME WORK - CONT'D.
B. Compensatory time/Payment for Overtime
1. Whenever possible, overtime shall be recognized by granging
the employee compensatory time credit on an hour -for -hour
basis for each hour of overtime worked.
2. Under no circumstances may overtime be paid to administrative
and supervisory personnel who may be expected to perform extra
services from time to time beyond or outside of normal working
hours; however, in certain circumstances or emergency situations
when an unusual amount of overtime is necessary, a reasonable
amount of compensatory time may be granted to supervisory
personnel upon approval of the County Administrator.
3. An employee shall be paid at his or her regular hourly rate
of pay for all hours worked over the normal work week ONLY
WHEN IT IS NOT POSSIBLE TO GRANT COMPENSATORY LEAVE TIME TO
SAID EMPLOYEE.
4. All compensatory time should be used as soon as possible, but
must be used before sixty (60) days after the end of the current
fiscal year. Compensatory time will not be carried over any
longer than sixty (60) days after the end of the fiscal year.
Any compensatory time unused at that time will be removed from
the record.
5. Cash compensation for overtime may not be authorized by a
Department Head without prior approval of the County Administrator.
6. All cash compensations for overtime shall be paid at the
employee's regular hourly rate, and must be made from
authorized, budgeted funds for salaries.
7. No cash payments shall be made for overtime hours in activities
such as attendance at training courses and travel to or from
work assignments; however, the recommendation of compensatory
time is discretionary with the Department Head for such
activiti.es:. with prior approval of the County Administrator.
8. Overtime, whether compensated with cash or time off, should
be authorized in advance, by the County Administrator, and must
be reported to the Payroll Department on separate time sheets
when accrued, which bear the signature of the appropriate
Department Head and the County Administrator, and indicate
whether cash or time compensation is to be given. When
compensatory time is used, it should be reported on the regular
employees time sheets.
spiels
5.02 Meal and Rest Periods
All employees working eight (8) hours per day will be granted one-half ('z)
hour for a meal period and two (2) fifteen minute rest periods each day.
The meal and rest period may be combined for one hour meal period.
All employees who work six (6) hours per day shall be granted a total of
one half hour for a meal or rest period.
All employees who work four (4) hours per day shall be granted a fifteen (15)
minute meal or rest period.
As in the use of sick leave, annual leave, compensatory leave, or leave
without pay, meal or rest periods must be taken at the time determined
by the Department Head to be the most satisfactory, so as not to disrupt
departmental operations.
HOLIDAYS
SECTION 6
6.01 OFFICIAL HOLIDAYS
The following are holidays which shall be observed by all County
offices in which functions can be discontinued without adversely
affecting required services to the public:
New Year's Day
Washington's Birthday
Good Friday
Memorial Day
Independence Day
Christmas Day
Labor Day
Columbus Day
Veteran's Day
Thanksgiving Day
Thanksgiving Friday
In addition to the above -designated holidays, any other special
holiday shall be granted at the discretion of the Board of
Commissioners.
6.02 ELIGIBILITY
6.03
6.04
6.05
All employees on the active payroll on the date of the holiday
shall be eligible for holiday pay at their regular rate of pay.
WORK DURING HOLIDAYS
Each employee shall be given all holidays designated in this Section,
if the work load of the department is such that the employee's work
load can be discontinued.
In the event that the work load in any department does not permit
the observance of any designated holiday, all employees may be
granted another day's leave in lieu of the holiday or paid for
the work performed on the holiday, in accordance with Section 4.02
of these policies.
HOLIDAYS FALLING ON WEEKENDS
When a holiday falls on a Saturday, the preceding Friday shall be
observed as a holiday. When a holiday falls on a Sunday, the
following Monday shall be observed as a holiday.
HOLIDAY DURING PAID LEAVE
Employees on annual or sick leave during periods when designated
holidays occur, shall not have the day of the holiday charged
against their accrued leave.
6.06 OBSERVANCE OF RELIGIOUS HOLIDAYS
No religious holiday shall be automatically granted; however, accrued
annual leave may be used for this purpose, in line with Section 7
of these policies.
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LEAVE WITH PAY
SECTION 7
7.01 ANNUAL LEAVE
A. ELIGIBILITY
All employees (except temporary, trainee, substitute and emergency
employees) working 20 hours or more per week shall earn and
accrue annual leave with pay.
B. ACCRUAL (See page 28-A for temporary addendum)
Annual leave for full-time employees shall be earned in accordance
with the following table:
Years of Continuous
Service
1 through 3 years
4 through 10 years
11 through resignation
Hours of Leave Earned During
Each Calendar Month
8 hours per month
(12 working days per year)
10 hours per month
(15 working days per year)
12 hours per month
(18 working days per year)
Annual leave for employees working less than 40 hours but more
than 20 hours per week will be prorated according to the hours
worked.
When there has been a break in service of 15 working days or more,
the employee, upon reinstatement or re-employment, will begin
earning annual leave as a new employee. For the purpose of
calculation, new employees beginning work between the first and
fifteenth of the month shall begin earning annual leave as of the
first of the current month. Employees beginning employment after
the fifteenth shall begin earning annual leave at the start of the
next calendar month.
Annual leave may be used on a month -to -month basis as it is earned
and may be accumulated up to 30 working days.* Any time earned in
*In accordance with the scheduling regulations.
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7.01.0 Addendum - ANNUAL LEAVE
Effective October 1, 1983, the following benefit will be
instituted for a two (2) year period only, unless it proves
to serve the purpose for which it is intended; which is to
act as an incentive to reduce sick leave abuse.
On September 30, 1984 and September 30, 19853- each permanent
employee will accrue one (])day Annual leave for every four
(4) complete days sick leave accrued but not used during
that fiscal year only. These additional annual leave days
must be used within one (1) year, and will only be accrued
at the end of the fiscal year.
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M:
7.01 ANNUAL LEAVE CONT'D.
excess of this amount will automatically be forfeited at the end
of the next calendar year, unless special permission is granted by
the Board of County Commissioners and the County Administrator to
carry the time forward.
C. SCHEDULING ANNUAL LEAVE
All annual leave must be approved in advance by the Department Head
and the County Administrator. The employee shall fill out his Leave
Request Form and submit it to the Department Head, who has the right
to deny an employee's request for annual leave, if granting such
leave at that time would be detrimental to County operations. Upon
such denial, the employee may request the leave at another time.
The Department Head is responsible for verifying that the employee
does have sufficient accrued leave to cover the period of absence.
The Department Head will submit this form to the County Administrator's
Office (Personnel Section) for further processing. The County
Administrator's Office (Personnel Section) will be responsible for
submitting the completed form to the Payroll Department and for
filing a copy in the employee's official personnel file.
D. ANNUAL LEAVE PAY UPON TERMINATION
Employees shall receive pay for their accrued and unused annual
leave at the end of the pay period of the date of separation.
Only full calendar months of employment will be considered in
computing annual leave and will be based on the employee's regular
rate of pay and separation.
E. RESTRICTIONS
Annual leave may be used for any purpose, however, it is a
privilege incident to County service and is not a right, and may
only be used by the employee if taken prior to termination for
cause or in accordance with these rules:
1. Annual leave may not be taken until accrued in
accordance with these rules.
2. The privilege of annual leave shall not be earned by an
employee during a leave of absence without pay, a
suspension or when the employee is otherwise in a
non-paying status.
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7.01 ANNUAL LEAVE CONT'D. - RESTRICTIONS
3. Section 11.01 Resignations.
7.02 SICK LEAVE
A. ELIGIBILITY
All employees (except substitute, temporary, trainee and emergency
employees) working 20 hours or more per week shall have the privilege
of receiving sick leave. Employees shall not be eligible to use sick
leave until they have been in the County Service for 90 days, unless
recommended by the Department Head and approved by the Administrator.
B. ACCRUAL OF SICK LEAVE
Employees who work at least forty (40) hours per week will accrue
eight (8) hours sick leave per month.
Sick leave for employees working less than forty (40) hours per
week, but at least twenty (20) hours per week will be prorated
according to the hours worked.
When there has been a break in service of fifteen (15) working days
or more, the employee upon reinstatement or re-employment will begin
accruing sick leave as a new employee. For the purpose of calculation,
new employees beginning work between the first and fifteenth day of the
month shall begin earning sick leave as of the first of the current
month. Employees beginning employment after the fifteenth shall begin
earning sick leave at the beginning of the next calender month.
Sick leave may be used on a month -to -month basis as it is earned and
may be accumulated up to ninety (90) working days. Any time earned
in excess of this amount will automatically be forfeited at the end
of the next calender year.
C.'USE OF SICK LEAVE
1. Sick leave shall be used only with the approval of the Department
Head and shall not be authorized prior to the time it is earned
and credited to the employee except in cases of pre -arranged
medical appointments, surgery or other health -related matters.
2. Sick leave shall be authorized only in the event of:
a. The employee's personal illness, injury or exposure to
a contagious disease which would endanger others.
b. Illness or injury of a member of the immediate family
whose well-being depends on the care of the employee.
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7.02 SICK LEAVE CONT'D. - USE OF SICK LEAVE
c. The employee's personal appointments with a practitioner
when it is not possible to arrange such appointments for
off -duty hours, but not to exceed the extent of time
required to complete such appointments.
d. Pre -arranged surgery or other health -related matters.
7.03 MEDICAL JUSTIFICATION
A. The Department Head will be responsible to determine to his/her
satisfaction that an employee is too ill to work. The Department
Head may require an employee to present medical evidence, at,the
employee's expense, from a County -designated physician that he
is phsically or mentally unfit to work, if the Department Head
has reasonable cause to doubt the illness of the employee.
B. If it is determined that the employee is unfit to continue working,
the Department Head may require the employee to use any part of his
accrued sick leave, compensatory or annual leave. The Department
Head may thereafter require the employee to take such leave without
pay as is medically determined sufficient to restore him to normal
health.
C. The Department Head may require, at any time, an employee to present
medical evidence that he is physically or mentally fit to work.
7.04 NOTIFICATION OF ABSENCE
Notification of absence shall be given to the appropriate Supervisor by
the employee or his representative as soon as possible on the first day
of absence. If absent for three consecutive work days without reporting
to the Supervisor a reason sufficient to justify the absence, the employee
will be removed from the payroll as having quit without notice. The
Supervisor is to notify the Department Head.
7.05 DEATH LFAVF
The death of a member of the employee's family would facilitate use
of this leave. A maximum of five days may be used for this purpose
with the first two days not being charged against any accrued leaves.
The next three days, if needed, are charged to sick leave. If any
additional time is requested, it can be taken with the Department Head's
approval, without pay or charged to annual leave. (Family is defined
as spouse, parent, son, daughter, sister, brother, or legal guardians).
Use of death leave for grandparents or family of spouse may be approved
by the County Administrator in some cases.
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7.06 HOLIDAYS DURING SICK LEAVE
Holidays occuring while an employee is on sick leave shall not
be charged against the employee's sick leave balance.
7.07 PAYMENT OF UNUSED SICK LEAVE
A. An employee who terminates with less than five (5) years
creditable service shall not be paid for.any unused sick
leave credits.
B. Employees with varying years of creditable service shall,
upon termination, death or retirement or reason other than
disability, receive as incentive sick leave pay as follows:
5 to 10 years of service - 1/8 of all accrued sick leave,
or 30 days if maximum of 90 days has been accrued.
10 to 15 years of service - 1/4 of all accrued sick leave,
or 45 days if maximum of 90 days has been accrued.
15 years or more - 1/2 of all accrued sick leave, or 60
days if maximum of 90 days has been accrued.
C. The payments made as terminal pay for unused sick leave,
whether paid as salary or otherwise, shall not be used
in the calculation of average final compensation for
retirement.
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8
LEAVE OF ABSENCE
SECTION 8
8.00 LEAVE OF ABSENCE WITH PAY
8.01 ADMINISTRATIVE LEAVE
Administrative leave is leave with pay that is not charged to the
employee's sick or annual leave.
A. Court
1. An employee who is subpoenaed as a prospective juror or as a
witness shall be granted leave with pay. Fees paid by the
court will be retained by the employee.
2. In no case shall administrative leave with pay be granted for
court attendance when an employee is the defendant or is en-
gaged in personal litigation, unless such actions are a result
of an act performed by the employee as a part of his official
duties as an employee of the County.
B. Elections
An employee who lives at such distance from his assigned work
locations as to preclude his voting outside of working hours may
be authorized by the Department Head with the consent of the
County Administrator a maximum of two hours of leave with pay
for this purpose. An employee shall not be granted administrative
leave to work at the polls during elections.
C. Meetings
In cases, where it is deemed by the Department Head and the County
Administrator to be beneficial to the County, an employee may be
granted leave with pay to attend such professional meetings or
conferences as may contribute to the effectiveness of his employment.
(See Section 15 - Travel - for reimbursement procedures)
D. Examinations
An employee may be granted leave with pay while taking examinations
before a Federal, State or County agency, provided such examinations
are pertinent to his County employment.
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t "
8.01 ADMINISTRATIVE LEAVE CONT'D.
E. Short -Term Military Traininq
An employee who is a member of the United States Armed Forces
Reserves, including the National Guard, shall be entitled to leave
without loss of pay or time during periods in which he is engaged
in annual field training or other active duty for training exercises.
Such leave with pay shall not exceed seventeen (17) calendar days
in any one calendar year. Military earnings will be retained by
the employee.
F. National Guard Service
An employee who is a member of the Florida National Guard shall be
entitled to leave without loss of pay or time on all days when
ordered to active service by the State or Federal Government. Such
leave with pay shall not exceed seventeen (17) calendar days at any
one time.
NOTE: Paragraphs "E" and "F" do not include armory drills or
multiple training assemblies.
G. Examinations for Military Service
An employee who is ordered by his Selective Service Board to appear
for a physical examination for induction into the military service
shall be granted leave with pay for this purpose.
8.02 DISABILITY LEAVE (WITH PAY
A. Eligibility
An employee who sustains a County Service -connected disability
which prevents the employee from carrying out his regular duties
or any other duties as assigned, shall be entitled to disability
leave within the guidelines of this Section.
B. Definitions
1. Date of Disability - The date on which the disability began, or
the last day of duty following injury, whichever is later.
2. Service -Connected Disability - A physical condition, resulting
from accident or injury in the line of duty, which prevents an
employee from performing his regular duties or any other duties
as assigned.
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L_7
8.02 DISABILITY LEAVE (WITH PAY) CONT'D. -
C. Disability Determination
Determinations. -of the existence and service connection of a
disability shall be made in accordance with the Florida Statute
Worker's Compensation Act which provides that the employer is
responsible for furnishing employees, who have incurred service -
connected disabilities, with such remedial, -treatment, care and
attendance under the direction and supervision of a qualified
physician, surgeon or other recognized practitioner. The County
reserves the right under the provisions of this Section to specify
the physician or surgeon or recognized practitioner to handle any
and all service -connected disability cases.
Disability determination shall be made based on:
1. All facts in the service history of the case.
2. The findings of the medical examiner assigned by the Worker's
Compensation carrier.
3. Such evidence as the employee may submit, at his own expense,
of the service connection of his disability.
4. Other relevant evidence submitted to the medical examiner.
5. There shall be no presumption that any disability is
service -connected.
6. Any condition which is self-inflicted or caused by another
person for reasons personal to the employee and not because of
his employment shall not be considered as disability under
this provision.
D. Worker's Compensation Claims
1. An.employee who sustains a job -related injury resulting in
disability that is compensable under the Worker's Compensation
Law, Chapter 440, Florida Statutes, shall have a seven (7)
calendar day waiting period before Workers Compensation benefit
payments begin. During this waiting period, an employee may
elect to use sick leave, annual leave, or compensatory time to
receive normal salary.
2. If disability continues into the eighth (8th) calendar day,
normal Workers Compensation payments would begin at a rate of
66 2/3% of the employees gross salary, computed on their average
weekly wage for 13 weeks prior to the date of injury, in accordance
with the Workers Compensation Law.
3. If disability continues into the fifteenth (15th) calendar day, the
employee will receive Workers Compensation benefits retroactive to
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8.02 (D)3.
RS COMPENSATION CLAIMS - CONT'D.
the date of injury, at the same rate discussed in 2, in
accordance with the Workers Compensation Law. Any sick
leave, annual leave, or compensatory time used by the
employee for this seven (7) day period will be replaced on
the books, based percentagewise on Workers Compensation
Benefits paid.
4.
After fifteen (15) calendar days, the disabled employee will
continue to receive Workers Compensation benefit payments
every two weeks until their physician releases them to return
to work.
5.
Should disability exceed thirty (30) calendar days, a review of
the case will be made by a committee composed of a representative
of the Personnel & Administrative Services office and the employee's
Department Head, and a recommendation may be made to the County
Administrator that the employee be allowed to use annual leave,
sick leave and/or compensatory time in an amount necessary to
receive a salary amount that will supplement their Workers Compensation
payments up to the total net salary received prior to the disability.
In no case shall the employee's salary and Workers Compensation benefits
combined exceed the amount of their regular salary payments.
6.
The disabled employee will continue to accrue both sick leave and
annual leave during the period of disability.
8.03
PREGNANCY & MATERNITY LEAVE
A. Pregnancy
1. An employee who intends to request Maternity leave shall
notify her Department Head or Supervisor at least ninety
(90) days prior to the requested time of leave.
2. An employee whose duties may be considered hazardous enough
to cause the employee to become medically disabled anytime
during the pregnancy, will be required to furnish medical
evidence of her fitness to continue in the performance of
her duties beyond that time. A Department Head may request
this determination at any time he/she deems necessary for
the health or welfare of the employee.
3. A pregnant employee may continue her employment as long as
she is able to properly perform the required duties of the
job, and these duties are stated in writing by her physician
to be non -hazardous to the employee and the unborn infant.
B. Maternity Leave
1. Disabilities arising out of pregnancy, childbirth and recovery
therefrom, shall be treated the same as other temporary, non -
job -connected disabilities in terms of eligibility for sick
leave or leave of absence.
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8.03(B) Maternity Leave - Codt'd.
2. Absences during pregnancy, childbirth and following childbirth
may be charged to annual leave whether the employee is disabled
or not.
3. Absence during pregnancy, childbirth and following childbirth
may be charged to sick leave if recommended by her physician.
4. A permanent employee who has completed the standard probationary
period, may secury a maternity leave of absence without pay for
childbirth, recovery and child -rearing following birth of up to
six (6) months after all accrued sick and annual leave have been
used.
5. Any such leave must be requested in advance and approved by the
Department Head and the County Administrator.
6. An employee approved for maternity leave shall be eligible to
return to work at any time during the leave of absence upon
presentation of medical certification indicating that she is
able to satisfactorily perform her original duties.
7. An employee returning from an approved maternity leave of absence
shall resume her duties in the position held prior to childbirth
or a similary position with like pay.
8. An employee who fails to return from an approved maternity
leave of absence shall be considered to have abandoned her
position and shall be terminated from the County Service, unless
proper resignation procedures are followed.
8.04 LEAVE OF ABSENCE WITHOUT PAY
8.05 EDUCATIONAL LEAVE
A. An employee with at least twelve (12) months of satisfactory service
may be granted leave of absence without pay for the purpose of
furthering his/her education, if it is determined that such education
will be of clearly foreseeable benefit to the County.
B. Leaves of this type shall not normally exceed twelve (12) months;
however, the Department Head may approve an extension of such leave
if an individual case is justified and approved by the County
Administrator's Office (Personnel Section).
M
ME:
E
EM
MILITARY LEAVE
A. An employee who is.drafted, who volunteers for active military
service, or who is ordered to active duty in connection with
reserve activities other than short-term training as outlined in
Paragraphs 8.01-1, "E" and "F", shall upon presentation of a
copy of his official orders, be granted leave without pay extending
ninety (90) calendar days beyond the date of separation from the
military service.
B. All unused leave benefits shall be retained by the employee who
shall have the same credited to his record if he applies for
reinstatement to his position in accordance with Paragraph 8.02-2,
"C" below. During such leaves of absence, the employee shall be
entitled to preserve all rights established by County Personnel
Policy.
C. Upon separation from the military service, the employee must request
reinstatement within ninety (90) calendar days after separation.
The County may require the employee to submit to a medical examination
to determine his fitness to perform the duties of the position to
which he may be returning. If the employee volunteers for an
additional tour of military duty, he shall forfeit his reinstatement
rights.
PERSONAL LEAVE
A. An employee with at.least twelve (12) months of satisfactory service
may be granted=leave without pay for reasons other than those stated
in the previous paragraphs for a period not exceeding six (6)
months; provided the County Administrator deems such leave to be
justified and not detrimental to the operations of the Department.
B. In exceptional cases, such leave may be extended beyond twelve (12)
months on approval of the Department Head and the County
Administrator.
SCHEDULING LEAVE OF ABSENCE WITHOUT PAY
All leave without pay must be approved in advance. The employee shall
fill out the Leave Request Form and submit it to the Department Head
for approval. The Department Head will submit the approved form to the
County Administrator's Office (Personnel Section) for further processing.
Any request for leave without pay must be approved by the County
Administrator. A completed copy of the Leave Request Form will be
forwarded to the Payroll Department by the County Administrator's Office
(Personnel Section) with a copy filed in the employee's official
personnel file.
8.09 LEAVE OF ABSENCE - GENERAL PROVISIONS
1. Return from Leave of Absence
An employee returning from leave shall be entitled to employment
in the same Department and the same or equivalent classification
wherein employed when leave began, provided that the employee is
physically capable of performing the required duties; and that the
position is authorized in the budget.
2. Effective Date
Leave of absence shall be effective the first date of absence and
shall continue through the last date of absence.
3. Limitations on Leave Without P
a. Fringe Benefits - An employee shall not earn annual or sick
leave benefits while on leave without pay.
b. Wage Increases - The time during which an employee is on leave
without pay shall not count toward eligibility for wage increases.
An employee shall not receive any wage increases while on leave
without pay.
4. Insurance Coverage While on Leave of Absence
a. The County will continue to maintain group insurance benefits
for employees while on leave with pay.
b. The employee may make monthly cash premium payments for herself/
himself as well as Dependent Group Insurance coverage while
on leave without pay should the employee wish insurance
coverage during the leave, for up to 12 months.
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i
STANDARDS OF EMPLOYMENT,
DISCIPLINARY ACTION AND APPEALS
SECTION 9
9.00 INTENTION
It is the intention of the Board of ,County Commissioners that
effective supervision and employee relations will avoid most matters
which necessitate disciplinary action. The purpose of rules and
disciplinary action for violating such rules, is not intended to restrict
the rights of anyone; but to ensure the rights 'of all, and secure
cooperation and orderliness throughout the County Service. Whenever
possible, the administration of discipline will be'characterized�as
constructive, corrective and progressive.
9.01 RESPONSIBILITY FOR ADMINISTRATION
It shall be the responsibility of the County Administrator, in
cooperation with the elected officials, Department Heads, the Board of
County Commissioners to assure that disciplinary action is fair and
consistent throughout the County Service.
9.02 STANDARDS OF EMPLOYMENT
For the protection of Monroe County government and each employee, the
following rules for personnel conduct have been established. The list
includes, but is not limited to, all conditions which may require
disciplinary action up to discharge.
1. Failure to comply with pertinent regulations which may
change from time to time by the State of Florida and the United
States government.
2. Insubordination - Failure, or unreasonable delay, in carrying
out instructions given by the Supervisor.
3. Misconduct - Fighting or inflicting bodily harm on another
person, gambling, dangerous horseplay, being under the
influence or possession of illegal drugs or alcoholic beverages,
immoral behavior, smoking in restricted areas, any violent act
or language which adversely affects morale, production or
maintenance of discipline. Rudeness or acts of disrespect
for members of the public.
4. Criminal, dishonest, infamous or notoriously disgraceful
conduct adversely affecting the employer/employee relationship
(on duty or off duty).
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9.02 STANDARDS OF EMPLOYMENT CONT'D.
5. Conviction of a felony or gross misdemeanor, or conviction
of a misdemeanor or ordinance violation involving moral
turpitude.
6. Theft or pilfering - Possessing, taking, removing, destroying or
tampering with County property without authority.
7. Fraud or Dishonesty - Falsification of attendance records or
failure to give complete information for personnel records. Making
false statement either oral or written about the County, other
employees, supervision, yourself or work situations.
8. Absenteeism - Habitual or excessive absence from work, or failure
to return to work promptly upon expiration of leave or vacation.
Unexcused or unauthorized absence on one or more scheduled work days.
9. Tardiness - Failure to be present for the state of a work shift or
when work assignments are being issued.
10. Leaving Assigned Work Area - Except for emergency reasons or with
the Supervisor's approval, employees are not to leave their
assigned work area.
11. 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.
12. Abuse of County Policies and Procedures - Misuse or abuse of
established County policies such as vacation, leave of absence,
excused absence or sick leave, etc.
13. 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.
14. Illegal Driving - Driving private or County vehicle while on
County business when not possessing a valid driver's license or
liability insurance.
15. 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.
-43-
9.02 STANDARDS OF EMPLOYMENT CONT'D.
16. Hiring - Hiring or recommending the hiring of a relative in a
Department over which one has some degree of authority.
17. Incompetence - Inability or failure to perform work of an acceptable
standard after a reasonable trial and training period.
18. 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 State and Federal laws.
19. Acceptance of unauthorized compensation from which it could be
inferred that the giver expected or hoped for preferred or
favored treatment in an offical or departmental matter.
9.03 DISCIPLINARY ACTIONS
Disciplinary actions are a means of calling employees to accountability
for some act of commission or omission which. is regarded' as injurious
to the employer/employee relationship. The act may be relatively
minor, or quite serious. All employees should be made aware that a
system of discipline exists for the benefit of all, and will be
administered without favor for the sake of orderliness and proper
compliance with reasonable rules and regulations pertaining to conduct
and the performance of work.
When it is necessary that disciplinary action be taken, the degree of
action shall be based on the following considerations:
1. Disciplinary action is intended to correct improper conduct or
deficiencies, not punish an offending employee.
2. Discharge shall be resorted to only when sufficient other efforts
to bring about correction have failed.
3. Disciplinary actions shall only be severe enough to constitute
a reasonable attempt to bring about correction.
4. Acceptable disciplinary actions shall be oral warning, written
warning; written reprimand, suspension without pay, discharge,
and in some cases demotion.
5. There can be no mechanical. formula for the application of discipline.
Each instance of misconduct or deficiency must be viewed and judged
individually. For most lesser offenses, the least level of actions
shall be appropriate for first offenses.
-44-
M
9.03
DISCIPLINARY ACTIONS CONT'D.
Succeeding offense shall justify more progressively stringent
penalties until the employee recognizes the necessity for
correcting the deficiency or, failing this, discharge is
considered appropriate.
6. In determining the appropriate disciplinary action, the County
Administrator shall take the following into consideration in
each case:
a. The seriousness and circumstances of the particular offense.
b. The past record of the employee and his length of service.
c. The lapse of time since the employee last required a
disciplinary action.
d. The County practice in similar cases.
9.04 AUTHORIZATION FOR DISCIPLINARY ACTION
A. All written reprimands, suspensions and recommendations for
discharge actions must be approved by the Department Head and a
copy of the letter concerning the action must be forwarded
immediately to the County Administrator's Office (Personnel
Section) for final approval.
B. In case of a recommendation for discharge, the employee shall be
suspended pending approval of discharge by the County Administrator.
C. Disciplinary actions applied to Department Heads may be initiated
by the County Administrator or the Board of County Commissioners.
9.05 ORAL WARNING
An oral warning is given to employees for violations of: a County
rule, regulation or standard; a specific instance in which his/her work
performance or attendance was not satisfactory; or an incident in which
the employee's carelessness or inattention to duty adversely reflected
on the County or caused an accident. The Department Head, Supervisor or
County Administrator, as the.case may be, shall be given a written.note
of the warning, and prepare a memorandum for the record of the official
personnel file with a copy sent to the County Administrator. Such note
will specify the subject of the warning and the date.
-45-
J
9.06 WRITTEN WARNINGS
A letter of warning is given an employee to take official recognition
of an unsatisfactory habit, practice or act if repeated or continued,
will subject the employee to a more severe disciplinary action. A
copy of the letter must be placed in.the employee's official personnel
file within 10 days of the writing of saying -- and shall not be
effective if received by the County Administrator's Office (Personnel
Section) after 10 days of the writing.
9.07 WRITTEN REPRIMAND
A letter of reprimand constitutes formal action against an employee for
a more serious type of violation of County rules or standards of
employment; or where less stringent actions have not been successful
in correcting a deficiency. The letter of reprimand must include the
offense or deficiency and the correction required.
A letter of reprimand can be used to impose restrictions on an employee;
such as attendance, conduct or special procedures to be followed.
Restrictions so imposed shall be reviewed periodically and be removed,
modified, or continued with a follow-up letter. A copy of all letters
must be placed in the employee's official personnel file within 10
days of writing or they will be void.
9.08 DEMOTION
A demotion is not normally -an appropriate disciplinary action since
it is usually related to matters of performance.- However., there are
situations of misconduct or deficiencies where demotions are appropriate.
The Department Head and the County.Administrator's.Office (Personnel
Section) must approve the action before it is implemented. A demoted
employee shall be notified by his Department Head or the County
Administrator at the time of demotion of the specific reason .for the action
and correction expected, if any. Such notification shall be given the
employee in Writing. A copy of the notification will be placed in the
employee's official personnel file along with a written report on all
appropriate information concerning the action.
9.09 SUSPENSION
1. An employee may be suspended without pay as a disciplinary
action by the Department Head with the approval of the County
Administrator for a period of up to two (2) weeks. The employee
must be notified in writing of the suspension stating the length
of the suspension period and citing the reason for the suspension.
-46-
9.09 SUSPEN_��l4tONT' D. _
2. An employee may be verbally suspended without pay by an immediate
Supervisor for the balance of a workshift, or a longer period of
time if needed until the Department Head can be contacted, if
employee's conduct impairs normal working operations. The Supervisor
must then report the incident to the Department Head, who with the
approval of the Administrator must either concur with, or cancel the
action, in writing, to the employee citing the reason for the suspension,
and corrective action expected. Additional time of suspension may be
imposed by the Department Head with the approval of the Administrator
at that time. A copy of the suspension notification will be placed in
the employee's official personnel jacket along with a written report
containing all appropriate information concerning the action.
9.10 DISCHARGE
1. Sufficient documentation must be present to merit recommendation
by the Department Head to the Administrator for discharge of any
employee.
2. The employee shall be notified, in writing, bearing signatures of
the Department Head and the County Administrator, citing the
effective date and specific reason for the discharge, no less
than three (3) days prior to the date of the proposed action.
3. Such notification may be hand -delivered to the employee, or when
not possible to hand deliver, may be sent certified, registered,
or return receipt requested mail, which shall be legally presumed
as being received three (3) days after the day mailed.
4. In the event that such notification is not received by the employee
within three (3) days, the effective date of discharge shall be the
date cited in the notification, which should be at least three (3)
days after the date mailed.
9.11 INDICTMENTS
Employees indicted by a Grand Jury or on whom information has been filed
by a prosecuting official for a felonious offense, shall be automatically
suspended and placed on leave without pay. Suspension shall continue
until any such charge shall have been disposed of by a trial and
conviction or acquittal of the accused or by dismissal or quashing
of the charge. If the employee is tried and found guilty and his
conviction is'not reversed, he shall automatically forfeit his
position in the County Service. In the event such persons are tried
and acquitted or the information or indictment is dismissed or quashed,
the employee shall be automatically reinstated to County Service upon
receipt of a certified copy of the Court Order.
-47-
{
9.12 REFUSAL TO TESTIFY
If any person in the County Service shall willfully refuse or fail to
appear before any court or judge, any legislative committee or any
officer, board or body authorized by law to conduct any hearings or
inquiry; or having appeared shall refuse to testify or answer
questions relating to matters arising out of his employment on the grounds
that his testimony or answers would tend to incriminate him or shall
refuse to waive immunity from prosecution because of any matters arising
out of his employment about which he may be asked to testify at any
such hearing or inquiry;.or if any such person sh-all refuse to answer
any questions concerning the particular branch of the County Service
in which such person is employed which may be asked him by his Department
Head or the County'Administrator, he shall forfeit his position in
the County Service.
9.13 APPEALS
A Career Service employee who has been suspended, discharged, given
a reduction in pay or a demotion shall only have the right to appeal
said action to the Career Service Council by filing a petition with
said Council within thirty (30) days following such suspension,
discharge, reduction in pay, or demotion. There shall be no
appeals to the Board of County Commissioners and/or the County
Administrator.
-43-
EMPLOYEE COMPLAINT/GRIEVANCE PROCEDURE
SECTION 10
10.00 COMPLAINT/GRIEVANCES
This Procedure is to ensure that any problem involving employee
relationships shall receive proper and prompt attention. The objective
is to assure that all employees will receive just and equitable treat-
ment, and that the job environment shall continue to be one of mutual
trust and respect which is necessary to maintain effective job
performance. The immediate Supervisor and the employee are in the
best position to evaluate the circumstances and resolve any problem
should a disagreement or misunderstanding occur. If the problem is
not resolved, however, the employee should follow these procedures:
A. An employee who has a complaint should, within ten working days
of the occurrence creating the complaint, submit the complaint in
writing on the appropriate Complaint/Grievance form which can be
obtained in the Personnel office to their immediate Supervisor.
The immediate Supervisor shall note the date received on the
written complaint, and after discussion with the employee, give the
employee an answer in writing within five days of receipt of the
complaint. If after receiving the immediate Supervisor's answer,
the employee feels that his best interests have not been served,
he may request from his immediate Supervisor a meeting with the
Department Head. There, the employee's viewpoint will be considered
and reviewed, and every effort shall be made to resolve the problem.
A written report of the matter will be prepared by the Department
Head and signed by the employee. All forms of writing shall be
placed in the official personnel record within ten daysof the meeting.
B. In the event the problem remains unresolved to the employee's
satisfaction, it will be referred to the County Administrator's
Office (Personnel Section). The decision of the County Administrator,
which shall be rendered within twenty days, with reference to said
rules, shall in all cases be final and shall not be appealable to
the Board of County Commissionersor Career Service Council.
C. This Procedure does not apply to an individual who has been
suspended, discharged, reduced in pay or demoted. Such individuals
shall appeal in accordance to Section 9.13 hereof.
-49-
TERMINATIONS
SECTION 11
11.01 RESIGNATIONS
A resignation is defined as.an action whereby an employee voluntarily
leaves the County Service with or without the giving of notice.
An employee wishing to leave the County Service in good standing shall
file with the Department Head a written resignation, stating the date
and reasons for leaving, two weeks prior to the date of resignation.
Failure to comply with this courtesy may be cause for denying such
employees re-employment rights and payment of unused leave.
Unauthorized absences from work for a period of three (3) days or more
may be considered as a resignation.
11.02 LAY-OFFS
Should it become necessary to abolish a position or reduce the number
of County employees because of lack of work, shortage of funds, or
re -organized and transferred functions to an existing County employee,
the County Administrator/Board of County Commissioners may lay off as
many employees as required, after two weeks' notice. There shall be
no appeal except the internal grievance proceedings. No permanent
employee shall be laid off while there are temporary or probationary
employees serving in the same class in the same department. Such
laid off employees shall. be gi.ven.priority of re -hire, in the event
the position(s) is/are re-established, based on seniority and previous
performance evaluations, for a period of time to their length of
continuous service, but not to exceed one year.
11.03 RETIREMENT
Retirement is defined as a voluntary or involuntary procedure whereby
the employee is separated from service for reasons of length of service,
age or disability.
Upon reaching the age of retirement as stipulated by the State Retirement
System, a County employee shall automatically retire, unless in the
opinion of the Board of County Commissioners and/or the County
Administrator, the employee can continue in a full and useful capacity.
Employee benefits upon retirement will be based upon the regulations
of the State and County Government, Employees Retirement System Law,
Social Security Act, and any other provisions which may be in effect
at the time of retirement.
-50-
M
11.04 DISCHARGES
A discharge occurs when an employee has been involuntarily separated
from County Service, usually for cause. Employees discharged for
disciplinary reasons will not generally be eligible for re -hire and
lose all seniority and reinstatement privileges.
11.05 EXIT INTERVIEWS
It is the desire of the County to determine why good employees leave
the County Service. An exit interview program has been established
for the purpose of determining the causes and possible solutions of
turnover among County personnel.
If an employee wishes, he or she may request an exit interview with
the Personnel Coordinator by contacting the Personnel Office. The
Personnel Coordinator or. County Administrator may also request an
interview with an employee who has made known his or her intention to
leave the County Service. The information obtained during.the inter-
view will be used solely for the purpose of identifying or solving
problem areas, and will not become part of the employee's personnel
record unless authorized in writing by the employee.
-51-
SOLICITING
SECTION 12
12.01 SOLICITING
1. No employee shall be permitted to solicit any other employee
during working time. Working time means the time when either
employee (solicitor or.solicitee) is on duty and not on an
authorized break or meal period.
2. No employee shall be permitted to•distribute leaflets, notices
or other materials during working or non -working time in work
areas. Such distribution can take place only in non -work
areas and during non -working time.
3. No non -employee shall be permitted to enter County premises or
property at any time for the purpose of soliciting employees or
distributing or posting any written, printed or other material
except in those areas customarily open to the public or vendors.
4. Limited exceptions to the above rules may occur but only upon
,, application to and approval by the County Administrator.
5. It is intended that the above rules shall be interpreted and
applied in accordance with applicable law.
-52-
EMPLOYEE PERFORMANCE EVALUATIONS
SECTION 13
13.01 POLICY
Each Department shall follow written procedures for evaluating the
performance of all employees on an impartial basis using standard
evaluation forms provided by the Personnel Department.
13.02 PURPOSE
Employee performance evaluations shall be used .for, but not limited
to, the following purposes:
A. To inform the employee of strong and weak points in his
performance, as well as training needs and improvements
expected.
B. To recognize the employee's potential for promotion.
C. To determine the employee's eligibility for merit salary
advancements:
D. Asa basis for taking disciplinary actions against the employee.
E. To assist in determining the order of layoffs and reinstatements.
13.03 PROCEDURES
A. Each employee shall have his performance evaluated on a periodic
basis, as follows:
1. All performance evaluations shall be made by the employee's
immediate Supervisor and reviewed by a higher level Supervisor
whenever possible. The immediate Supervisor's final
evaluation shall not be changed by higher level Supervisors;
however, reviewing Supervisors shall certify that they
reviewed the rating and may attach any written comments
they deem appropriate concerning the evaluation.
2. Each employee who has been given either an original
reinstatement, promotion, demotion, or re -assignment
appointment shall have his performance evaluated within
two to four weeks prior to the completion of six (6) months
service in the class.
-53-
EMPLOYEE INSURANCE COVERAGE
SECTION 14
14.00 COVERAGE
l_7
All full-time, regular employees to age 70, are covered by life and
accidental death and dismemberment insurance paid for by the County.
The amount of such insurance is determined by the Board of County
Commissioners.
Group hospitalization insurance coverage for full-time employees is
paid for by the County at a rate approved by the Board of Commissioners.
Dependent coverage will- be available for those eligible at group rates,
paid for by the employee.
-55-
v.
suv
TRAVEL
SECTION 15
15.00 TRAVEL
It shall be the policy of the Board of County Commissioners to
reimburse all employees, Board members and othor Department personnel
for all official travel. Said reimbursement shall be made in the
following manner:
A. Private use of individual vehicle shall be reimbursed for
travel mileage in accordance with Florida Statute Chapter 112.
B. Individuals shall be entitled to per diem while'on official
travel in accordance with provisions contained in Chapter 112
of Florida Statutes, except the Board may authorize the
reimbursement of actual expenditures where documented evidence
is provided justifying actual expenses incurred.
C. The County Administrator shall authorize reimbursement for lease,
rental cars.and/or aircraft where it is deemed by the County
Administrator to be the most advantageous to the County.
D. All travel must have prior approval from the Department Head
and the County Administrator.
-56-
71
APPEARANCE
SECTION 16
16.00 APPEARANCE AND PROPER ATTIRE
All County employees should strive to be as neat and clean in
appearance as possible. Proper attire conducive to carrying out
the functions of their respective positions s-hould be worn by all
employees.
No thong sandals, shorts, faded jeans, strapless dresses or
unusually revealing clothing should be worn by employees during
working hours, unless special permission is obtained from the
Administrator for certain employees in positions that require
outdoor duties or other special circumstances. The Department
Head will be responsible to insure that the appearance of his
or her employees properly represents Monroe County in relation
to their positions.
Proper clothing and equipment needed to -insure employee safety
is required to be utilized at all times ''in accordance with the
Monroe County Safety Manual.
NOTICE OF INTENTION TO CONSIDER
ADOPTION OF COUNTY ORDINANCE
NOTICE IS HEREBY GIVEN TO WHOM IT MAY CONCERN, that on
Friday, January 27, 1984, at 10:00 A.M. in Courtroom "B" of the
Monroe County Courthouse Annex, 500 Whitehead Street, Key West,
Monroe County, Florida, the Board of County Commissioners of
Monroe County, Florida, intends to consider the adoption of the
following County Ordinance:
ORDINANCE NO. -1984
AN ORDINANCE OF THE COUNTY OF MONROE,
FLORIDA, PROVIDING FOR THE REPEAL OF ARTI-
CLE III. ENTITLED "EMPLOYMENT POLICIES AND
PROCEDURES" OF CHAPTER 2 OF THE CODE OF
ORDINANCES, COUNTY OF MONROE, FLORIDA,
DECLARING SAME TO BE NULL AND VOID AND OF NO
EFFECT AND PROVIDING FOR THE SUBSTITUTION
THEREFOR THE NEW REVISED EMPLOYMENT POLICIES
AND PROCEDURES; PROVIDING FOR SEVERABILITY;
REPEALING ALL ORDINANCES OR PARTS OF ORDI-
NANCES IN CONFLICT WITH THIS ORDINANCE TO THE
EXTENT OF SAID CONFLICT; PROVIDING FOR
INCLUSION IN THE CODE OF ORDINANCES OF MONROE
COUNTY, FLORIDA; AND PROVIDING AN EFFECTIVE
DATE.
Pursuant to Section 286.0105, Florida Statutes, notice is
given that if a person decided to appeal any decision made by the
Board with respect to any matter considered at such hearing or
meeting, he will need a record of the proceedings, and that, for
such purpose, he may need to ensure that a verbatim record of the
proceedings, is made, which record includes the testimony and
evidence upon which the appeal is to be based.
DATED at Key West, Florida, this 5th day of January, A.D.
1984.
DANNY L. KOLHAGE
Clerk of the Circuit Court
of Monroe County, Florida,
and ex officio Clerk of the
Board of County Commissioners
of Monroe County, Florida
(Seal)
PROOF OF PUBLICATION
SERVING THE UPPER KEYS
,OX 1197, TAVERNIER, FL. 33070
STATE OF FLORIDA )
COUNTY OF MONROE ) V
Before the undersigned authority personally appeared MSW B WOLFF
who on oath, says that he is ED T TOR S?. PI IRI T 24I1. GR
of THE REPORTER, a weekly newspaper published at Tavernier,.Monroe County, Florida;
that the attached copy of advertisement, being a LEGAL NOTICE
IN THE MATTER OF
+.CONSIDER
in the Court, was published in saia
newspaper in the issues of 1-12-84
Affiant further says that the said REPORTER is a
newspaper published at Tavernier, in said Monroe County,
Florida and that the said newspaper has heretofore b
continuous) published in the said Monroe Count Flo ADOPT ONOFCOF NTIONTOCON N ER
Y P County, ADOPTION OF COUNTY ORDINANCE
each week (On Thursday) , and has been entered as secor NOTICE IS HEREBY GIVEN TO WHOM IT MAY CONCERN, that.on Friday,
January 27, 1984, at 10:00 A.M. in Courtroom 'B" of the Monroe County
Class mail matter at the Post Office in Tavernier, in Courthouse Annex, 500 Whitehead Street, Key West, Monroe County, Florida, the
Board of County Commissioners of Monroe County, Florida, intends to consider
County of Monroe, Florida, for a period of one year n the adoption of the following County Ordinance:
preceding the first publication of the attached copy ORDINANCE NO. -1984-
advertisement; and of f iant further says that he has n AN ORDINANCE OF -THE COUNTY OF MONROE, FLORIDA, PROVIDING
FOR THE REP }AL OF ARTICLE III. ENTITLED "EMPLOYMENT
paid nor promised any firm, person, Or corporation an POLICIES'AiT PROCEDURES" OF CHAPTER 2 OF THE CODE OF
ORDINAN!�$ , COUNTY OF MONROE, FLORIDA, DECLARING SAME TO
BE NUIS`" ND VOID AND OF NO EFFECT AND PROVIDING FOR THE
discount, rebate, commission or refund for the purpos SUBSTITUTION THEREFOR THE NEW REVISED EMPLOYMENT
securingthis said advertisement for publication In t POLICIES AND PROCEDURES; PROVIDING FOR SEVERABILITY;
P REPEALING ALL ORDINANCES OR PARTS OF ORDINANCES IN
CONFLICT WITH THIS ORDINANCE TO- THE 'EXTENT OF SAID
said newspaper. CONFLICT PROVIDING FOR INCLUSION IN THE I—
SEALS c.
SWORN TO AND SUBS CRIB OEFORE ME THIS 20TH
DAY OF = A.D..19
AI D C STATE OF FLORIDA
`M'1,-coAA , (S 6N EXPIRES APR 2 1987,
MY COMMISSION EXPIRES '
— d!
OF
0 E ORDINAIvOES
OF MONROE COUNTY, FLORIDA; AND PROVIDING AND EFFECTIVE
DATE.
Pursuant to Section 286.0105, Florida Statutes, notice is given that if a person
decided to appeal any decision made by the Board with respect to any matter
considered at such hearing or meeting, he will need a record of the proceedings,
and that, for such purpose, he may need to ensure that a verbatim record of the
proceedings, is made, which record includes the testimony and evidence upon
which the appeal is to be based.
DATED at Key West, Florida, this 5th day of January, A.D. 1984.
;hed: 1112l84
5 teporler
rnier, Fl. 33070 •
DANNY L. KOLHAGE
Clerk of the Circuit C burt
of Monroe C Flurida
and e&Wfidio Clerk 6f the,:,
-Board of C linty Commissioners
of Monroe County; Florida
• e PROOF OF PUBLI(M
THE FLORIDA KEYS KEYNOTER
Published Weekly
MARATHON, MONROE COUNTY, FLORIDA
STATE OF FLORIDA )
COUNTY OF MONROE )
Before the undersigned authority personally appeared Judith E. Prou1X , who on oath, says
Office Manager
that he is of The FLORIDA KEYS KEYNOTER, a weekly newspaper published at Marathon, in
Monroe County,. Florida; that the attached copy of advertisement, being a Notice of Intention to Consider Adoption of
' ' County Ordinance
IN THE MATTER OF Per Policies & Procedures for County Employees in the
was
newspaper in the issues of January 12, 198
NOTICE' IS HEREBY GIVEN
Affiant further says that the said FLORIDA KEYS KEYNOTER is a newspaper published at Mara-
TO WHOM onlFrid y Januarry
27, 19" at 10:00 a.m, in Court-
room "f3". of the Monroe Coun-
thon, in said Monroe County, Florida, and that the said newspaper has heretofore been continuously
ty Courthouse Annex, - 500
Whitehead Street, .Key West,
Monroe County;- Florida, the
Board -of-'.County Commission -
published in said Monroe County, Florida, each week (on Thursday) and has been entered as second ers of MtinrOe ;County, Florida,
ntends to consider the adonhnn
class mail matter at the post office in Marathon, in said Monroe County, Florida, for a period of one oRDI
AND
THE C
year next preceding the first publication of the attached copy of advertisement; and affiant further
ING' F4
OF AF
TLED
says that he has neither paid nor promised any person, firm, or corporation any discount, rebate, com-
POLICI
OURES
OF THi
NANCE
mission or refund for the purpose of securing this advertisement for publication in the said newspaper.
CLARIr
NULL ,
NO EF
V 10
TUTIOl'
NEW R
MENT
PROCE
ING FC
-REPEA
�',NANCE
(SEAL)
ORDtN,
FLICT
NANCE
OF SAI
SWORN TO AND SUBSCRIBED BEFORE ME THIS
NIDTHE
NANCE
COUNT
DAY OF -- - A.D. 191E—!
PROVII
TIVE o
_ _
F�(�jFloridar
F 1
PursuSTXTJ
Florida 5
0 P S/
.MY S !`�'K t�
that if,a
Peal 'any
Board wi
LIND
ter consi�
_k�,N\RAALANSUPANCE
or meetir
ord of
that,. for
F ORDI---
AONROE ,
)A A? ND
EFEC
n 286.0105,
ice is given
ded .to aP-
ade by the
o any1mat
ch hearing
seed a 'rec-
dings, -and
se, he may
v a -erbatim
PROOF OF PUBLICATION
THE KEY WEST CITIZEN
Published Daily
Key West, Monroe County, Florida 33040
STATE OF FLORIDA)
ss.
COUNTY OF J-IONROE)
Before the undersigned authority personally appeared ..............
• . , , XaMel .J.40,gez ......... who on oath says that he is .............
....... NZ91: sEAV ..............of The Ivey 11csi: Citi •;!n a
daily newspaper published at Key West in Alonroe County, no ids., that
"PT fCE0 1 T,EWA." N1®,-j
the attached copy of adv`-1'L:�sament, beinga `cNIV61ER ; Qr Ni -- -
I COUNTY:ORDINANC-E
NOTICE IS HEREBY ,
GIVEN TO .WHOM IT MAY,
CONCERN, that on Friday,
January 27, 1984; at 10:00 j
A.M. in Courtroom "B" of the ;
i Monroe County Courthouse ,
n the matter of Intent to adopt County Ordinance Annex, 500 Whitehead Street,
Key West, Monroe County,
Florida, the Board of County
Commissioners of Monroe
County, Florida, intends to
�••&ployment policies and rocedures i consider the adoption of the
P P following County Ordinance: I
I ORDINANCE NO.-1984
AN ORDINANCE OF THE'I
COUNTY OF MONROE,
FLORIDA, PROVIDING
FOR THE REPEAL OF
ARTICLE III. ENTITLED
"EMPLOYEMENT
POLICI.ES AND
PROCEDURES;" OF
CHAPTER 2 OF THE CODE
IOF ORDINANCES, COUNTY
, OF MONROE,. FLORIDA,
was in said i:1 the 185UOS of DECLARING, SAME TO BE
NULL AND VOID AND OF
NO - EFFECT AND
January 9, 1984 PROVI
SUBSTITUTION
DDING R T H E
THEREFORE THE N.EW
REVISED EMPLOYMENT
POLICIES
AND
_ •r�-'•it j:l:i:.'li?f D3?j�: Ctiti_`T.l�? tic?1(' The i•..(-'.'•' dC.^,t C1 PROCEDURES;
KePROVIDI11�.eet, . .1 said I'arcYOc count: I SEVERABNILITY; FOR
OR -
that: %_1' cy"!C 11Elti; pa��t3Y �5 :CiCtGLr,y'., I'FE;. CO11tiTlilOLBj REPEALING ALL OR-
DINANCES OR PARTS OF
F1G.YiQ3, 2LiC.i1 a �f C]CCe�t S£1t1SY� ORDIFLICTANNCEWITH IN O CN-
bc!2As •..._:.I::Pi' ^S se-COnd C1aESi Li.37.]. :il::;_'�? C ,'1 Oi DINANCE TO THE EX
TENT OF SAID CONFLICT;
West. . Count; -`ia PROVIDING FOR IN-..i
•
pr. eceedzn., { ; j" ?: Si c+ 1.1g CLUSION `IN THE CODE OF
ORnINANCES OF MONROE
COUNTY, FLORIDA; AND .`
mint; ar:I pa1i PROVIDING AN EF-
FECTIVE DATE.
aily pe2'S� ;.. , :.+ C _ _ ; _--===.T ^n t 18c0ant, i'c'G3tp- C Pursuant to Section
286.0105, Florida Statutes,
_— _ S E''LL'Ilt� O_ -LCiP= Z•t: r.�. 9C -O: — 3%z C:r 7_T1& th1 S 3CiV eL t1SQment f� notice is given that if a person '
in the -aid decided to appeal any
decision made by the Board
P.IDA with respect W any matter '
r ,= U considered at such hearing or
jt L'I� 2� i93+ meeting, he will need a
n' 'i•�°�"I FXp1�t`' �`�, ,SCE Uy104 record of the proceedings,
and that, for such purpose, he
tidv�F 01J �C,�rS"'' •r�'Y may need to ensure that a
COPI`I°155y CcN ���_verbatim record of the
proceedings, is made, record includes the testimony mony
and evidence upon which the
appeal is to be based.
DATED at Key West,
Swot to at2d' Ist.:bsCt?>ccI Trc fc.re lue tii�7._ 0. Florida, this Sth day of
January, A.D.1984
dray of .. � ...... �y A. 1CJ � � DANNY L. KOLHAGE, Clerk
of the Circuit Court of Monroe
County Florida, and ex of.
ficio Clerk of the Board of
• • • Y!Y/J� •(i County Commissioners of
vV��FFss • • .... Monroe County, Florida
Jan 9, 1984 -
OF SHE Sr�T
F
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4,
iy COn n'E iP�S
FLORIDA DEPARTMENT OF STATE
George Firestone
February 20, 1984 Sc, retary of State
Honorable Danny L. Kolhage
Clerk of Circuit Court
500 Whitehead Street
Key West, Florida 33040
Attention: Ms. Yolanda Quesada
Dear Mr. Kolhage:
Pursuant to the provisions of Section 125.66, Florida
Statutes, this will acknowledge:
1. Receipt of your letter/s of February 16
and certified copy/ies of Monroe
2.
County Ordinance/s No./s 84-7 and 84-8
Receipt of
relative to:
(a)
(b)
which we have numbered
County Ordinance/s
which we have numbered
3. We have filed these Ordinance/s in this office
this/these
on _ February 20, 1984.
4. The original/duplicate copy/i.es showing the filing date
being returned for your records.
is/are
NK/
Enclosure
Cordially,
��&"C:5FVZ
e"4z--y
(Mrs ) ncy Kavanaug
h
Chief, Bureau of Laws
FIARIDA-State of the Arts