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RESOLUTION NO. 06-120
A RESOLUTION AMENDING RESOLUTION
NO. 86-173, AS AMENDED, BY AMENDING
THE EMPLOYEE HANDBOOK FOR EMPLOYEES
OF ST. LUCIE COUNTY, FLORIDA
WHEREAS, the Board of County Commissioners of St. Lucie County, Florida, has made
the following determinations:
1. By Resolution No. 86-173, adopted September 16, 1986, and subsequently amended,
the Board of County Commissioners adopted the Employee Handbook for employees of St.
Lucie County in order to update personnel policies to reflect changes in the federal and state
law and provide each employee with essential information regarding personnel policies and
benefits.
2. It is necessary to further amend Resolution No. 86-173 to update and clarify
certain sections of the Employee Handbook.
NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of St.
Lucie County, Florida:
1. Resolution No. 86-173, as amended, is hereby further amended to incorporate the
amendments to the following sections of the Employee Handbook, attached hereto and
incorporated herein as Exhibit" A ":
2. This resolution shall be effective for all non-bargaining unit employees on the date
of adoption.
After motion and second the vote on this resolution was as follows:
Chairman Doug Coward AYE
Vice Chairman Chris Craft AYE
Commissioner Paula A. Lewis AYE
Commissioner Frannie Hutchinson AYE
Commissioner Joseph E. Smith AYE
PASSED AND DULY ADOPTED this 11th day of April, 2006.
ATTEST:
BOARD OF COUNTY COMMISSIONERS
ST. LUCIE COUNTY, FLORIDA
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APPROVED AS TO LEGAL FORM AND
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COMPOSITE OF REVISIONS
TO THE ST. LUCIE COUNTY EMPLOYEE HANDBOOK
REVISED APRIL 2006
SECTION 1- YOUR EMPLOYMENT
1.00 Orientation
Delete (pg. 1): You will be introduced to your supervisor and your co-workers on your
first day,.
Section 3
1.05.03 Transfers
Add (pg.7): In no event shall an employee's transfer result in his/her receiving a rate of
pay, which exceeds the pay range for his/her new position.
1.07 (pg. 8-9) Personal Appearance and Demeanor
Add (pg.: It is the policy of the County that each employee's dress,
grooming, and personal hygiene should be appropriate to the work
situation and according to community standards.
a) Employees are expected at all times to present an image
appropriate to the work being performed. Appropriate
personal appearance, like proper maintenance of work areas,
is an ongoing requirement of employment with the County.
b) The personal appearance of empl9yees who do not regularly
meet the public is to be governed by the requirements of
safety and comfort, but should still be as neat and business-
like as'working conditions permit.
c) Certain employees may be required to meet special dress,
grooming and/or hygiene standards depending on the nature
of their job.
d) Any employee who does not meet the standards of this policy
will be required to take remedial action to correct the
problem, which may include leaving the premises. Any work
time missed because of failure to comply with this policy will
not be compensated. Repeated violations of this policy will
be cause for disciplinary action.
SECTION 2 - EMPLOYMENT STATUS
2.00.01 Temporary Emplovment
Add (pg. 1): Holiday Pay
2.01 Hours of Work
Add (pg. 2): Each Division Manager shall maintain records of all overtime worked by
employees
2.02.01 Recall After Lay-Off
Delete (pg. 7): one (1) full year
Add: thirteen (13) months
2.02.02 Resil!llation of Employment
Add (pg.8): Direct Deposit is not available for final payment.
SECTION 3 - YOUR BENEFITS
3.01 Retirement
Add: (pg. 1-2)
St. Lucie County BOCC will pay the monthly single (employee) only premium for
the plan option in force at the time of retirement for any fullctime BOCC employee
who retires from employment with the County effective October 1, 2004, or after.
In addition, the BOCC will contribute $100.00 per month extra towards the cost of
eligible dependent coverage who is covered under the County's plan at the time
the employee retires. The retired employee would be responsible for paying the
difference. Coverage becomes effective the first of the month after retirement.
Eligibility Requirements:
· Be an active full-time BOCC employee with at least ten (10) years of
continuous service and be covered under our health plan at the time
of retirement.
· Have either thirty (30) years of service under the Florida Retirement
System (FRS), ten (10) years of which must have been continuous
with the BOCC, and retire at any age or be vested under FRS and
have reached normal retirement age. Currently 62 years old, with
ten (10) years of continuous service with BOCC.
· Monthly contributions will be paid by BOCC and continue until a
retiree becomes Medicare/Medicaid eligible. At that time, the
County will contihue to contribute $100.00 per month towards
dependent Cobra coverage until dependent becomes eligible for
Health Insurance coverage under another Employers Group Health
Plan or becomes Medicare/Medicaid eligible.
Eligibility Disqualifiers:
· Retiree becomes eligible for Medicare/Medicaid.
· Retiree is employed by any public or private sector employer and
becomes eligible for Health Insurance coverage through their
employer.
· Retiree's dependent contribution ends whenever the dependent
becomes eligible for health Insurance coverage through a public
or private employer.
. Dependent contribution will continue upon the death of the
retiree until such time as the dependent either becomes eligible
for coverage under another Health Care Plan through their
employer, or becomes Medicare/Medicaid eligible.
. The BOCC suspends Health Benefit Plan coverage for all active
and retired employees.
. The BOCC has the ability at their discretion to suspend or end
the Retiree Health Benefit Plan Incentive program at any time.
3.04 Employee SUl!:l!:estion Prol!:ram
Delete: Entire Section
3.04 Employees of the Year Prol!:ram
Delete (pg.5)
The same group created for the Employee Suggestion Program
Add:
Made up of employees from departments with no nominations for that quarter.
3.05 Education Refund Prol!:ram
Delete (pg.5): Entire section
Add (pg. 6-7):
Purpose: To provide financial assistance to St. Lucie County Board of County
Commissioners employees for accredited educational tuition that will benefit the
County.
Policy: The County encourages employees to pursue professional training and
further education directly related to their duties in accordance with Florida Statute
112.063.
Procedure: The County may authorize payment to St. Lucie County full-time
employees who have successfully completed their probation period. For
educational expenses, adhere to the following criteria:
A. Expenditure of public funds must fulfill a legitimate public purpose and
must comply with all current laws, statutes and regulations.
B. Expenditure of public funds for tuition will not be authorized to satisfy
pre-hire promotional qualifications or basic job responsibilities.
C. Payment may be denied for tuition reimbursement based on an
employee's academic performance.
D. Tuition reimbursement shall be directly related to the employees'
current job duties.
E. Tuition shall only be authorized for courses taken at a nationally
accredited institution, community college, university, adult high school,
or technicallvocational schools.
F. The particular course of study must enhance an employee's ability to
perform their current job by improving their knowledge, skills and
abilities.
G. Employees who participate in the program must agree to not terminate
their employment with the County for twelve (12) months following the
course completion date. Employees who terminate within the twelve-
month period shall reimburse the County for tuition benefits paid to
them for courses completed during the preceding twelve (12) months.
Reimbursements may be made in a cash payment or from monies due
at the time of termination.
H. Assistance will be made to approved applicants who complete the
courses in accordance with the following:
1. Application:
a. The Application for Educational Reimbursement Form
must be pre-approved in writing, by the employee's
Dept. Director no later than thirty (30) calendar days
prior to the course beginning date.
b. The application must meet the definition for Qualifying
Educational Coursework.
2.
Reimbursement Amount:
Grades Received
A
B
C
D
Amount Received
100%
100%
75%
0%
Eligible employees may receive up to $1,000.00 per fiscal year if funds are
available. For graduate level courses employees may receive up to $2,000.00
per fiscal year if funds are available. Costs for transportation, required books and
supplies, associated lab, lab fees, or other course fees are not reimbursable.
Instructions to Applicants: Utilize the following process for tuition reimbursement.
The application should be received by Human Resources within 21 days prior to
start of class to be considered . Toward the end of the fiscal year, funds may not
be available. It is the employee's responsibility to ensure that the following
process is completed:
1. The employee completes a Tuition Reimbursement Application Form
(Form H.R. 101), providing the information required.
2. Employee forwards the Tuition Reimbursement application form to the
supervisor for review of job description and applicability. The
supervisor signs to certify course has a direct relationship to current
duties and responsibilities.
3. The supervisor forwards the application to the Department Director for
approval. The Department Director forwards the completed application
to the Human Resources Department.
4. The Department of Human Resources notifies the employee of
approval/disapproval. If the application is approved, funds are
reserved.
5. After completion of the pre-approved course, the employee submits a
copy of the grade report and proof of tuition payment within 30 days to
the Human Resources Department.
3.06 Service Award
Add (pg. 8):
Those employees who have between 5-9 years of continuous service with St.
Lucie County Board of County Commissioners, will receive a half-day's pay
annually based on their hourly rate of pay as of September 30. Employees who
have 11 or more years of continuous County service with the St. Lucie County
Board of County Commissioners will receive a full day's pay based on their hourly
rate of pay as of September 30.
Employees at 10, 15, 20, 25, 30, 35, 40, 45 and 50 years of service will receive
their respective % of base annual salary in lieu of additional full day's pay as
aforementioned.
Pay will be distributed in December of each year.
3.07 Holidavs
Delete (pg.B): 1 Floating Holiday
Add (pg. B): 2 Floating Holidays
Add (pg. 9): Temporary employees are not paid for holidays
3.09 Sick Leave
Delete (pg. 12):
Four hundred eighty (480) hours for employees with ten (10) or more years of
creditable county employment and
Add:
Terminal pay allowable for employees with ten (10) years of creditable county
service begins at 480 hours and increases in gradual increments of 40 hours each
year after 10 or more years up to a maximum of 720 hours after 16 years. This
payment shall not be considered in any state retirement system as salary
payments, and shall not be used in determining the average final compensation of
an employee on any state administered retirement system.
3.10 Shared Sick Leave
Add (pg. 14): The recipient must be on leave at the time of the donation.
Add (pg. 15): Employees who resign, terminate or retire may not donate unused
sick time to an employee.
3.12 Familv And Medical Leave
Delete (pg.16): 1240
Add: 1250
3.15 Funeral Leave
Delete (pg. 19): Funeral Leave
Add: Bereavement Leave
Add: This time off is not deducted from an employee's personal leave, annual leave or
sick leave accounts.
3.16 Jurv Duty or Witness Leave
Delete (pg. 20): In no case shall administrative leave with pay be granted for court
attendance when an employee is the defendant or is engaged in personal litigation, unless
such actions are a result of an act performed by the employee as a part of his/her official
duties as an employee of the County.
Add: Employees who appear as a witness, plaintiff, or defendant due to a
personal lawsuit or criminal charges, must use annual leave or personal leave for
any such absence from work. If annual or personal leave is not available, the
employee may use leave without pay. Employees required to attend court on
their day off shall not receive an extra day off or be paid unless such actions are a
result of an act performed by the employee as a part of his/her official duties as
an employee of the County.
3.17 Military Leave
Add (pg.20): for any new regulations and
Add (pg.21):
Per Florida Statute 115.14,"... All employees of the state, the several counties of
the state, and the municipalities or political subdivisions of the state shall be
granted leave of absence under the terms of this law; upon such leave of absence
being granted said employee shall enjoy the same rights and privileges as are
hereby granted to officials under this law, insofar as may be, including, without
limitation, receiving full pay for the first 30 days. Notwithstanding the provisions of
s. 115.09, the employing authority may supplement the military pay of its officials
and employees who are reservists called to active military service after the first 30
days in an amount necessary to bring their total salary, inclusive of their base
military pay, to the level earned at the time they were called to active military duty.'
The employing authority shall continue to provide all health insurance and other
existing benefits to such officials and employees as required by the Uniformed
Services Employment and Reemployment Rights Act, Chapter 43 of Title 38
U.S. c."
3.20 Deferred Compensation Plan
Add (pg. 24):
Deferred compensation is a way for an employee to set a portion of his/her salary
aside for retirement purposes.
If you choose to enroll in the Deferred Compensation Plan, you will not pay
federal income tax on the portion of your salary which you set aside - until that
future date when you finally withdraw it from the Deferred Compensation Plan
with the limit being determined by the Federal Government.
The County's role in Deferred Compensation is limited to informing you about it
and providing payroll deductions as a means for you to participate. It is up to the
employee to make direct contact with the Deferred Compensation Representative
to join the program.
3.21 Savinas Bonds
Add (pg. 25):
If you would like to purchase United States Savings Bonds, you can authorize a
deduction from each paycheck for this purpose. Application and interest rate
tables are available upon request from the Payroll Department.
3.22 Credit Union,
Add (pg. 25):
The County has made arrangements so that employees can authorize bi-weekly
payroll deductions to deposit money and repay loans to a private credit union. In
addition to checking and savings accounts, automated teller machine service is
available.
Credit unions are owned by ·their members and are not government groups.
Policies regarding membership eligibility, nominal membership entrance fees,
establishment of savings account, payment of dividends, and conditions for
borrowing funds are set by each lending institution.
3.23 Emplovee Identification Cards
Add (pg. 25)
The County of St. Lucie Identification (ID) Cards are to be used by County
employees to show proof of employment when performing work related duties or
attending County functions. The identification card is not intended to be used in
lieu of proper ID cards (I.e., Florida ID card, Florida Driver's License, etc.).
The replacement fee for a lost/stolen card is five dollars ($5), which is paid by the
employee and due at time of replacement.
Employees should contact Human Resources immediately to report/replace lost
or stolen cards.
If there is an assignment of a key card, the Department Head of that employee's
department should issue a Door Code Access Form to Human Resources prior to
obtaining new card. (Form can be found on the County Intranet site under
Information Technology Forms.)
SECTION 4 - MAKING THE COUNTY A BETTER PLACE TO
WORK
4.0 Code of Workplace Conduct
Delete: Page 1, 2, 3, and half of page 4
4.0 Standards For Disciplinary Action
Add (pg. 4-13) in it's entirety
STANDARDS FOR DISCIPLINARY ACTION
Included below are standards for the administration of disciplinary actions for various
types of offenses. The list includes the most commonly occurring offenses and is not
meant to be all-inclusive. The identification of offenses that are subject to disciplinary
action does not preclude the County's right to discipline or dismiss an employee for other
causes, including acts which breach the requirements inherent in the "At Will"
employment relationship between employees and the County. Further, the County may
deviate from these standards in its discretion as circumstances warrant. Within each level
of occurrence, a range has been provided to allow management flexibility in selecting
appropriate discipline in erder te take iRtø based upon consideration the seriousness as it
relates to the employee's duties and responsibilities, the employee's past employment and
disciplinary history and any extenuating and or mitigating circumstances which have
substantially contributed to the violation for which discipline is being considered.
(1) Excessive Ahsence
An attendance record of recurring absences, even though all or a majority of the
absences were necessary and/or excused, other than Familv Medical Leave Act
(FMLA) qualifying events. This also includes a pattern of absences by an
employee, such as consistent absences on the day preceding or following the
employee's regular days off or absence on the same day of each week or month.
First Occurrence
Oral Warning (written notation)
Second Occurrence
Written Reprimand
Third Occurrence
Suspension to Dismissal
Fourth Occurrence
Dismissal
(2) Tardiness
The failure to follow established work schedules. Includes reporting late at the
beginning of the work schedule, returning late from lunch or rest breaks, all
without approval.
First Occurrence
Oral Warning (written notation)
Second Occurrence
Written Reprimand
Third Occurrence
Suspension to Dismissal
Fourth Occurrence
Dismissal
(3) Loafinl!:
Continued and deliberate idleness during work periods which results in the
employee's failure to perform assigned tasks. This includes, but is not limited to,
deliberately wasting time, engaging in idle talk or gossip, or conducting personal
business during work periods.
First Occurrence
Oral Warning to Written Reprimand
Second Occurrence
Written Reprimand
Third Occurrence
Suspension to Dismissal
Fourth Occurrence
Dismissal
(4) Horseplay
Actions which, even though intended to be mischievous or prankish, disrupt or
have the effect of disrupting the work of the participants, and/or other employees,
or may contribute to the injury of a member of the public or others.
First Occurrence
Oral Warning to Written Reprimand
Second Occurrence
Written Reprimand to Suspension
Third Occurrence
Dismissal
(5) Unauthorized Solicitation
+he Solicitation of an employee, or a member of the public, by anethef employee,
including the distribution of material, for any purpose not specifically authorized
by the County while either employee is on duty.
First Occurrence
Oral Warning to Written Reprimand
Second Occurrence
Written Reprimand to Suspension
Third Occurrence
Dismissal
(6) Violation of Rules. Rel!lllations or Policies
An act which results in an unintentional violation of a rule, regulation or policy
that has been made known to the employee.
First Occurrence
Oral Warning to Written Reprimand
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(7) Failure to Follow Instructions
Empleyee failed Failure to comply with oral or written instructions from
supervisory personnel.
First Occurrence
Oral Warning to Written Reprimand
Second Occurrence
Written Reprimand to Dismissal
Third Occurrence
Dismissal
(8) Disruptive Conduct
Behavior that interferes with the employee's work performance or the work
performance of others. For example, such conduct would include, but would not
be limited to speaking loudly, rudely, or contemptuously to co-workers,
supervisors or others, slamming office doors or drawers, throwing objects, banging
on walls or doors or other activities which would create a hostile or intimidating
environment and have a detrimental effect on the work environment.
First Occurrence
Oral Warning to Suspension
Second Occurrence
Written Reprimand to Dismissal
Third Occurrence
Dismissal
(9) Improper and/or Careless Use of County Property or Equipment
The improper and/or careless use of County property or equipment, including
County vehicles (abuse or misuse). This includes. but is not limited to, failure to
observe the established speed limit while driving a County vehicle or while on
County property.
First Occurrence
Written Reprimand to Suspension
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(10) Leavinl!: The Work Area or Duty Assil!:nment Without Authorization
Absence from the work area or duty assignment during a work period without
permission of the appropriate supervisor. Includes leaving a work area for a lunch
or rest break, or at the end of the work schedule, without proper relief, where such
relief or permission is a specific requirement.
First Occurrence
Written Reprimand to Suspension
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(11) Violation of Safety Practices
Failure to follow established safety practices. This includes the performance of
unsafe acts, or failure to wear and/or use safety equipment provided by the County.
First Occurrence
Written Reprimand to Suspension
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(12) Absence Without Authorized Leave
This includes:
a. Failure to obtain approval prior to any absence from work, except in the
case of a proven emergency where the employee must be absent prior to
receiving approval from the proper authority for the absence.
b. Failure to comply with established procedures in notifying supervisory
personnel or calling in on the first day of the absence, and/or subsequent days
as required.
c. Obtaining leave based upon misrepresentation or falsification.
First Occurrence
Written Reprimand to Dismissal
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(13) Abandonment of Position
If any employee fails to report to work for three (3) consecutive working days
without notifying the employee's supervisor, or fails to report to work after a leave
of absence has expired, or after the leave has been disapproved, revoked, or
cancelled, the employee will automatically be considered to have voluntarily
resigned employment with the County, barring the supervisor's consideration of
extenuating circumstances.
(14) Failure to Maintaiu Established Security Procedures
First Occurrence
Written Reprimand to Dismissal
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(15) Willful Violation of Rules. Rel!:ulations or Policies
An act which is an intentional violation of a rule, regulation or policy that has been
made known to the employee.
First Occurrence
Written Reprimand to Dismissal
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(16) Threateninl!: and/or Abusive Lanl!:ual!:e
The use of language either orally or in writing which is threatening, malicious or
abusive, whether directed toward a supervisor, a fellow employee, or a member of
the public. Includes any offensive language, whether or not directed toward anyone
in particular, regardless of intent.
First Occurrence
Written Reprimand to Dismissal
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(17) Unauthorized Use of Co un tv Property. Equipment or Personnel
The use of any County property, credit cards, telephone system, County cell phone,
equipment, or personnel for any purpose other than official County business.
First Occurrence
Written Reprimand to Dismissal
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(18) Nel!:lil!:ence
The failure to use ordinary or reasonable care in, or omission of or inattention to,
the performance of assigned duties and responsibilities. Negligence is synonymous
with carelessness and signifies lack of care, caution, attention, diligence or
discretion.
First Occurrence
Written Reprimand to Dismissal
Second Occurrence
Suspension to Dismissal
Third Occurrence
Dismissal
(19) Sleepinl!: on Duty
The failure of an employee to remain awake while on duty during work periods.
First Occurrence
Written Reprimand to Dismissal
Second Occurrence
Dismissal
(20) Harassment
Verbal, physical, or visual conduct of a racial, ethnic or other type which may tend
to impair another employee's ability to perform their job. ~ Harassment shall
include, but not be limited to, sexual harassment which is defined as any form of
unwelcomed sexual advances, requests for sexual favors and other verbal or
physical conduct of a sexual nature by an employee of another employee or a
member ofthe public when:
a. Submission to such conduct is made, either explicitly or implicitly, a term or
condition of an individuals' employment.
b. Submission to or rejection of such conduct by an individual is used as the
basis for employment decisions affecting such individual; or
c. Such conduct has the purpose or effect of unreasonably interfering with an
individuals work performance or creates an intimidating, hostile, or offensive
environment for a member of the public or other employees.
d. Supervisors who fail to report acts of harassment of which they are aware
will be subject to disciplinary action without regard to their non-participation
in such acts.
First Occurrence
Written Reprimand to Dismissal
Second Occurrence
Dismissal
(21) Work Slowdown/Stoppal!:e
Continued slowdown of work assignments or work stoppage.
First Occurrence
Written Reprimand to Dismissal
Second Occurrence
Dismissal
(22) Falsification of Records or Statements
Includes an intentional act of misrepresentation, falsification or omission of any
fact, whether verbal or written, on such records as, but not limited to time and
attendance (leave), employment status, employment application, County records;
travel vouchers, work and production records, and giving false information in
regards to internal County investigations.
First Occurrence
Suspension to Dismissal
Second Occurrence
Dismissal
(23) Unauthorized Takinl!:
The unauthorized taking of any property or financial instruments of the County,
member of the public or other employees.
First Occurrence
Suspension to Dismissal
Second Occurrence
Dismissal
(24) Insubordination
A deliberate refusal to obey a reasonable order given by a supervisor which relates
to an employee's job function. Includes both an expressed refusal to obey a proper
order, as well as a deliberate failure to carry out an order.
First Occurrence
Suspension to Dismissal
Second Occurrence
Dismissal
(25) Use of Computer Facilities or Equipment for any Purpose other then
County Business.
The introduction of fraudulent records into a computer system, the unauthorized
use of computer facilities or equipment, or the alteration or destruction of
computerized information or files.
First Occurrence
Suspension to Dismissal
Second Occurrence
Dismissal
(26) Misuse of Position
Misuse of position or abuse of the power or authority of a position for personal
reasons or for the financial gain ofthe employee or another person.
First Occurrence
Suspension to Dismissal
Second Occurrence
Dismissal
(27) AssaultlFil!:htinl!:
A physical assault on or fighting with another employee or member of the public.
First Occurrence
Suspension to Dismissal
Second Occurrence
Dismissal
(28) Conduct Unbecominl!: a County Employee
Conduct, whether on or off the job, that adversely affects the employee's ability to
continue to perform his/her current job, or which adversely affects the County's
ability to carry out its mission.
First Occurrence
Suspension to Dismissal
Second Occurrence
Dismissal
(29) Conviction ora Crime
Pleading guilty, or nolo contendere, or being found guilty of any crime which
adversely affects the employee's ability to perform his/her job, or which adversely
affects the County's ability to carry out its mission.
First Occurrence
Suspension to Dismissal
Second Occurrence
Dismissal
(30) Reprisal
Any retaliatory action taken by a supervisor or an employee against another who
has provided information regarding the misconduct of another employee, or who
has filed a complaint or requested a Problem Solving Procedure in accordance with
the Employee Handbook.
First Occurrence
Suspension to Dismissal
Second Occurrence
Dismissal
(31) Possession of Weapons
For purposes of this standard, a weapon is defined as a firearm or other object, the
design and purpose of which is to cause bodily harm. The unauthorized possession
of weapons on County property, either owned or leased, including parking areas, or
at any other place while on County business is prohibited, whether or not employee
is licensed to carry a firearm, e.g. Concealed Weapons Permit or a knife with
intended purpose of concealing and/or using it as a weapon.
First Occurrence Suspension to Dismissal
Second Occurrence
Dismissal
(32) Use or Threateninl!: Use of a Weapon
For purposes of this standard, a weapon is defined as nay object capable of causing
bodily harm, whether the primary purpose and design of the object is to cause
bodily harm (e.g., a firearm) or some other function or purpose (e.g. a knife,
screwdriver), if the object is used or threatened to be used to cause bodily harm.
First Occurrence
Dismissal
(33) DFinIHBt¡: OB the JoII OF FeoortiB£: to worl[ Under the Influence of Alcohol
and/or Illel!:al Drul!:s or Usinl!: Alcohol and/or Illel!:al Drul!:s
Drinking of any alcoholic beverage or under the influence of alcohol
or illegal drugs on the job is prohibited, whether on County premises
or not. Beina ¡,¡nder the influence of alcohol aAs/or iIIeaal eruas or
usina alcohòl and/or iIIeaal sruQs durina workinQ hours whether on
or oft County premises is prohibited.
First Occurrence
Dismissal
(34) Possession. Sale. Distribution of Alcoholic Beveral!:es or illel!:al Drul!:s
Employees found in The possession of, using, selling, trading or
offering for sale alcohol and/or illegal drugs during working hours
whether on County premises or not is prohibited.
First Occurrence
Dismissal
(35) Revealinl!: Confidential Information to Unauthorized Persons
Unauthorized eisclosure of confidential information from County
records, or other information that hac been lawfully clascified as
confidential is arotlibited.
First Occurrence
Dismissal
(36) Sabotal!:e
Participation in an act of destruction or attempted destruction of County property
or equipment is prohibited.
First Occurrence
Dismissal
4.09 Sexual Harassment Policv
Add (pg. 24): In addition, the County will not tolerate sexual harassment of
members of the public by any County employee. Sexual harassment by an
employee of another employee or a member of the public shall be grounds for
disciplinary action up to and including termination.
Add (pg. 24):
Add (pg. 25):
Delete (pg.25):
Add (pg. 25):
Delete (pg. 25):
Add (pg. 25):
Delete (pg. 25):
Add (pg. 25):
Add (pg. 25):
Delete (pg. 25):
Add (pg. 25):
the Employee and Labor Relations Manager
and/or Employee and Labor Relations Manager
the
an
an
two
ten (10)
seven (7)
each
may
shall
4.10 Accident Reporting
Add (pg. 26): DWC-l
Add (pg. 26): if vehicle was involved
Add (pg. 31): and
Add (pg.31): form
Add (pg. 31): This packet also contains a Certificate of Self Insurance that should be
given to the investigating officer upon request.
4.12 E-Mail And Internet Policv
Delete (pg. 35-38 and half of pg. 39)
Add (pg. 39-42) in it's entirety
It is the County's policy that the County's electronic mail system (email) and
Internet system may be used only for County business purposes.
INTERNET POLICY
Internet access provided to St. Lucie County employees is intended to facilitate
County business objectives for employees and other business associates for
reference, research and/or other work related tasks. The goal of this policy is to
maximize and ensure proper use of this resource.
All St. Lucie County information technology and communications systems,
including the Internet connection, are St. Lucie County property and are intended
for County business use only.
The St. Lucie County Internet connection shall not be used for employee personal
reasons or personal gain or to access, support or advocate non-County related
business or for other non-business purposes.
All related Internet connection data, including materials created, received or
transmitted within the system are the property of St. Lucie County.
The County, through its managers and supervisors, will review the contents of an
individual's Internet activity whenever necessary for County business purposes.
Employees who misuse Internet connection privileges shall be subject to
progressive discipline up to and including discharge.
Department directors are responsible for the implementation and monitoring of the
policy within their departments. Department directors (or their designees) are to
determine adherence to policy by their entire staff.
Each Departmen~ director shall provide every staff member, contractor, part-time
employee, volunteer, or other individuals who are provided access to St. Lucie
County Internet connection with a copy of this policy. The attached policy
acknowledgment form must be signed by the individual and shall be maintained in
their Human Resource file or in the case of a non-employee, wherever designated
by the Department director.
In the event that any department or division policy contradicts this policy, this
policy shall govern.
County reserves the right to deny access to any employee or outside contractor.
Confidentiality
Although confidential passwords are issued, users should be aware that this does
not suggest that the system is for personal confidential access or communication,
nor does it suggest that access to and use of the St. Lucie County Internet
connection is the property right of the employee.
Prohibited Uses
The St. Lucie County Internet connection shall under no circumstances be used
to:
Solicit, proselytize or participate in commercial ventures, religious or political
causes, unauthorized outside organizations, or any other non-County job related
solicitation or participation.
Create, access or transmit any obscene, disruptive, slanderous, defamatory,
derogatory, or otherwise offensive information in text, image or sound format
which contain sexual implications, racial slurs, gender specific comments, or any
other comment or material that offensively addresses someone's age, sexual
orientation, religious or political beliefs, national origin, or disability.
Transmit copies of any document in violation of copyright laws.
Transmit material which is specifically exempted from public inspection under
Florida Law. For example, personal information (telephone, address, social
security numbers) for law enforcement officers, firefighters, code enforcement
officers or judges.
Comprises the integrity of St. Lucie County or $t. Lucie County resources in any
way.
Applicability
This St. Lucie County internet connection policy applies to all employees,
contractors, part-time employees, volunteers, and other individuals who are
provided access to St. Lucie County's Internet connection except via the Library
System's connection
Third parties should only be provided access to the St. Lucie County Internet
connection as necessary for their business purpose with the County, and then
only if they agree to abide by all applicable rules.
Contractors and third-party users who are in violation of this policy may lose their
Internet connection privileges and/or have their contract revoked. Additional legal
remedies may also be pursued.
Management & Employees Access Rights
St. Lucie County supervisors or management, or their designees may access an
employee's Internet file while employees are on leave of absence, vacation, are
transferred from one department to another department or whenever they deem
necessary for the County's business purposes.
Former employees have no special access rights to their St. Lucie County Internet
connection records other than a public records request for records within their
retention period.
Laws and Penalties
The misuse of Internet connection privileges by an employee shall subject the
offender to progressive discipline up to and including discharge. In addition,
violations of this policy or misuse of the St. Lucie County Internet connection may
be referred for criminal prosecution.
ELECTRONIC MAIL SYSTEM
All electronic mail messages are the property of the County and are subject to
monitoring by the County.
As deemed necessary to conduct County business, the County shall provide
access to its electronic mail 'System to external users such as: consultants, other
governmental employees, special task force members and others, as described
below.
Individuals under paid contract service by County Departments may be authorized
to participate in the County's electronic mail system. This authorization must be
in writing and a copy must be filed in the Information Technology Department.
Use of the County's electronic mail system is limited to the term of the contract of
such reasonable period as deemed necessary for such use whichever ends first.
Authorization for use must be revalidated in writing by Division Managers at least
annually.
Unless included as one of the specific exemptions described in the Public
Records law, the County must provide a requested electronic mail to any person
upon request.
(Approved by the St. Lucie Board of County Commissioners the 11th day of
March, 2003)
4.16 Workplace Violence
Add (pg. 44-45):
Type 1: Violence by Strangers
Involves verbal threats, threatening behavior or physical assaults by an assailant
who has no legitimate business relationship to the workplace. The person enters
the workplace to commit a robbery or other criminal act. In Florida, violence by
strangers accounts for most of the fatalities related to workplace violence.
Workplaces at risk ofyiolence by strangers commonly include late night retail
establishments and taxi cabs.
Type 2: Violence by Customers or Clients
Involves verbal threats, threatening behavior or physical assaults by an assailant
who either receives services nom or is under the custodial supervision of the
affected workplace or the victim. Assailants can be current or former customers
and clients such as passengers, patients, students, inmates, criminal suspects or
prisoners. The workers typically provide direct services to the public, for example,
municipal bus or railway drivers, health care and social service providers, teachers
and sales personnel. Law enforcement personnel are also at risk of assault from
individuals over whom they exert custodial supervision. Violence by customers or
clients may occur on a daily basis in certain industries; they represent the majority
of non-fatal injuries related to workplace violence in Florida.
Type 3: Violence by Co-workers
Involves verbal threats, threatening behavior or physical assaults by an assailant
who has some employment-related involvement with the workplace-a current or
former employee, supervisor or manager, for example. Any workplace can be at
risk of violence by a co-worker. In committing a threat or assault, the individual
may be seeking revenge for what is perceived as unfair treatment.
Fatalities related to yiolence by co-workers have received much media attention,
but account for only a small proportion of all workplace violence related fatalities.
(Strangers cause most workplace violence fatalities.)
Type 4: Violence by Personal Relations
Involves verbal threats, threatening behavior or physical assaults by an assailant who, in
the workplace, confronts an individual with whom he or she has or had a personal
relationship outside of work. Personal relations include a current or former spouse, lover,
relative, friend or acquaintance. The assailant's actions are motivated by perceived
difficulties in the relationship or by psycho-social factors that are specific to the assailant
Reporting Threats of Incidents
Add (pg. 45): by the use of the necessary forms
Employee Training
Add (pg. 45): with the assistance of the Safety Officer