HomeMy WebLinkAbout2026-019 - Res. Updating the Mason County Personnel Policy Resolution No. at .D-DO
Updating the Mason County Personnel Policy
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 Policy;
and,
WHEREAS, it is necessary and appropriate to make the following update:
Chapter 2 Section 2.4—Minor in the Workplace
NOW, THEREFORE, BE IT RESOLVED, that the Board of County Commissioners of Mason
County hereby amends Resolution 2024-012 Mason County Personnel Policy to include the update
attached.This Resolution shall become effective immediately upon its passage.
DATED this 9"day of June 2026.
BOARD OF COUNTY COMMISSIONERS
ATTEST: MASON COUNTY,WASHINGTON
McKenzie S ith,Clerk of the Board Pat Tarzwell,Chair
APPROVED AS TO FORM:
Rand eather ' ,Vice-Chair
im Whitehead,Chie Deputy Prosecuting "b5en�
Attorney Sharon Trask,Commissioner
f. Employees will submit an ID Badge Request Form when their ID badge is lost,missing or damaged.
2.4 Minor in the Workplace
County facilities are not designed,staffed,or authorized to accommodate minors. Employees are
expected to arrange reliable childcare and must not bring children or other minors into the workplace.
This policy is not a supplemental for childcare.
Bringing a minor to work will not be approved in most situations.Employees are generally prohibited from
bringing individuals under the age of eighteen into the workplace. Exceptions are rare, short-term, and
will generally be denied unless there is a clear and unavoidable emergency that disrupts normal childcare
arrangements,such as a sudden school delay,transportation interruption,or unexpected loss of childcare.
Routine childcare gaps,scheduling conflicts, personal convenience,or cost considerations do not qualify.
Employees must notify management immediately when a disruption occurs using standard call-in
procedures and must obtain approval before bringing a minor into the workplace. Employees must
provide the reason and expected duration and should be prepared to use leave or other available options
if the request is denied.Employees must not report to work with a minor without prior authorization.
Management will evaluate requests on a case-by-case basis. Requests will be denied unless all of the
following conditions are clearly met: the work environment does not present any safety risk or liability
concern,there is no disruption to operations or service delivery,the employee is able to fully perform all
essential job functions without interruption, and the employee can maintain direct, continuous
supervision of the minor at all times.
If an exception is approved, the employee will remain fully responsible for the minor.The minor must
remain under direct supervision, stay within the approved workspace, and must not disrupt staff,
operations,or public service. Minors are prohibited from entering restricted,confidential, hazardous, or
high-risk areas. Work performance and responsibilities must not be diminished. Failure to meet these
expectations will result in immediate termination of the approval. Minors must not be present in areas
where client or customer service functions are performed.
The presence of minors in the workplace introduces safety risks, confidentiality concerns, and potential
liability.The County will maintain a workplace free from recognized hazards as required by Washington
Administrative Code (WAC 296-800-14005). Approval of an exception does not transfer or reduce these
risks and may be denied at the County's sole discretion.
This policy applies only to rare emergency situations. Repeated requests, patterns of use, or reliance on
this exception will not be approved and may be addressed as attendance or reliability concerns.Approval
is temporary and does not establish an ongoing arrangement, past practice,or precedent.
This policy will be applied in a manner consistent with applicable collective bargaining agreements and
County policies. Failure to follow this policy or obtain required approval may result in corrective action.
Employees with questions should contact their supervisor or Human Resources.
Mason County Personnel Policy Page 15of115