HomeMy WebLinkAbout2023-023 - Res. Amending Res. 2023-011 Mason County Personnel Policy RESOLUTION NO. 2023-C)L3
A RESOLUTION AMENDING RESOLUTION 2023-11 MASON COUNTY PERSONNEL
POLICY, TO ADD, REMOVE, AND UPDATE LANGUAGE IN THE PERSONNEL POLICY
MANUAL AND MASON COUNTY CODE
WHEREAS, it is the responsibility of the Board of Mason County Commissioners for the
coordination of county administrative programs, which is accomplished through the adoption of the
Personnel Policy; and
WHEREAS, it is necessary and appropriate to make the following changes:
• Addition of Section 8.14 Discipline/Corrective Action
NOW, THEREFORE, BE IT RESOLVED, the Board of Mason County Commissioners
hereby amends Resolution 2022-087 Mason County Personnel Policy to include the updates
above. This resolution shall become effective immediately upon its passage.
ADOPTED THIS \\*' day of .
BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
ATTEST:
Sharon Trask, thair
Ql t
McKenzie Smith, trerk of the Board
Rand athe lin, ommissioner
APPROVED AS TO FORM
1(9-
Kevin Shut7�missioner
Timot y i�ehea ,
Deputy Prosecuting Attorney
Substance Abuse Policy for Operators of Commercial Motor Vehicles: County employees who hold
Commercial Driver's Licenses (CDL) and who operate commercial motor vehicles (CMV) while employed
by the County are subject to additional rules and regulations imposed by the federal government. These
regulations require urine drug testing and alcohol breath testing in the following circumstances:
1. Pre-employment.
2. Reasonable suspicion.
3. Post-accident.
4. Return to duty testing.
5. Random testing.
CDL holders who test positive must be removed from service and are subject to disciplinary action, up to
and including termination. CDL holders should consult the Mason County Drug and Alcohol Testing Policy
and Procedure for Department of Transportation Regulated Employees for additional details concerning
these rules.
Drug-Free Workplace: The manufacturing, distribution, dispensation, possession, and use of unlawful or
alcohol on County premises or during work hours by County employees is strictly prohibited. Employees
also must notify the County within five (5) days of any conviction for a drug violation in the workplace.
Employees should consult the Drug-Free Workplace Policy for additional details on this subject.
8.14 Discipline/Corrective Action
The intent of progressive discipline is to assist the employee with performance improvement or to correct
misconduct. Progressive discipline may not apply where the offense requires more serious discipline in
the first instance. Both the sequence and the steps of progressive discipline are determined on a case-
by-case basis. Progressive discipline may include:
• Oral warnings,which will be documented.
• Written warnings, which may also include work performance improvement or corrective action plan
for poor work performance or misconduct.
• Suspension without pay.
• Demotion.
• Discharge.
8.15 Using Position for Personal Gain
No County employee will use their position with Mason County for personal gain from any source.
Personal gain is receiving any money,item,or benefit for personal use,which is not available to the 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.
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