HomeMy WebLinkAbout2023-057 - Res. Amending Res. 2023-047 Personnel Policy RESOLUTION NO. 2023-D57-
A RESOLUTION AMENDING RESOLUTION 2023-047 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:
• Section 3.8 New Positions—adding guidelines for.requesting new positions.
e Section 8.15 Performance Evaluations — language to ensure non-reps receive
performance evaluations.consistent with represented employees.
• Chapter 10 Complaint Procedure—Addition of language to protect employees from
retaliation and ensure confidentiality is protected during investigations.
• Chapter 12 Equal Opportunity Employment—addition of`bullying' language.
• Chapter 18 Telework—WA only without prior approval and defining the application
and renewal process...
NOW, THEREFORE, BE IT RESOLVED, the Board of Mason County Commissioners
hereby amends Resolution 2023-047 Mason County Personnel Policy to include the updates
above. This resolution shall become effective immediately upon its passage.
ADOPTED THIS 26 day of OCA:ubt%(, 2023•
BOARD OF COUNTY COMMISSIONERS
MASON COUNTY, WASHINGTON
ATTEST:
Sharon Trask, Chair
\C�RJ�VY)ClS2 ?Cy,n_a,�JY�
McKenzie Smi h, Clerk of the Board
Ran Neatherlin, Commissioner
APPROVED AS TO FORM
Kevin Shutty, C missioner
Timothy WNtd ,
Deputy Prosecuting Attorney
Style Definition:TOC 1
Style
Definition:
fini ion:TOC 2:Tab stops: .6A9",
R
Style Definition:TOC 6
1854
MASON COUNTY.
PERSONNEL POLICIES
Revised geptefnber 120ctober 24,2023-Resolution No.2023-047-Oxx
Chapter 3—Recruiting and Hiring
Employment practices to include recruitment and hiring will be established by Human Resources.They
are based solely on an applicant's ability,merit,qualifications,and competence without regard to race,
color,religion,national origin,sex,marital status,pregnancy,disability,age,or other protected status by
Federal or State statute.
3.1 Recruiting
When a position becomes vacant,prior to any posting or advertisement of the vacancy,the Department
Head shall review the position,itsjob description,and the need for such a position.The Department Head
will complete the requisition process to fill the position.Approved and budgeted positions will be posted
and/or advertised only after the Human Resources Department and County Administrator have reviewed
and approved.Unfunded positions must be briefed to the Board of County Commissioners before posting.
County recruitments will include information about pay and other benefits for all postings in accordance
with RCW 49.58.100.
Interested applicants shall submit a completed application to Human Resources by the designated date
prior to being considered for any position.
3.2 Hiring
3.2.1 Screening
The County may screen applicants for minimum qualifications and/or subject matter expertise. The
Elected Official and Human Resources may decline to move forward with an applicant for specific reasons
which may include but are not limited to false statements,used or attempted to use illegal or unethical
means to secure an advantage in the application process,failure to reply to inquiries,the applicant arrived
late or failed to appear for a scheduled test or interview or expressed lack of interest in the position,failed
to provide a completed application packet by the designated date,or improper conduct on the part of the
applicant during any examination process.
3.2.2 Examinations
The County may administer pre-employment examinations to test the qualifications and ability of
applicants, as determined necessary by the County. The County may contract with any agency or
individual to prepare and/or administer examinations. Examples of such examinations include requiring
applicants/employees to show proof they are authorized to work in the United States,background checks,
interviews, written, oral, or physical exercises, reference checks, education verification, disclosure
statements,or other valid examination process. Human Resources specifies the nature and content of
examinations based upon the advice and information of Elected Officials, Departments,and/or subject
matter experts.
Applicants for positions in which there are expectations to operate a motor vehicle will be required to
present a valid Washington State driver's license with any necessary endorsements. Driving records of
applicants may be checked.Applicants with poor driving records,as determined by the County,may be
disqualified for employment.
Mason County Personnel Policy Page 25of121
3.2.3 Applicant Travel
Reasonable expenses incurred by candidates for management level,or hard to fill technical or professional
level positions may be reimbursed when such candidates are invited by the appointing authority in writing
for personal interviews and approved by the Board of County Commissioners.Expenses will be limited to
transportation,lodging,and meals.The transportation reimbursement shall be limited to the amount the
County would pay for round trip coach class airfare.The written invitation to the interview shall include
an explanation of those expenses that will be reimbursed and the method for claiming reimbursement.
3.2.4 Veteran's Preference
In accordance with RCW 73.16.010 Mason County offers Veteran's employment preference to service
members claiming such benefit in the hiring process.
3.2.5 Employee Selection
The employee requisition and selection process shall be completed before any offer of employment is
made. After a contingent offer of employment has been made and prior to commencement of
employment,the County may require persons selected for employment to successfully pass a test for the
presence of alcohol and/or controlled substances.The offer of employment may be conditioned on the
results of the examination.
A candidate may be disqualified from consideration if tests reveal use of alcohol and/or controlled
substances(other than legally prescribed medications),or if the candidate refuses to be tested.
3.2.6 Moving Expenses
At the discretion of the Board of County Commissioners and their advance approval,reasonable moving
expenses of a new employee in a management level or hard to fill technical or professional level position
may be reimbursed.Such reimbursement shall not exceed$5,000.Moving expenses shall mean the cost
of moving household goods,furniture,clothing,and other personal effects of the new employee.To be
eligible for reimbursement the new employee must agree in writing to refund to the County such moving
expenses if they voluntarily terminate their employment within one(1)year of their hire date.
3.3 Extra Help Employees
Elected Officials and Department Heads may use extra help employees to temporarily replace regular
employees who are on vacation or other leave,to meet peak workload needs, or to temporarily fill a
vacancy until a regular employee is hired. Extra help employees may be hired without competitive
recruitment or examination,although all hiring processes must comply with state and federal laws.
Extra help employees are eligible for overtime pay and sick leave as required by law.Extra help employees
normally do not receive retirement,vacation, health insurance, holidays, or any other benefits during
their employment.
Extra help employees.pay contributions to the Social Security system and to Labor and Industries,as does
the County on their behalf.Extra help employees are normally not placed on the state PERS retirement
system,although there are a few exceptions based on PERS eligibility criteria,such as those who work
over seventy(70)hours per month for five(5)months out of twelve on a long-term basis.
Mason County Personnel Policy Page 26of121
3.4 Employment of Relatives(Nepotism)
The immediate family,by blood or marriage,of current County employees, Elected Officials and County
Commission members will not be employed by the County where:
1. One of the parties would have authority,or practical power,to supervise,appoint,remove,or
discipline the other.
2. One party would handle confidential material that creates improper or inappropriate access to
that material by the other.
3. One party would be responsible for auditing the work of the other:or
4. Other circumstances exist that might lead to potential conflict among the parties or conflict
between the interest of one or both parties and the best interests of the County.
Immediate family for the purpose of this section shall include the employee's spouse,registered domestic
partner,parent,child,grandchild,brother,sister,father-in-law,mother-in-law,brother-in-law,sister-in-
law,son-in-law,daughter-in-law,and step relationships.
3.4.1 Change in Circumstances
If two employees marry,become related,or are in a relationship and begin sharing living quarters,and in
the County's judgment,the potential problems noted above exist or reasonably could exist,only one of
the employees will be permitted to stay with the County,unless other arrangements,as determined by
the Board of County Commissioners,can be made to eliminate the potential problem.The decision as to
which employee will remain with the County must be made by the two employees within thirty (30)
calendar days of the date they marry,become related,or begin sharing living quarters.If no decision is
made during this time,either employee may be terminated.
3.5 Promotions
The County encourages promotion from within the organization whenever possible.All openings will be
posted so that employees may become aware of opportunities and apply for positions in which they are
interested and qualified.
Before advertising a position to the public, Human Resources may choose to circulate a promotional
opportunity within the County.The County reserves the right to seek qualified applicants outside of the
organization at its discretion. Employees must meet the qualifications for the vacant position to be
considered for promotion.
Before offering a position,the Employee Selection Process must be completed in accordance with current
HR procedures.
3.6 Probationary Periods
All newly hired employees will serve a probationary period of six(6)calendar months from date of hire.
The Employer may discharge a probationary employee with a minimum of one(1)day written notice.The
County may extend the six(6)month probationary period up to an additional six(6)months. Employees
may not take vacation while in their probationary period.
Mason County Personnel Policy Page 27of121
3.7 Trial Service Periods
Current employees transferred, reclassified,or promoted to another position may serve a trial service
period of six(6)months.
3.8 Requests for New Positions Formatted:Justified.
New position requests may be submitted under the following circumstances:
1. In preparation for submission of the annual budget; Formatted:Justified,Indent:First line: 0"
2. Initiation of position changes during the budget year due to changes in service demands,
funding,legal,technical,organizational,or programmatic requirements.
Formatted:Justified,Indent:Left:0.75", No bullets of
New position requests will be submitted to the Board of County Commissioners, through Huma numbering
Resources and Budget,in the format established and maintained by Human Resources.The information Formatted:Justified
submitted must include documentation explaining the need for the position and analysis of the immediate
and long-term budget impact,and a draft position description.Human Resources and Budget will submit
the request to the Board of County Commissioners for preliminary approval.
Upon preliminary approval by the Board,the Human Resources Department will complete a formal revie Formatted:Justified
and submit recommendations regarding the proper classification and salary.
Mason County Personnel Policy Page 28of121
Chapter 8—Employee Responsibilities and Conduct
8.1 General Code of Conduct
All County employees are expected to represent the County to the public in a professional manner which
is courteous,efficient,and helpful.Employees must maintain a clean and neat appearance appropriate to
their work assignment,as determined by their position and Elected Official or Department Head.
Since the proper working relationship between employees and the County depends on each employee's
on-going job performance, professional conduct and behavior, the County has established certain
minimum standards of personal conduct.
Among the County's expectations are:Basic tact and courtesy towards the public and fellow employees;
adherence to County policies, procedures, processes,safety rules and safe work practices; compliance
with directions from supervisors;preserving and protecting the County's equipment,grounds,facilities,
and resources;and providing orderly and cost-efficient services to its citizens.
The County is a relatively small organization.To function as efficiently as possible, employees may be
asked to perform duties outside their regular assignments. It is no reflection of an employee's worth to
the County,but a necessary arrangement in small organizations.
To make the most efficient use of personnel,the County also reserves the right to change an employee's
work conditions and the duties originally assigned. If these arrangements become necessary,employee
cooperation is expected.
8.2 Workplace Safety and Violence Prevention
This policy is intended to ensure that all employees adhere to work practices designed to make the
workplace more secure and to refrain from verbal threats or physical actions which may create a safety
or security hazard for others in the workplace.
The safety and security of the employees of Mason County and members of the public seeking or receiving
County services or using County facilities is of the utmost importance.Any prohibited acts committed by
employees or members of the public while on premises owned or leased or work sites otherwise occupied
by Mason County will be prosecuted as appropriate and/or will cause the use of appropriate managerial,
administrative,or disciplinary measures.
8.2.1 Definitions
Unsafe Act: Includes but is not limited to,any deliberate act or behavior which jeopardizes the safety or
security of oneself, another person,or County property; or failure to act,where there is a duty to act
and/or take safety precautions or where such failure would reasonably be known to jeopardize the safety
or security of oneself,another person or County property.An unsafe act may include physical contact,
such as"horseplay"and is prohibited,whether an injury,safety violation,or actual harm results.
Acts of Violence:Includes but is not limited to,any deliberate act or behavior which:
1. Results in a physical assault against a person such as hitting, pushing, kicking, holding/restraining,
spitting on,or blocking the movement of another person.
Mason County Personnel Policy Page 61of121
2. Constitutes a directly or indirectly communicated or reasonably perceived threat to cause harm,
injure,or intimidate another individual.
3. Endangers the safety of oneself or another individual,whether an injury result.
4. Would be reasonably perceived to constitute a threat of inflicting physical harm which in any way
interferes with a person's safety or consists of a directly or indirectly communicated or perceived
threat to destroy property using a weapon,a firearm,or other means.
5. Would constitute the violation of a protective or restraining order which lists County locations as
being protected areas;or
6. Interferes with the orderly conduct of Mason County operations.
An unsafe act and/or act of violence does not include communicated direction by a supervisor to require
appropriate performance on the job,the imposition of disciplinary action, or warnings that discipline
could occur;or law enforcement employees acting within the scope and authority of their position.
Workplace:Any building or areas constituting the place where work is performed or assigned;common
areas such as reception areas, halls and private or personal work areas; and any other area where
employees engage in official County business,including field locations,County parking lots,vehicles either
employer owned or leased or privately owned when used on County business.
Member of the Public: Any person who has no legitimate employment-related relationship with the
County,including:strangers who have no legitimate business relationship with the County;customers or '
clients who currently or previously have received services from the County or who have or have had a
custodial relationship with the County including inmates,criminal suspects or prisoners;and individuals
who have or had personal relationships with County employees such as a current or former spouse,lover,
relative,friend or acquaintance.
8.2.2 Responsibilities
County employees shall not commit an unsafe act and/or act of violence and employees shall be
responsible for reporting any unsafe act and/or act of violence in the workplace,whether physical injury
occurs. Employees who believe an unsafe act and/or act of violence has occurred, observe, or are
informed of such an act, shall immediately notify their supervisor, department head or management
representative. Insofar as possible,any report of an unsafe act and/or act of violence shall include the
name of the reporting party,the date,time, and place of the act;the name or identity of the person
alleged to have committed the act;a description of the act;and the names of any witnesses.
All employees, including managers and supervisors, are responsible for using safe work practices, for
following all directives,policies,and procedures,and for assisting in maintaining a safe and secure work
environment.
Mason County Personnel Policy Page 62of121
A.Employee Responsibilities
1. Imminent Threat or Act of Violence
a. Employees shall take the following steps if a threat of violence or act of violence presents an
imminent danger to safety:
b. Immediately leave the area putting as much distance between themselves and the threat as
possible.
c. Tell others to leave as the area is evacuated.
d. Call 911 and report the threat/emergency as soon as it is safe.
e. Provide the 911 dispatcher with identification and the nature and location of the
threat/emergency.
f. Follow all directions from law enforcement.
2. Threat or Unsafe Act
a. Employees shall take the following steps if a threat or unsafe act does not present an imminent
danger to safety:
b. Notify their supervisor as soon as possible;and
c. Complete a county incident report form(Incident Report Form)which can be found on the Risk
Management website.
3. Employees who obtain a protective or restraining order which lists County locations as being
protected areas or which prohibits contact with the employee while at work,shall immediately advise
their supervisor,department head or management representative and provide a copy of the granted
order and a description of the person identified in the order.
4. Report personal safety concerns or violations of County policy to a supervisor, manager, or
department head.
5. Immediately notify a member of management if there is reason to believe they may become or are
victim of unsafe acts,threats,or acts of violence in the workplace.
Under no circumstances should employees put themselves at risk in a dangerous situation. Once the
situation has been secured by proper authorities, employees shall then cooperate with supervisors,
investigators, law enforcement personnel and any others as they conduct follow-up reviews of the
incident.
B.Department Heads,Managers and Supervisors'Responsibilities
Mason County Pe"rsonnel Policy Page 63of121
1. Provide this policy and educational opportunities to their employees about workplace safety and
violence prevention and make workplace safety and violence prevention training and education
programs available to all employees.
2. Immediately notify the Human Resources Department and their appropriate management of any
incidents involving unsafe acts and/or acts of violence.
3. Address employee workplace safety concerns and ensure that such concerns are investigated.Safety
concerns,and any other situation where an employee has been subjected to or threatened with an
unsafe act and/or an act of violence,should be reported to Human Resources
4. Take immediate steps to diffuse or mitigate any situation that has potential to escalate into an unsafe
act and/or an act of violence.
5. Forward a copy of the protective or restraining order to the Human Resources Department.
6. Notify appropriate law enforcement agencies about persons who violate a granted protective or
restraining order and require the violator to leave the premises immediately.
C.Human Resources Department Responsibilities:
1. Assess and investigate all alleged unsafe acts and/or acts of workplace violence as may be appropriate.
2. Provide or make available appropriate training and education about workplace safety and violence
prevention,how to identify potentially unsafe acts and/or violent situations,and how to deal with
them.
3. Maintain confidentiality of complaints and concerns to the extent allowed by law.
4.. Receive and investigate all reports of unsafe acts and/or acts of workplace violence,or threats of the
same,made by a county employee.
5. Recommend to the Department Head what, if any, administrative or disciplinary action should be
taken when an employee is found to have committed an unsafe act and/or an act of violence.
6. Upon completion of any investigation, notify employees affected by the unsafe act and/or act of
violence or threat of the same that the matter has been concluded and that appropriate action has or
will be taken.
8.3 Outside Employment and Conflicts of Interest
Employees shall not,directly,or indirectly,engage in any outside employment or financial interest which
may conflict, in the County's opinion, with the best interests of the County or interfere with the
employee's ability to perform their assigned County job.Examples include,but are not limited to,outside
employment which:
Mason County Personnel Policy Page 64of121
1. prevents the employee from being available for work beyond normal working hours, such as
emergencies or peak work periods,when such availability is a regular part of the employee's job.
2. is conducted during the employee's work hours.
3. utilizes County telephones,computers,supplies,or any other resources,facilities,or equipment.
4. is employment with a firm which has contracts with or does business with the County;or
5. may reasonably be perceived by members of the public as a conflict of interest or otherwise
discredits public service.
Employees considering or engaged in an additional job,contractual commitment,or self-employment,
who are concerned about a conflict of interest should discuss the matter with their Elected Official or
Department Head.
8.4 Reporting Improper Governmental Action
In compliance with the Local Government Employee Whistleblower Protection Act,RCW 42.41.050,this
policy is created to encourage employees to disclose in good faith,improper governmental action taken
by County officials or employees without fear of retaliation. This policy also safeguards legitimate
employer interests by encouraging complaints to be made first to the County,with a process provided for
speedy dispute resolution.
8.4.1 Definitions
Improper Governmental Action:any action by a County Officer or employee that is:
1. undertaken in the performance of the official's or employee's official duties,whether the action
is within the scope of the employee's employment,and
2. in violation of any federal,state,or local law or rule,is an abuse of authority,is of substantial and
specific danger to the public health or safety or is a gross waste of public funds.
"Improper governmental action" does not include personnel actions including but not limited to
employee grievances, complaints, appointments, promotions, transfers, assignments, reassignments,
reinstatements, restorations, reemployment, performance evaluations, reductions in pay, dismissals,
suspensions, reprimands, demotions,violations of the local government collective bargaining and civil
service laws, alleged labor agreement violations or any action that may be taken under RCW Chapter
41.14 or 41.56.
Retaliatory Action:means any(a)adverse change in a local governments employee's employment status,
or the terms and conditions of employment including denial of adequate staff to perform duties,frequent
staff changes,frequent and undesirable office changes,refusal to assign meaningful work,unwarranted
and unsubstantiated letters of reprimand or unsatisfactory performance evaluations,demotion,transfer,
reassignment, reduction in pay, denial of promotion, suspension, dismissal or any other disciplinary
actions; or (b) hostile actions by other employees toward a local government employee that were
encouraged by a supervisor or senior manager or official.
Mason County Personnel Policy Page 65of121
Emergency:a circumstance that if not immediately changed may cause damage to persons or property.
8.4.2 Procedure for Reporting Improper Government Action
County employees who become aware of improper governmental action shall follow this procedure:
1. Bring the matter to the attention of the Board of County Commissioners or the Prosecuting
Attorney, preferably in writing, stating in detail the basis for the employee's belief that an
improper action has occurred.This shall be done as soon as the employee becomes aware of the
improper action.
2. The Board of County Commissioners or the Prosecuting Attorney,or their designee,shall respond
to the report of improper government action,within thirty(30) days of the employee's report.
The employee shall be advised of the County's response.
3. The identity of a reporting employee shall be kept confidential to the extent possible under the
law unless the employee authorizes the disclosure of their identity in writing.
An employee who fails to make a good faith effort to follow this policy shall not be entitled to the
protection of this policy against retaliation,pursuant to RCW 42.41.030.
In the case of an emergency,where the employee believes that damage to persons or property may result
if action is not taken immediately, the employee may bypass the above procedure and report the
improper action directly to the appropriate government agency responsible for investigating the improper
action.
Employees may report information about improper governmental action directly to an outside agency if
the employee reasonably believes that an adequate investigation was not undertaken by the County to
determine whether an improper government action occurred,or that insufficient action was taken by the
County to address the improper action or that for other reasons the improper action is likely to recur.
Protection Against Retaliation:It is unlawful for a local government to take retaliatory action because an
employee, in good faith, provided information that improper government action occurred. Employees
who believe they have been retaliated against for reporting an improper government action shall follow
the procedure outlined below.
8.4.3 Procedure for Seeking Relief Against Retaliation
1. Employees shall provide a written complaint to the Board of County Commissioners within thirty
(30)days of the occurrence of the alleged retaliatory action.
a. The written charge shall specify the alleged retaliatory action;and
b. Specifies the relief requested.
2. The Board of County Commissioners or their designee shall respond in writing within thirty(30)
days of receipt of the written charge.
Mason County Personnel Policy Page 66of121
3. After receiving the County's response, the employee may request a hearing before a state
administrative law judge to establish that a retaliatory action occurred and to obtain appropriate
relief under the law.The request for hearing must be delivered within the earlier of either fifteen
(15)days of receipt of the County's response to the charge of retaliatory action or forty-five(45)
days of receipt of the charge of retaliation to the Board of County Commissioners for response.
4. Within five(5)working days of receipt of a request for hearing the County shall apply to the State
Office of Administrative Hearing's for an adjudicative proceeding before an administrative law
judge. At the hearing, the employee must prove that a retaliatory action occurred by a
preponderance of the evidence in the hearing.The administrative law judge shall issue a final
decision not later than forty-five (45) days after the date of the request for hearing unless an
extension is granted.
The final decision of the administrative law judge is subject to judicial review under the arbitrary and
capricious standard. Relief ordered by the administrative law judge may be enforced by petition to
superior court.
8.4.4 Policy Implementation
The Board of County Commissioners are responsible for implementing these policies and procedures.This
includes posting the policy on County bulletin boards,making the policy available to any employee upon
request,and providing the policy to all newly hired employees.Officers,managers,and supervisors are
responsible for ensuring the procedures are fully implemented within their areas of responsibility.
8.4.5 Prohibition of Intimidation and Nondisclosure
County Elected Officials or employees may not use their official authority or influence,directly or indirectly
to threaten,intimidate,or coerce an employee for the purpose of interfering with that employee's right
to disclose information concerning an improper governmental action in accordance with the provisions of
this policy.
(Per Resolution No.27-16)
8.5 Political Activities
County employees may participate in political or partisan activities of their choosing if County resources
and property are not utilized, and the activity does not adversely affect the responsibilities of the
employees in their positions. employees may not campaign on County time or in a county uniform or
while representing the County in any way.
Any County employee who meets with or may be observed by the public or otherwise represents the
County to the public,while performing their regular duties,may not wear or display any button,badge,
or sticker relevant to any candidate or ballot issue during working hours. Employees shall not solicit,on
County property or County time,for a contribution for a partisan political cause.
8.6 No Smoking Policy
For health and safety considerations, the County prohibits smoking and vaping by employees on all
County-owned, leased, or operated areas and all County property is designated as non-smoking and
Mason County Personnel Policy Page 67of121
vaping free areas. Smoking and vaping are prohibited in all buildings and vehicles owned or leased by the
County are offices or other facilities rented or leased by the County.
8.6.1 Definitions
Public Areas:The term"public area"is defined for the purpose of the No Smoking Policy,but not limited
to all hallways,conference rooms,elevators,restrooms,lobbies,stairwells,reception areas,and any other
areas which are:(1)open to the public,or(2)areas which employees are required to pass through during
employment.
Smoking: The term"smoke"or"smoking"is defined for the purpose of the No Smoking Policy,but not
limited to;the carrying or smoking of any kind of lighted cigarettes, pipes,cigars,chewing of tobacco,
vaping and the use of e-cigarettes,or any other lighted smoking equipment.
Vape: The term"vape"or"vaping"is defined for the purpose of this chapter as inhaling or exhaling the
vapor produced by any noncombustible product that may contain nicotine or a marijuana product and
that employs a heating element, power source, electronic circuit, or other electronic, chemical, or
mechanical means, regardless of shape or size, that can be used to produce vapor or aerosol from a
solution or other substance including any electronic cigarette, electronic cigar, electronic cigarillo,
electronic pipe,or similar product or device.
County Property:The term "County property" is defined as the grounds and parking lots surrounding
county buildings and all County parks. County property does not include:
1. Private vehicles and residences unless otherwise required by individual or group contracts with the
County.
2. County roads.
3. Any person passing by or through County property while on a public sidewalk or public right-of-way
has not intentionally violated this chapter.
8.6.2 No Smoking Signs and Removal of Ashtrays
The Facilities Department shall post and maintain no-smoking and no-vaping signs in all public areas and
county property as defined herein and remove ashtrays from those public areas.
Pursuant to RCW 70.160.070— Intentional Violators, any person intentionally violating this policy by
smoking or vaping in a public place,place of employment or within twenty-five feet of doors,windows
that open and ventilation intakes or any person removing,defacing,or destroying a sign required by this
policy is subject to a civil fine of up to one hundred dollars. The County Sheriffs Department shall enforce
this policy by issuing a notice of civil infraction to be assessed in the same manner as traffic infractions.
All County employees are encouraged to help educate the public about the non-smoking and vaping policy
by reminding violators not to smoke or vape on the.property and by adding the policy to all use
agreements and event publications. Violators,who refuse to comply with the smoking and vaping policy,
may be asked to leave the County property.
Mason County Personnel Policy Page 68of121
The appropriate Department Head or Elected Official is responsible for educating employees about the
non-smoking policy and shall resolve intentional employee violations of the policy through disciplinary
action.
Interpretation of this chapter shall be in a manner that is consistent with RCW 70.160 Smoking in Public
Places,prohibiting smoking in all public places and places of employment.
(Ordinance No.91-06 and 20-01)
8.7 Personal Possessions and Electronic Communications
The County furnishes desks, closets, and/or lockers for security of employee coats, purses, and other
personal possessions.Desks,closets,lockers,cabinets,and furniture are County property for the purpose
of County operations.
The County also furnishes computers,voice mail,facsimile(fax)communications,electronic mail(E-Mail),
data and file transfers using electronic means and Internet access for use in conducting County business
only.
Because these systems are for County business,none of the communications or information transmitted
or stored on these systems is private and may be reviewed by the County and be subject to public
disclosure.County electronic communications systems are not for personal use.
(Resolution No.130-04)
8.8 Use of County Equipment
Use of County phones for local personal phone calls should be kept to a minimum;long-distance personal
use must be approved in advance by the Elected Official or Department Head.Other County equipment,
including vehicles, should be used by employees for County business only. An employees' misuse of
County services,telephones,vehicles, equipment,or supplies can result in disciplinary action including
termination.
8.9 Bulletin Boards
Information of special interest to all employees is posted regularly on the County bulletin boards.
Employees may not post any information on these bulletin boards without the authorization of their
Elected Official or Department Head.Legally required notices shall not be covered or obscured by other
materials on any bulletin board.
8.10 Contact with the News Media
The Board of County Commissioners,Elected Officials or Department Heads authorized by the Board shall
be responsible for all official contacts with the news media, including answering questions from the
media.They may designate specific employees to give out procedural,factual,or historical information
Lonsubjects.Employees not designated should refer media personnel to an appropriate spokesperson..
Mason County Personnel Policy Page 69of121
8.11 Solicitations
Most forms of selling and solicitations are inappropriate in the workplace.They can be an intrusion on
employees and citizens and may present a risk to employee safety or to the security of County or
employee property.The following limitations apply:
1. Persons not employed by the County may not solicit,survey,petition,or distribute literature on our
premises at any time. This includes people soliciting for charities, salespersons, questionnaire
surveyors, or any other solicitor or distributor. Exceptions to this rule may be made in special
circumstances where the County determines that an exception would serve the best interests of the
organization and our employees.An example of an exception might be the United Way campaign or
a similar,community-based fundraising effort.
2. Employees may not solicit for any purpose during work time. Reasonable forms of solicitation are
permitted during non-work time, such as before or after work, during meal breaks, and/or break
periods.Soliciting employees who are on non-work time may not solicit other employees who are on
work time.Employees may not distribute literature for any purpose during work time or in work areas.
The employee lunchrooms are considered a non-work area under this policy.
8.12 Safety
Every employee is responsible for maintaining a safe work environment and following the County's safety
rules.Each employee shall promptly report all unsafe or potentially hazardous conditions to their Elected
Official or Department Head.The County will make every effort to remedy problems as quickly as possible.
In case of an accident involving a personal injury,regardless of how serious,employees shall immediately
notify their supervisor and complete an accident/incident report.
Employee safety depends on the safety consciousness of everyone.To facilitate a safe work environment,
employees may not bring dangerous Weapons to the workplace. This includes, but is not limited to,
weapons for which employees have a valid permit. The only exception to this rule involves law
enforcement positions for which the job requires possess dangerous weapons.
Employees should consult the County's Safety Policy and Accident Prevention Program for additional
details concerning safety.
8.13 Substance Abuse
The County's philosophy on substance abuse has two focuses: (1) a concern for the well-being of the
employee and(2)a concern for the safety of other employees and members of the public.
Availability of Rehabilitation or Treatment:As part of our Employee Assistance Program,we encourage
employees who are concerned about their alcohol or drug use to seek counseling, treatment, and
rehabilitation.Although the decision to seek diagnosis and accept treatment is completely voluntary,the
County is fully committed to helping employees who voluntarily come forward overcome substance abuse
problems. In most cases, the expense of treatment may be fully or partially covered by the County's
benefit program.Please contact our EAP or Human Resources for more information.Employees who seek
advice or treatment will not be subject to retaliation or discrimination.
Mason County Personnel Policy Page 70of121
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.
S. 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.
Oral waMiRgS,which will be deGiimented
Suspensien .:thaut n
n7«tip 8.1-54 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.
Mason County Personnel Policy Page 71of121
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.
(Resolution No.95-04)
8.15 Performance Evaluations
The purpose of performance evaluation is to help an employee be successful in performance and to
understand the standards and goals of their position and department.The evaluation will assess and focus
on the employee's accomplishment of their lob functions and goals and standards of the position.Where
an employee struggles in their performance a plan for correction and training should be developed with
the employee.
All regular employees should be formally evaluated in writing bV their immediate supervisor and/or
Department head or designee during the probationary or trial service period and at least annually
thereafter.Copies of evaluations will be given to the employee and forwarded to HR for inclusion in the
personnel file.
Additionally,evaluation of iob performance may occur at any time and on an ongoing basis. Evaluation
may occur in various ways and maV include coaching,counseling,or written assessment.
8.164 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.
Mason County Personnel Policy Page 72of121
Chapter 10—Complaint Procedures
10.1 Complaint Procedures
The County recognizes that sometimes situations arise in which employees feel that they have not been
treated in accordance with County policies. For this reason, the County provides its employees with
procedures for resolving complaints.
Step 1:Employees should first attempt to resolve any problem or complaint with their supervisor.
Step 2:When normal communication between an employee and the supervisor is not successful,or when
an employee disagrees with the application of County policies and procedures, the employee should
attempt to resolve the problem with their Elected Official or Department Head.The Elected Official or
Department Head will usually respond to the employee in writing within five(5)days after meeting with
them,if possible.
Step 3:If the employee is not satisfied with the response in Step 2 above,the employee may submit the
problem,using the County Complaint Form to the Board of County Commissioners or their designee and
Human Resources.
The form must be filed within ten(10)working days of receiving a response from Step 2 above.
The Board of County Commissioners or their designee and Human Resources may meet with the parties,
either individually or together,and will usually respond in writing to the complainant within ten(10)days
of the meeting.The response and decision shall be final and binding.
Certain employees may have more than one source of dispute RESOLUTION rights,i.e.,the County's Civil
Service rules,a collective bargaining agreement,etc.Employees represented by a bargaining unit or who
are covered under civil service rules should follow grievance procedures set out in their respective labor
contracts or civil service rules,where applicable.In all other cases,the procedures described in this section
shall be used. Under no circumstances shall an employee have the right to utilize both this process and
any other complaint or appeal procedure that may be available to an employee.
Mason County will not tolerate retaliation in any form against an individual who makes a complaint of
discrimination,harassment,or retaliation,or against any participant in an investigation. Retaliation is a
serious violation of this policy and is considered misconduct subject to disciplinary action up to and
including termination of employment.
Employees will abide by any confidentiality requirements relating to complaint and investigation
procedures.
Mason County Personnel Policy Page 74ofl2l
Chapter 12—Equal Employment Opportunity
12.1 Purpose
The purpose of this policy is to provide guidelines to Elected Officials, Department Heads, employees,
volunteers,and members of the public to ensure equal employment opportunities regardless of a person's
race, color, creed, national origin, gender, gender identity, sexual orientation, religion, age, veteran's
status,HIV status,genetic information,families with children,sensory,mental,or physical disability,or
any other protected class under federal or state statute. Additionally, the policy provides guidelines for
identifying,reporting,and resolving claims of discrimination or related retaliation.
12.2 Policy
It is the policy of Mason County that no person shall be subjected to employment discrimination based upon
their race,color,creed,national origin,gender,gender identity,sexual orientation,religion,age,veteran's
status,HIV status,genetic information,families with children,sensory,mental,or physical disability,or
any other protected class under federal or state statute.No individual shall be subjected to retaliation because
they have exercised a right protected under the law such as submitting, assisting with, participating in the
resolution or investigation of,a complaint of discrimination or harassment.Any form of retaliation is prohibited,
will not be tolerated,and is subject to disciplinary action up to and including termination of employment.The
County will incorporate appropriate non-discrimination language in all its contracts and collective bargaining
agreements.The words "Equal Opportunity Employer" will be included in employment applications and
recruitment materials.
To further promote the Board of County Commissioners'commitment to non-discrimination,the County will
conduct periodic training on the Non-Discrimination&Harassment Policy and to clarify management
and employee responsibilities for effective implementation.This Non-Discrimination&Harassment Policy
will be distributed and reviewed in new employee orientation.
12.3 Prohibition of Discrimination,Harassment,Bullying,and Retaliation
Mason County is committed to a workplace that is free from unlawful discrimination,harassment,bullying,and
retaliation. Discrimination, harassment, bullying, and retaliation are strictly prohibited. Complaints of
discrimination,harassment,bullying,and retaliation are taken seriously and will be investigated and resolved in
a timely manner.
12.3.1 Definitions
Discrimination:The County prohibits discrimination against Elected Officials,employees,and volunteers
based on race,color,creed, religion,national origin,ethnicity, age,sex, marital status,veteran status,
sexual orientation, disability(known or perceived),or any other protected class under federal or state
statute.
Harassment:Harassment is a form of discrimination that is unwelcome verbal or physical conduct directed
toward or relatingto a person based on the person's race,color,creed,religion,national origin,ethnicity,age,
sex,marital status,veteran's status,sexual orientation,or disability(known or perceived),where the conduct
is sufficiently pervasive or severe as to alter the terms and conditions of employment.Such conduct can take
many forms, including unwelcome slurs, comments,joking, touching, innuendo, gestures, display or
Mason County Personnel Policy Page 77of121
transmission of materials,and other similar conduct.Employees who engage in harassment will be subject
to disciplinary action,up to and including termination of employment.
Sexual Harassment: Sexual harassment is a type of harassment that consists of unwelcome verbal or
physical conduct directed toward or relating to a person because of their gender that is sufficiently pervasive
or severe as to alter the terms or conditions of employment.Such conduct can take many forms including
unwelcome slurs,comments,jokes,touching innuendo,repeated request for dates,display ortransmission
of materials,gestures,compliments,and other similar conduct.Sexual harassment also includes unwelcome
conduct based on an individual's gender where submission to the conduct or rejection of the conduct is
used as a basis for employment decisions regarding the individual. Employees who engage in sexual
harassment will be subject to disciplinary action,up to and including termination of employment.
Bullying: Repeated and unreasonable behavior directed towards an employee or a group of employees,
creating a hostile,intimidating,or offensive work environment.
Retaliation:Adverse employment action against employees for complaining in good faith of discrimination,
harassment,or retaliation,or for assisting or participating in an investigation of such complaints.Employees
who engage in retaliation will be subject to disciplinary action,up to and including termination.
12.4 Employment of Persons with Disabilities
Mason County is committed to providing equal opportunities for current and potential County employees
with disabilities. Every reasonable effort will be made to create an accessible work environment to the
extent possible without undue hardship to the County.Judgements concerning the reasonableness of
providing accommodation shall be made by the County on a case-by-case basis. It is the County's
responsibility to determine if the proposed accommodation is effective and reasonable. Employment
practices will be administered to allow a person with a disability to participate at the same level as a person
without a disability.
It is the responsibility of the person with the disability to disclose the existence of the disability if reasonable
accommodation is to be requested.
12.5 Employee Responsibilities
Each employee is responsible for supporting and adhering to this policy. It is the responsibility of all County
employees to bring instances of inappropriate behavior to the attention of management. This includes
employees who believe they are the recipient of discriminatory behavior as well as those who believe they have
witnessed such behavior directed at another employee. Employees should never tolerate inappropriate or
harassing behavior. If possible,they should make their feelings known to the offending employee.Whether
they confront the harasser or not,employees must promptly report any offending behavior to their Department
Head,Elected Official,or to the Human Resources Department.Employees are strongly encouraged to report
concerns about discrimination or harassment before behaviors become severe or pervasive.This will assist the
County in its efforts to stop discrimination or harassment before it rises to the level of a violation of anti-
discrimination laws.
Mason County Personnel Policy Page 78of121
12.6 Supervisor/Manager Responsibilities
When a supervisor, manager,department head or elected official suspects or has reason to believe that
discriminatory,harassing,or )ehavi^•inaparopriate behavior has occurred,they shall immediately notify the
Director of Human Resources or the Office of the Prosecuting Attorney and report the incident.
12.7 County Responsibilities
County Management representatives will promptly and thoroughly investigate all reports of discrimination or
harassment.Complaints against either the Human Resources Department or the Prosecuting Attorney's Office
will be investigated by a non county agency.Complaints of discrimination and harassment will be handled with
sensitivity,discretion,and confidentiality to the extent allowed by the circumstances and the law.
If the County concludes that a violation of this policy occurred,prompt and effective remedial action will be taken.
This may include disciplinary action and/or other actions needed to remedy the effects of the discrimination and
prevent further incidents.
12.8 Complaint Procedures
Employees who feel that they may have been bullied,discriminated against,or sexually harassed,or are aware
of actions against another person that may be in violation of this policy,shall immediately contact either their
immediate supervisor,their department official,or the Human Resources Department.Complaints should be
submitted using the Mason County Internal Discrimination Complaint Form.
If the complaint is reported to the employee's supervisor or department official,they will notify the Human
Resources Department to carry out the investigation.Any person may file a complaint under this policy when the
person believes:
1. They have been the target of discrimination or harassment(including bullying);
2. They have personal and first-hand knowledge of behavior believed to be in violation of this policy;or
3. They are being retaliated against for reporting behavior believed to be in violation of this policy.
The complaint must be filed within one-hundred and eighty(1801 days of the alleged violation of this policy.
The complaint should include a description of the alleged violation,the date it occurred,and the name,signature,
address,and phone number of the person filing the complaint.The complaint must include sufficient information
to allow for investigation into the allegations.
In addition to filing a complaint with Mason County,an individual may file a written complaint within one-
hundred and eighty(180)days of the alleged violation with the Washington State Human Rights Commission
and/or the Equal Employment Opportunity Commission. Employees are encouraged to exhaust administrative
remedies outlined in this policy before outside agencies are consulted.The use of the County's internal
discrimination complaint procedure is not a prerequisite to the pursuit of such statutory remedies.
When an employee or union files both a grievance and an internal discrimination complaint regarding the same
alleged acts or incidences,the investigation and processing of one shall be suspended until the other is completed.
Mason County Personnel Policy Page 79of121
Chapter 18—Telework Policy
18.1 Purpose
To establish guidance and direction for when there is a determined need for qualified employees to
conduct County business from a location outside the normal work location.
18.2 Eligibility
Teleworking may be used on specific occasions or more often depending on the need. Qualified
employees may request approval to telework,but all may not be eligible.Their work must:
1. Require minimal face-to-face interaction with co-workers, supervisors, and customers. Writing,
reading,telephoning,data analysis,computer programming,word processing and certain data entry
functions are all tasks amenable to teleworking.
2. Have a minimal need for specialized material,equipment,or supervision.
An employee's request to telework will be considered OR light efconsidering the objectives of the office or
department and must be approved by the Elected Official/County Administrator/Department Head for
the office or department.
Approval is discretionary and will be based on the following factors:
1. Office/Department needs,e.g.,emergencies,special projects,critical position,etc.
2. Employee's job performance history.
3. Nature of work.
4. Effect on service to clients and effect on office workload.
5. Competing work schedule or leave requests. Formatted:Font:(Default)+Body(Calibri)
Approval for teleworking under this policy is for remote work performed in Washington State only.
Employees wanting to temporarily work remotely outside of Washington State must receive approval
from Human Resources and their Department Head/Elected Official.
Formatted:Indent:Left: 0"
18.3 Job Responsibilities and Conditions
1. Employee salary,job responsibilities,benefits and insurance coverage will not change.
2. Professionalism in terms of job responsibilities,work,output,and customer service will continue to
follow the high standards set by County policies.
3. Teleworkers are responsible for maintaining effective workflow among clients,coworkers, and the
Elected Official/County Administrator/Department Head.
4. The amount of time an employee is expected to work will not change.Overtime hours will not be
permitted unles;requested and authorized in advance by the supervisor.
Mason County Personnel Policy Page 116of121
5. Teleworking is not a substitute for dependent care.
6. Teleworkers may withdraw or be withdrawn by the Elected Official/County
Administrator/Department Head from the program at any time with three(3)days written notice,or
sooner if there is an immediate need.
18A Telework Site
The Teleworker must designate and maintain a clean,safe,and productive workspace that is adequate .
for accomplishing necessary tasks and free of obstructions and distractions. The site must also be
ergonomically correct based upon Labor & Industries guidelines to prevent occupational disease or
injuries.
1. Employees telework sites are considered an extension of the office/department for limited purposes
while employee is in official telework status.All County policies are in effect.
2. The County owned computing device, or any other equipment assigned to the employee while
teleworking shall not be used for personal business.
3. The County may make on-site inspections of the telework work site and any County-owned
equipment,at a mutually agreed upon time.
4. The County may electronically monitor employee's activities while connected to County network.
5. Teleworkers will take precautions necessary to secure proprietary and confidential information and
prevent unauthorized access to any County systems or paper files.
6. Employees in telework status shall be available during the approved work schedule for telephone
calls.
7. The county will not pay for a telework site(physical facility),telephone lines,or internet connection.
8. A Teleworker must not conduct in-person meetings with customers or co-workers while working from
home.
18.5 Computers,Software,Supplies,and Support
1. Any hardware or software furnished by the County remains the property of the County and will be
returned should a teleworking agreement be terminated.Information Technology(IT)will coordinate
all transfers of equipment according to established procedures.
2. County owned software may not be duplicated except as formally authorized by the manufacturer's
licensing agreement.
3. Any requests for PCs or terminals with access to County networks,mainframes,or other applications
must be reviewed and approved by the IT Department.
Mason County Personnel Policy Page 117of121
4. County equipment (computers, printers, modems, telephones, etc.) furnished to the teleworking
employee is to be used only by authorized persons for official County business.
5. Supplies required to complete assigned work at the telework work site shall be obtained during the
teleworker's in-office work periods.
6. IT shall be responsible for any County equipment maintenance, installation of software, security
access,or support.
7. Only County approved software will be installed on County approved teleworking equipment.
8. Teleworkers requiring access to the County's Virtual Private Network(VPN)must contact IT Help Desk
at 360-427-9670 ext. 558, via the County's IT Support Ticket System at
http://helpdesk.mason.local/tickets/to request an account.
18.6 Workers'Compensation
During Telework hours, the Teleworker is covered for any injury arising out of and in the course of
employment pursuant to the Washington State Workers'Compensation Act.A Teleworker injured while
working at the Teleworker's residence or other Remote Work Locations is required to follow established
County procedures for reporting on-the-job injuries.This can be found on the Human Resources website:
https://masoncountywa.gov/forms/human-resources/Employee-Inwury-Illness-Incident-Report.pdf
18.7 Overtime,Leave,and Compensation
In accordance with the County's overtime policy,overtime must be approved in advance to preclude any
unintended liability for premium pay.Teleworkers must receive supervisory approval prior to working
beyond their normal hours of duty.Failure to obtain supervisory approval may result in the termination
of the Telework Arrangement and possible disciplinary action.
Procedures for requesting leave will remain unchanged.The teleworker is responsible for obtaining leave
approval in advance and keeping appropriate personnel informed of leave usage in accordance with either
the Personnel Policy or applicable Collective Bargaining Agreement policy and procedures.
Teleworkers working at their Remote Work Location will be granted the same holidays as employees
working at the Main Worksite.
If a Teleworker becomes sick at any time while Teleworking,the Teleworker must immediately notify their
manager and use sick leave to cover those hours not worked.If a Teleworker must take some other form
of leave,the Teleworker must request leave from their manager immediately and use the leave to cover
those hours not worked.A Teleworker's compensation and benefits will not change due to participation
in the Telework Program.
A Teleworker must submit timesheets and leave requests in accordance with the normal policies and
procedures.
Mason County Personnel Policy Page 118of121
18.8 Liability
The County will defend and indemnify a Teleworker who is Teleworking at their residence or other
approved Remote Work Location for all claims arising out of and with the Teleworker's scope of
employment consistent with the provisions for the Local Government Tort Claims Act and other applicable
laws and in accordance with Mason County's Policy and Procedure for Defense and Indemnity of
Employees,Ordinance No.06-18.
Mason County is not liable for any loss,destruction,or damage to property or for any injury or loss to
third persons occurring at or around the Teleworker's residence or other approved Remote Work
Location.
18.9 Inclement Weather
It is a County priority to ensure continuity of operations during inclement weather or other emergency
conditions.In the event of a County declared general,weather-related,or other public health emergency
closes the Teleworker's Main Worksite,a teleworking employee scheduled to Telework will be required
to continue working remotely,unless it is impossible(power outage).
County closures,or limited operation changes,are typically to accommodate the safety of employees who
are risking the travel to and from the worksite.Teleworking is a privilege and does not include a risk of
traveling to and from the worksite.
18.10 Confidentiality
A Teleworker is responsible for protecting the confidentiality, integrity, and availability of data,
information, and paper files used when Teleworking. A Teleworker must follow all applicable
County,federal,state,and departmental policies,laws,and regulations to protect data,accessed or
maintained while Teleworking.In addition,Teleworking employees must adhere to the following:
1. Protecting information assets from unauthorized access and useby others, including family
members,friends,and other visitors.
2. Leaving information assets only in secured locations and not in unattended or'unlocked vehicles,
or other locations where they may be easily stolen.
3. Ensuring that any County issued equipment, such as cell phones, hot spots, or computers
passwords are protected from unauthorized access and use by the Teleworker's personal
equipment(i.e., County issued hot spot hooked up to personal laptop or cellphone, etc...) or
used by others,including family members,friends,and other visitors.Costs incurred by personal
use shall be paid by the Teleworker.
18.11 Application and Renewal
Employees may apply for Telework using the approved form.Requests will be considered on an
individual basis.
Telework requests will be reviewed,at a minimum,annually to validate arrangements are still
effective and in the best interest of the County.
Mason County Personnel Policy Page 119of121