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RESOLUTION NO. 07 -175
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, regarding exempt employees compensation time,
worker's compensation leave and discrimination and/or harassment complaints.
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 on the date of adoption.
After motion and second the vote on this resolution was as follows:
Chairman Chris Craft AYE
Vice Chairman Joseph E. Smith AYE
Commissioner Paula A. Lewis AYE
Commissioner Charles Grande AYE
Commissioner Doug Coward AYE
ATTEST:
BOARD OF COUNTY COMMISSIONERS
ST. LUCIE COUNTY, FLORIDA
DEPUTY CLERK
APPROVED AS TO LEGAL FORM AND
CORRECTNESS:
9: \atty\resoltn\2007\07 -175.wpd
ST. LUCIE COUNTY
SALARIED EMPLOYEES COMPENSATION TIME POLICY
1. All salaried employees will be eligible for this program
2. Those hours accumulated on a calendar year basis will be granted the first pay
period of the following year, based upon the following formula.
3. The compensation time granted will be calculated as follows:
· 40-79 hours - extra hours worked = 40 hours compensation time will be granted
· 80 hours and over - extra hours worked = 80 hours compensation time will be
granted
4. Approved hours worked to be used towards compensation
A. Night Board of County Commissioners' Meetings where your attendance
is required
B. Any committee meeting of the Board scheduled evenings or weekends
where your attendance is required
C. Any Board Workshop or Special Meeting not scheduled during normal
work hours where your attendance is required
D. Any meeting not scheduled during normal work hours where a County
Commissioner or County Administration requests your attendance
E. Any other hours worked beyond normal working hours will not be used
toward compensation time unless approved prior to working those hours
by the County Administrator
5. The compensation hours being accumulated by salaried employees must be
turned into the County Administrator the first week of the following month of
those hours being reported. The reporting will be as follows
Example
Date Worked
January 6, 2007
Time Worked
6-10 p.m.
Hours Worked
4
Function
BCC Night Meeting
I certify that the above hours being reported as worked are correct.
John Doe
Name
6. The compensation time hours granted (40 or 80) must be taken before using
vacation time or sick leave incentive.
2.01.02
SECTION 2 - EMPLOYMENT STATUS
EXEMPT EMPLOYEES
Employees whose job classifications fall within this classification are salaried
employees and are hired for an annual salary to accomplish a job for the County. An
exempt employee's salary is intended to compensate the employee for all hours
worked,
Except as otherwise provided in this section, no additional compensation shall be made
for hours worked by exempt employees in excess of forty (40) hours, including
attendance at training courses, conferences, and seminars or travel to and from such
activities or work assignment,
Exempt employees will be charged with vacation or sick pay, whichever is appropriate,
in increments of 4 (four) hours.
Exempt Employees Compensation Time Policy
1 Effective retroactive to January 1. 2007, all salaried employees will be eligible
for this program.
£
3. The compensation time granted will be calculated as follows:
40-79 hours - extra hours worked = 40 hours compensation time will be
~ranted.
o hours and over - extra hours worked = 80 hours compensation time
will be granted.
4. Approved hours worked to be used towards compensation.
Night Board of County Commissioners meetings where you attendance is
required.
Any committee meeting of the Board scheduled evenings or weekends
where your attendance is required,
Any Board workshop or special meeting not scheduled during normal work
hours where your attendance is required.
Any meeting not scheduled during normal work hours where a County
Commissioner or County Administration requests your attendance.
Any other hours worked beyond normal working hours will not be used
toward compensation time unless approved prior to working those hours
by the County Administrator.
5. The compensation hours bein9 accumulated by salaried emplo~ees must be
turned into the County Administrator the first week of the fol owing month
of those hours being reported. The reporting will be as follows:
A.
ß..
A.
ß..
b
.D..
E.
Example
Date Worked
January 6. 2007
Time Worked
6-10 pm
Hours Worked
~
Function
BCC Night Meeting
I certify that the above hours being reported as worked are correct,
John Doe
Name
Q. The compensation time hours granted (40 or So) must be taken before using
vacation time or sick leave incentive,
SECTION 3 - YOUR BENEFITS
3.01 RETIREMENT
St. Lucie County is a participant in the Florida Retirement System in accordance with
Chapter 121, Florida Statutes. Any employee who fills a full-time or part-time
regularly budgeted position in St. Lucie County will be eligible to participate in the
retirement system. This benefit is paid for by the County with no cost to the
employee.
Retirement is defined as a voluntary or involuntary procedure whereby an employee
separates from County employment for reasons of length of service or disability,
Retirement regulations and benefits shall conform with the provisions of the Florida
Retirement system in effect upon the effective date of the employee's 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 BGCC. 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 BGCC,
onthl contributions will be aid b BOCC and continue until a retiree
becomes Medicare/Medicaid eligib e. At that time the County will
continue 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 empl0'her and
becomes eligible for Health Insurance coverage throug their
employer.
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.
********************
Section 3.14 is amended to read as follows:
3.14 WORKER'S COMPENSATION LEAVE
During orientation, you will receive a Worker's Compensation Handbook that outlines
the managed care program the County has implemented for employees, The handbook
explains all procedures to be followed in case of on-the-job injury, It also details the
employee's rights and responsibilities.
Any employee who is injured in the performance of his/her duties as an employee of
St, Lucie County may, if the injury prevents him/her from working in any capacity, be
granted a leave of absence. In the event that an employee is injured on the job,
he/she must immediately notify his/her supervisor of such injury so property
notification may be provided to the County Worker's Compensation carrier.
In the event that the County has a reason to suspect that an accident was caused
primarily by intoxication or impairment as a result of an employee's use of controlled
substances or alcohol, the County may require the employee to submit to a post-
accident drug/alcohol test and/or physical examination, The employee's failure to
submit to the drug/alcohol test or physical examination will be considered misconduct,
which is grounds for suspension without payor discharge from employment with the
County. Note: all employees involved in accidents that result in injury requiring
professional medical care will be tested for drug/alcohol influence.
In no event will an employee receive payments from the County while on worker's
compensation leave in an amount in excess of the employee's wages for his/her regular
work week.
An employee will be paid for his regularly scheduled hours on the date of an injury or
for that part of his regularly scheduled hours spent receiving treatment on the date
of the injury, If his/her treatment extends past his/her regularly scheduled hours
that day, he/she will not be paid for the additional time spent in the emergency room,
etc.
After the seventh (7th) day off work, Worker's Compensation coverage pays two-
thirds (2/3) of pay, Sick pay, if available, may be used to supplement Worker's
Compensation, including the first seven (7) days. If the employee exhausts his/her
sick leave, his/her vacation leave may be used to supplement Worker's Compensation,
including the first seven (7) days,
All employees will be required to use available sick leave when leaving work for medical
appointments related to injuries or illnesses covered by Worker's Compensation. All
employees will be put on Family Medical Leave in conjunction with worker's
compensation leave. When F MLA. sick and vacation leave are exhausted. the employee
will be responsible for the entire cost of his/her insurance payments (including both
County and employee contributions),
********************
SECTION 4 - MAKING THE COUNTY A BETTER
PLACE TO WORK
Section 4.09 is amended to read as follows:
4.09 SEXUAL HARASSMENT POLICY
It is the County's policy that all employees should be able to work in an environment
free from all forms of discrimination and harassment prohibited by state and federal
law, including but not limited to sexual harassment. The County will not tolerate any
form of 3E:xuol discrimination against or harassment of employees by anyone at any
level, including department heads, managers, supervisors, other employees, or the
public.
SEXUAL HARASSMENT DEFINED
The Equal Employment Opportunity Commission defines sexual harassment as
unwelcome sexual advances, request for sexual favors, and other verbal or physical
conduct of a sexual nature when: 1) submission to the harassment is made a term or
condition of employment; 2) submission to or rejection of the harassment is used as
the basis for employment decisions, or 3) the harassment unreasonably interferes
with an individual's work performance or creates an intimidating, hostile or offensive
working environment. Sexual harassment does not refer to occasional compliments of
a socially acceptable nature. It refers to behavior that is disrespectful, unwelcome,
and personally offensive.
FILING A COMPLAINT
Employees who believe they have suffered 3E:xuol discrimination or harassment should
immediately report it to their supervisor, the Human Resources Director, or any other
member of management. It is the responsibility of all management level employees
to initiate an investigation by contacting the Human Resources Director immediately
upon hearing about or seeing any possible incidence of 3E:xl:lol discrimination or
harassment. No adverse action will be taken against an employee for filing a complaint.
COMPLAINT INVESTIGATION
The County will aggressively and timely investigate all complaints of sexual
discrimination or harassment. The Human Resources Director or designee and an
appropriate manager from the complainant's department shall interview the accused,
witnesses and others as may be necessary. Their findings will be presented to the
Sexual Discrimination/Harassment Complaint Review Committee for review. The
Committee will make a recommendation concerning disciplinary action to the County
Administrator. In the event that the County Administrator is the accused employee,
the Committee will make their recommendation to the Board of County Commissioners,
SEXUAL DISCRIMINATION/HARASSMENT COMPLAINT REVIEW COMMITTEE
The Sexual Harassment Complaint Review Committee shall be comprised of #Ie an
Assistant County Administrator or designee, and an employee with at least ten (10)
years of service who is not employed in the department of the complainant and/or the
accused, appointed annually by the County Administrator. In the event one of the
Committee members is the accused employee, he/she will not participate in any way
in the review and the County Administrator may shall designate a replacement who is
not employed in the department of the complainant and/or the accused.
Effectiye Date:
Adopted by the Board of County Commissioners and effective on