Loading...
HomeMy WebLinkAbout23-079 RESOLUTION NO. 23-079 A RESOLUTION AMENDING THE ST.LUCIE COUNTY EMPLOYEE HANDBOOK;AMENDING SECTION 3.10, EMERGENCY WAGE AND HOUR PROCEDURES, AND SECTION 3.13, RESIGNATION OF EMPLOYMENT; PROVIDING AN EFFECTIVE DATE. WHEREAS, the Board of County Commissioners of St. Lucie County, Florida has made the following determinations, 1, On April 22, 2006, the Board of County Commissioners for St. Lucie County, (the "Board") adopted Resolution No.06-120 which established the current Employee Handbook,for employees of the Board. 2. The Employee Handbook has been amended several times since its adoption to incorporate legislative amendments and policy changes approved by the Board and/or the County Administrator, as authorized by the Board. 3. It is necessary to further amend the Employee Handbook to clarify the of wages paid to non- exempt employees and grant-funded employees who are required to work following a declared emergency (Section 3.10)and to update the rules for determining benefit eligibility following resignation in accordance with federal regulations (Section 3.13). NOW,THEREFORE, BE IT RESOLVED by the Board of County Commissioners of St. Lucie County, Florida: 1. The St. Lucie County Employee Handbook is hereby amended as set forth in Exhibit"A"attached. 2. This resolution shall become effective upon adoption. After motion and second the vote on this Resolution was as follows: Commissioner Cathy Townsend, Chair AYE Commissioner Linda Bartz,Vice Chair AYE Commissioner Chris Dzadovsky AYE Commissioner Larry Leet AYE Commissioner Jamie Fowler AYE PASSED AND DULY ADOPTED this 16th day of May, 2023. ATTEST: BOARD OF COUNTY COMMISSIONERS ��i� ; - ST LUCIE COUNTY, FLOR A Deputy Clerk aqc( COMA. BY: J SS+ Chair * '4 rn APPROVED AS TO FORM A a CORRECTNES : 4CoVNTY,ftps- County Attor y EXHIBIT"A" 3.10 EMERGENCY WAGE AND HOUR PROCEDURES 1. Exempt and non-exempt employees who are working when the County Administrator officially closes all or selected County offices and departments due to an emergency will be paid for the remainder of their scheduled day at their current rate of pay. This time is not considered as time worked for purposes of determining whether overtime is due. 2. Non-exempt essential personnel who are required to work in preparation for a hurricane other natural disaster or who are required to report to work when the County Administrator has declared all offices and departments officially closed shall be paid time and one-half for those actual hours worked, plus their regular scheduled hours for time authorized under 3.10.1 and 3.10.3. Such additional compensation shall be paid from the General Fund if the employee's regular compensation is all or in part grant funded and if required by the terms of the grant. 3. In the event County office and departments are unable to open due to a major disaster, all regular status employees who were regularly scheduled to work shall receive their regular rate of pay for scheduled hours missed due to the closure up to a maximum of twenty-four (24) hours pay. This time is not considered as time worked for payroll purposes of determining whether overtime is due. 4. During a state of emergency, the County Administrator shall authorize additional compensation for exempt employees who work in excess of their regularly scheduled workweek performing assigned tasks related to emergency preparedness, response or recovery. The rate of pay for such additional hours worked shall be equivalent to the exempt employee 's hourly rate of pay computed as if the employee was not paid on a salary basis. This additional compensation shall be in addition to the employee's regular salary. The County Administrator or designee shall provide the appropriate forms for exempt employees to document their hours worked. Nothing herein shall be construed to affect the exempt status of such employees. Such additional compensation shall be funded from the General Fund even if the employee's regular compensation is all or in part grant funded and if required by the terms of the grant. 5. All County buildings must be inspected for occupancy after a hurricane or natural disaster. Therefore, non-essential personnel who are not assigned emergency stations should not report to work until notified to do so. 6. It is the employee's responsibility to daily check their return-to-work status by calling their supervisor, calling the master phone line or checking media releases. 3.13 RESIGNATION OF EMPLOYMENT 1. Except as stipulated in 3.14(2)3.13(2),any County employee who wishes to resign employment"in good standing"shall give his Department Director/Division Manager a written notice of at least two(2)weeks, unless the County Administrator consents to a shorter notice. An employee terminated for disciplinary reasons shall not be considered to have resigned employment in good standing. 2. To resign employment in good standing,the specified written notices shall be required for the following positions unless the County Administrator consents to a shorter notice: Manager—3 weeks, Director—4 weeks, Assistant County Administrator—6 weeks. 3. The effective date of separation shall be the last day on which the employee is physically present for duty unless otherwise approved by the County Administrator. 4. An employee may not rescind his/her resignation unless approved by the Department Director and County Administrator. 5. Except in cases of incapacitation, an employee will be considered to have resigned without notice if: a. The employee fails to report to work for three consecutive work days without direct notification to the supervisor of the reasons for the absence and the time the employee expects to return. b. The employee fails to immediately return to duty and submit a written request for an extension of an approved leave of absence prior to expiration of the approved leave, including leave without pay or leave without pay for disciplinary reasons. 6. Before an employee receives the final paycheck, he/she must return any uniforms, keys, ID badges, equipment, and County property, etc. to his/her supervisor and report to the Human Resources Department to complete an exit interview. 7. If an employee leaves the employment of the County in good standing and is subsequently rehired by the County,the following rules shall determine the employee's status relating to benefit eligibility: a. If the employee is rehired within twenty nine /9) calendar days thirteen (13) weeks from the employee's last day of service, such employee is eligible to retain his/her previous status of benefit eligibility and is not subject to new hire waiting periods. Benefits will become effective no later than the first day of the following month. This policy applies to all coverage types. b. Except for a laid-off employee (See Section 3.12), if an employee is rehired thirty(30)calendar days or more beyond thirteen (13) weeks from the employee's last day of service, such employee shall be regarded as a new employee subject to all applicable waiting periods. Except as otherwise stated in Section 3.12, the time previously worked for the county will not be counted towards the employee's seniority.