HomeMy WebLinkAbout95-04 - Res. Amending Res. 148-99 Amending Mason County Personnel Policies RESOLUTION NO . 95 - 04
AMENDING RESOLUTION NO . 148 =99 TO AMEND
THE MASON COUNTY PERSONNEL POLICIES
WHEREAS , RCW 36 . 32 . 120 ( 6 ) states that the Board of County
Commissioners have responsibility for the care of county property and the
management of county funds and business ;
WHEREAS , the Board of County Commissioners believes that uniform
personnel policies are beneficial to county managers and employees ;
WHEREAS , the Board has determined that certain changes in the Mason
County Personnel Policies should be made :
NOW , THEREFORE BE IT RESOLVED that the Board of County
Commissioners does hereby amend the Mason County Personnel Policies by
changing Chapter 2 . 4 (Attachment A ) , changing Chapter 5 . 7 (Attachment B ) ,
changing Chapter 7 . 1 (Attachment C ) , changing Chapter 7 . 2 (Attachment D ) ,
and adding a new Chapter 8 . 15 )Attachment E ) effective October 26 , 2004 .
Dated this 26th day of October , 2004
BOARD OF COUNTY COMMISSIONERS
ATTEST : J � C'
Wesley Fj Johri on , Chairperson
Rebecca S . Rogers
Clerk of the Board
Herb Baze , 6&mmissioner
pprovepd as to Form :
Jay i L . Kamin , C m nissioner
Michael Clift
Chief Deputy Prosecutor
Attachment A
2 . 4 SEXUAL A S NT PROHIBITED
Sexual harassment is a form of sex discrimination and is illegal . Sexual harassment will
not be tolerated by the County.
Sexual harassment is behavior of a sexual nature which is unwelcome . Examples of
sexual harassment include verbal behavior such as unwanted sexual comments ,
suggestions , jokes , or pressure for sexual favors ; non-verbal behavior such as suggestive
looks and leering ; and physical behavior such as pats or squeezes , or repeatedly brushing
against someone' s body. Other conduct also may constitute sexual harassment depending
upon given facts and circumstances .
Unwelcome sexual advances , requests for sexual favors , and other verbal or physical
conduct of a sexual nature constitute sexual harassment when :
l . submission to such conduct is either an explicit or 2 .4 or implicit term or
condition of employment; or,
2 * submission to or rejection of such conduct by an individual is used as the
basis for employment decisions affecting such individual ; or,
39 such conduct has the purpose or effect of unreasonably interfering with the
individual ' s work performance or creating an intimidating, hostile, or
offensive work environment .
Employees engaging in sexual harassment are subject to discipline, including
termination . See Discrimination Complaint Procedure , Policy 2-:6 2_5 , for guidance on
what to do if you experience sexual harassment .
Attachment B
® 7 COMPENSATION UPON TERMINATION
When an employee' s employment with the County is terminated, the employee will
receive the following compensation on the next regularly scheduled payday:
( 1 ) Regular wages for all hours worked up to the time of termination which
have not already been paid .
(2) Any overtime or holiday pay due .
( 3 ) A lump sum payment for accrued but unused vacation provided the
employee has completed six (6) months of employment, compensatory
time and, for eligible employees , accrued but unused sick leave .
Terminatinge mployees entitled to payment for accrued leave time, and in the case of
employees of the Sheriff' s Department, banked holiday time , may request payment for
such time in scheduled payments rather than a lump sum . To be eligible for scheduled
payments the amount due must be $ 10 , 000 or more , the scheduled payments must be
$ 500 or more per month and the employee must agree to conditions established by the
county .
Attachment C
7 . 1 VACATION LEAVE
Each regular full -time employee shall accrue paid vacation leave as follows :
Years of Continuous Service Vacation Days Earned
1 - 3 years 12 days per year
4- 7 years 15 days per year
& 9 years 18 days per year
10- 11 years 20 days per year
1244 years 22 days per year
15 - 16 years 23 days per year
17 - 19 years 24 days per year
20 or more years 25 days per year
All new employees must satisfactorily complete their trial period to be entitled to the
accrual and use of vacation leave . Regular part-time employees will receive vacation on
a pro -rata basis . Extra help employees are not eligible for any vacation benefits .
Employees do not accrue vacation benefits during a leave without pay.
Regular full-time employees must work, or be in a paid status , at least ninety (90 eighty
80 hours in a month to accrue vacation for the month . Regular part-time employees
must work, or be in a paid status , at least in the same proportion to ninety (90) eighty 80
hours as their regular hours are to full-time employment to accrue vacation for that the
month .
The first day of the month of hire shall be the effective date of subsequent increases in
the vacation accrual rate for employees hired between the first and the fifteenth of the
month . The first day of the month following the month of hire shall be the effective date
of subsequent increases in the vacation accrual rate for employees hired between the
sixteenth and the last day of the month .
Each department is responsible for scheduling its employees ' vacations without undue
disruption of department operations . Leave requests shall normally be submitted at least
two weeks prior to taking vacation leave .
The maximum number of vacation days which may be accrued is fifty (50) days . Any
vacation days earned beyond fifty ( 50) days shall be forfeited . Employees will be paid
for unused vacation time upon termination of employment, except in the case of
termination during the first six months of employment . Employees who resign their
position to assume an Elected Office will be paid for unused vacation time upon
termination of employment .
Attachment D
71 SICKLEAVE
All regular full-time employees accrue sick leave benefits at the rate of one ( 1 ) day for
each calendar month of continuous employment . Regular part-time employees may
accrue sick leave benefits on a pro -rata basis according to hours worked . The maximum
accumulation of unused sick leave is one hundred fifty ( 150) days , except for LEOFF I
employees whose maximum accumulation shall not exceed twelve ( 12) days . LEOFF I
employees whose sick leave accrual exceeds twelve ( 12 ) days , as of the adoption of this
policy, shall keep the excess days but shall not earn additional sick leave until such time
as their accrual is less than twelve ( 12) days . Extra help employees do not earn sick leave
benefits . Employees do not accrue sick leave benefits during a leave without pay.
Regular full-time employees must work, or be in a paid status , at least nhfiet r (90) eighty
80 hours in a month to accrue sick leave for the month . Regular part-time employees
must work, or be in a paid status , at least in the same proportion to ninety (90 eighty 80
hours as their regular hours are to full-time employment to accrue sick leave for that the
month .
Allowable Uses of Sick Leave : Sick leave covers those situations in which an employee
is unable to work due to :
( 1 ) Employee' s own health condition (illness , injury, physical or mental
disability, including disability due to pregnancy or childbirth) ;
(2) The need to care for the employee' s dependepA children under the age of
18 who are ill ^r inj roe with a health condition that requires treatment or
supervision ; or to care for the emplo espouse , parent, parent-in-law, or
grandparent who has a serious health condition or an emergency
condition.
( 3 ) Medical or dental appointments for the employee or dependent child,
provided that the employee must make a reasonable effort to schedule
such appointments at times which have the least interference with the
work day;
(4) The need to care for a spouse, parent, or child of the employee who is ill
or injured and requires the presence of the employee, except that no more
than five (5 ) days of sick leave may be taken for any occurrence unless the
condition of the spouse, parent or child would qualify the employee for
FMLA leave ;
( 5 ) Exposure to a contagious disease where on-the job presence of the
employee would jeopardize the health of others ;
(6 ) Use of a prescription drug which impairs job performance or safety;
(7) Additional leave , up to two (2) days , beyond bereavement leave for a
death in the immediate family may be authorized by the Board .
A doctor' s certificate may be required when an employee is absent for a period in excess
of three (3 ) days or when a pattern of sick leave use indicates possible sick leave abuse .
To the extent allowed by law, the County may also request the opinion of a second doctor
at the County' s expense to determine whether the employee suffers from a chronic
physical or mental condition which impairs his/her ability to perform the job .
Employees who use all their accumulated sick leave and require more time off work due
to illness or injury may, with their Elected Official ' s or Department Head ' s prior
approval , request a leave without pay. ( See Leave Without Pay Policy. )
Payment for unused sick leave shall be made only in the following circumstances :
( 1 ) Upon termination of employment with fifteen ( 15 ) years of continuous
service with Mason County;
(2) Upon termination of employment with Mason County, when the
termination is contemporaneous with retirement from the applicable
Washington State public employees retirement system ; or
(3 ) Upon the death of an employee , in which case payment shall be made to
his/her estate .
Upon termination of employment, including termination of employment prior to assume
an Elected Office , under circumstances in which the employee is not eligible for payment
of unused sick leave, all unused sick leave shall be forfeited . The provisions of this
paragraph shall not apply to employees who terminated employment to become an
Elected Official of Mason County prior to the adoption of this policy.
Attachment E
8 . 15 USING S N FOR PERSONAL GAIN
No County eMployce will use their position with Mason County for personal gain from any
source . Personal gain is receiving any, item or benefit for personal use , that is not
available to the general public . Exception : Nominal value items ($ 10 . 00 or less) with company
logos given for advertising�purposes such as samples , pens , calendars , coffee cups and ball caps
are acceptable . Requesting, or knowingly accepting, discounts on purchases , tickets , meals ,
travel, clothing, etc , for personal use is not acceptable .
Threats or promises of future business or lack of future business with the County to influence
personal business will be referred to the Prosecuting Attorney.
New ch 8 . 15 . doc 1