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HomeMy WebLinkAbout02-139 RESOLUTION NO. 02-139 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 Section 3 - 3.08 Vacation Leave (See attached hereto) 3. It is necessary to further amend Resolution No. 86-173 to update Section 3 - 3.09 Sick Leave (See attached hereto) NOW, THEREFORE, BE IT RESOLVED by the Board of County Commissioners of St. Lucie County, Florida, as follows: 1. Resolution No. 86-173 is hereby amended to incorporate the amendments to the Employee Handbook, entitled "3.08 Vacation Leave" and "3.09 Sick Leave", attached hereto and incorporated herein. 2. This resolution shall be effective as of Oct. 1, 2002 for all non- bargaining full time and part time with limited benefits employees. After motion and second, the vote on this resolution and notice of election was as follows: Chairman Douglas Coward AYE Vice Chairman Cliff Barnes AYE Commissioner Frannie Hutchinson AYE Commissioner Paula Lewis AYE Commissioner John Bruhn AYE PASSED AND DULY ADOPTED this 4th day of June, 2002. BOARD OF COUNTY COMMISSIONERS ST. LUCIE COUNTY, FLORIDA ATTEST: By: ~I: e~..J Chairman APPROVED AS TO FORM AND CORRECTNESS: ~~ Assistant County Attorney \w ~ SUMMARY Vacation Leave Old Policy New Policy 1- 5 years - 10 days 6- 10 years - 12 days 11-15 years - 15 days 16-20 years - 17 days 20 years or more - 20 days 1- 5 years - 10 days 6- 10 years - 15 days 11- 20 years - 20 days 21- 25 years - I additional day per year for a maximum of 25 days Sick Leave ~ Old Policy New Policy Only 5 days a year could be used for illness of a member of the immediate family Sick leave (if available) may be used to care for an immediate family member as approved by the County Administrator or designee New policy of Shared Sick Leave \.,- ...; 3.07 HOLIDAYS " The following days normally will be observed as paid holidays: New Year's Day (Jan'uary 1 st) Martin Luther King, Jr. 's Birthday (3rd Monday in January) Memorial Day (Last Monday in May) Independence Day (July 4th) Labor Day (1 st Monday in September) Veterans Day (November 11 th) Thanksgiving Day (4th Thursday in November) Friday after Thanksgiving Christmas Eve (December 24th) Christmas Day (December 25th) In the event a holiday falls on a Saturday, the Friday before will be observed. If the holiday falls on a Sunday, the following Monday will be observed. ' " ,. When a holiday is observed on a day on which an employee is normally scheduled to work, the employee will receive holiday pay for the number of hours for which the employee normally would have been scheduled. For example, if the employee normally works a ten (10) hour day, the employee wiD receive ten (10) hours of pay for the holiday; if the employee normally works an eight (8) hour day, the employee will receive eight (8) hours of pay for the holiday. If the holiday is observed on a day on which the employee is not scheduled to "'Wm'k, the employee's holiday will be granted on the first day he/she woulii1'iO'rmally be scheduled to work following the date the holiday is observed as indicated above. For example, jf an employee normally works a four (4) day week, such as ten (10) hours a day, Wednesday through Saturday, and a holiday is observed on a Monday, the employee will receive Wednesday off with ten (10) hours pay. If the employee's Department Director determines, however, that the needs of the department will not permit the employee to have a day off on that day, the employee will work that day at his/her regular rate of pay and also receive holiday pay equal to hislher normally scheduled hours at regular rate of pay, All non-exempt employees who work on a holiday will be paid at a rate of one and a half (1 1/2) times their regular hourly pay. Holidays are not considered as time worked for payroll purposes of determining whether overtime is due. Unless an employee has received prior written approval to be off on a scheduled work day preceding and/or following a holiday, the employee must work the scheduled work day(s) in order to receive holiday pay. ~.08 VACATION LEAVE -. \lacatiOR leQV9 for 411 full liJRe eJRploYG88 ...:itA leiR tt:lilR fi\,g (5) YGQRi &oRtiRWOW' IGI'!igg ~s ~aff'leeJ SA aA t.el:lfly Basis aAs is 881f1JijyteEl at tt.a reta afteR (1(;)) says Jijar yaar. ",-'8e8tie" Ic~e fer all full time 8mplayees \';ith five (6) Sf mere yeers af e8"ti"l:latls ~l'Viee -- - -~ ~Rg leu tA~R teR (10) year:s ~ gORURW9W' ie"'(i~~ it e;lm8Q OR 4R t:lOl.lRY bari.. ;lRg ii JQgFR~wt~s ~ttA9 Fate gfw/alvs'(12)SS'1& Ji8rYGa~. Rev. 1 . 9 SECTION 3 - PAc:;E 5 '-'i .., ~QA Ie_ fQr all full ~~ IImFIll'J8~ willlluA (1.0) ':::= :=-== ~~1~c:~ th;~ fift9ir:l (15) Y9i~ of ~RtIRI.IOI.I1 ,eMQe a II 's . ~omr"1t9d at tRi Nile of MeeR (1 i) gays per yeeF~.! . . ~ ~~:~~...~~~ for all tull tj~i iFRplQYis& ':,itA fifte&R (1 i) er FReFe yeaFs 9f eSAtiAbI~l:IS ~ ~~~:~,:'e&l ~W1 tweR~ ~O) yeaR Sf 66F18RWSW6 sSF\:iee is $..8R:1ea 8ft SA hc;~ ~s and IS cQmpl.lted at tt1e Nlte gf 18veRt8eR (17) iays per YHr. ... '. , ~~~ 19&1"9 for all full..time amployaai wilt;:1 t\':aRly (20) sr ",eFa yesFB sf eeAtiflblsl:I6 . " ;:;ie9 is 9ames en SA RewAY ~86ie Sfla is ee"'!!l:Itsa at t~s FElte sf tI;:sP'lty (29) says Iter VagatieF!leS?:e '/Jill ss sasse SA SA sigAl (8) Ael:lr'.verlt !!eAes. _ ,vJ:l~tinn lAmiA ~~y. b9 "lI:9-d al it is aima" after QeFRplitif~R &f six (8) "''::::::::: v or may be 1./'90 U(itRn~ WAiRty-fOl.lr ~4) FRCiiJRtR& AIR sale e~8a. ftl1Y va fI .... t l.I,ad wiU:liR WftGRty fgyr (~4) FRQRtA& ,fr:eIR "~8 aame" will laa==~~;::=~~;; ..Isst, sxeept'tJAiA aA 8FRfi1lsyee Aae ~eefl.e~Ales wee ~ le~ :;;~~ ....~: .~_~.; :-;e :~7~:'~ ~7~?~ ~!~~~ ~1.Ir:lty Admn:umtor gr RII "811i . A P ROg . 8l:1""!;'WI'Uert t""e leave ,...~ e~ tls.ea. . - · Cm,,'ey~a3 .me ""er/~ ee,..."let~s eix (&) ",eAt):Js sr ~Qr;Q :~~V~I~:-t'~~:~::~~: ~nll"'tv Ir:I SOQd itaRdu:19, be paId f9r aGQRJeQ 'ta;;atiQR le:3' . ^ I. .Ieave \'.411 Be J'sis ifl t~e Isst Fsgl:ller sAssh eft sfPt/9leyee Fe~i;";'~, ~;;'i~;i~; Fi';~ Oepartn::letlt .is i~fo':Aag of the:~~iRatioR iA ti"!s te iflSlyee it SA !Ae laet ~:g::.:= ~~ ~e !eA:RIRatIOF!11 Rot for FRlltilQA&w&t. If tAe FlflSfl68 gepaFtfReAt sees . & I . informatien in time end the tumineticn i31"1ot for miscol"ldtJet, ~e)m;;ti~~ ;_~';kd 1(io~ioRle;':8 will b8 ~;liiIs i1t the eflEf sf tAe fleHt pay JieAee. 'la8StiaR les':e \';ill Ast ~e .added to thA I~!l::t rt~y wnrV~d tQ di'te~il18 tt;:1a tSfmiflstisfI sate. -- . t In i~9 ell"nt liJ:l "",playe. wi 0 ""0. 10 Iako "'.r.1haA "i&lller a_ell V;:::::':;':ll . J'lili 9xhal.lsted all a'~llable 'J8~.O~ ti~Q, tila S~pIQYS8 ~ay sr :~i'a~" ~~~; n of tt;;,~ OepirxtJ+lent Clr8~gr or CIVIIIQFl MaAaser las 8Fafltee elm S' ./ '. --v3satieFl 18a'.~e sRall 1;8 wseEf fer sielt laa'ls iF! tRe eveRt aeel:l"'l:Ilates eist leave is ASt il ~der:Jt to cover leRgtA 9f iIlASse er iAjwry. .'y'C::I"-dliVII CI.,.,i~llIl,ell~ "ill b611llsd6 ;, I a~ d611~ ...;It. thG pfdGMnef9 sf cfA!!leyss if SA; J 'lA1GA, iF! Vl9 spiFlien of the iLdFila~iior, iePtli~a r:eql.lir:eR:l8ntl uqll pelmit. ~ V~::ttion p::lY will hA J:lt t~ nJ:lc::i,.. nnllrly r~A of PilY nl tRe empIQY~. ,. \. ~ . ~08VACATIONLEA~ "t , Vacation time offwith a is available to eli ible em 10 ees to rovide Opportunities or rest, relaxation and personal pursuits. Emulovees in tqe following employment classification(s) are elhdble to earn and use vacation tim~ 18 descri~d in this pol~ · Regular full-time employees · ; Regular part-time employees with limited benefits The amount of paid vacation time employees receive each year increases with the len2th of their emploYment as shown in thstfs:Ulowina schedule' · Upon initial eligibility the employee is entitled to 10 vacation dayS _each year, (two weeks) accrued biweekly at the rate of 3.08. Limited vacation hours 160 (cap). Based on 80 hours. . . · 11 years to 20 years of eli ible service, the em 10 ee is entitle _ vacatIon ys eac year (4 weeks ), accrued biweekly at the rate 0(. 6.16. Limited vacation hours 320 (cap). Based on 80 hours. · 21 years to 25 years of eligible service. the employee is entitled to 1 . additional day per year for a maximum of5 weeks as follows: 21 years of eligible service, the employee is entitled to 21 'vacation days each year, accrued biweekly at the rate of 6.46. Limited vacation hours 335 (cap). Based on 80 hours. 22 years of eligible service, the employee is entitled to 22 vacation days each year, accrued biweekly at the rate of 6.78. Limited vacation hours 352 (cap). Based on 80 hours. 23 years of eligible service. the employee is entitled to 23 r# yacation days each year, aC9rued biweekly at the rate of 7.08. Limited vacation hours 368 (cap). Based on 80 hours. . . '- ~ 24 years of eligible service. Ute elllPloyee is entitled to 24 vacation davs each vear, accrued biweekly at the rate of 7.40. ~ Limited vacation hours 384 (cap). Based on 80 hours. 25 years of servicet the employee is entitled to 25 vacation dayS .. each year (5 weeks), accrued biweekly at the rate of7.70. Limited vacation hours 400 (cap). Based on 80 hours. Any vacation leave not used within twenty four (24) months from date earned will pe considered forfeited and lost, except when an employee has been denied use of ~leave because of the needs of the Coun . In those cases the Coun Administrator or IS eSlgnee may extend the period during which the leave may be used., r _Employees who have completed six (6) months or more service shall. UDon leaving the County in good standinp;, be paid for accrued vacation leave. Any accumulated vacation leave will be paid in the last regular check an employee receives, providecrttieFinance Department is informed of the termination in time to include it on the last regular check and the termination is not for misconduct. If the Finance Department does not receive the information in time and the tennm.w,on IS not tor mIsconduct, payment fQ!;gcumulated vacation leave will be . .made at the end of the next pay period. Vacation leave will not be added to the last ,.. day work to detennine the termination date. . . The length of eligible service is calculated on the basis of a "calendar year." This IS the 12-month eriod that be ins when the em 10 ee starts to earn va . . MI itary leave has no effect on this calculation. (See individual leavp. nf ~h!:lp.n~p. policies for more infonnation.) Once employees enter an eligible employment classification, they begin to earn paid vacation time according to the schedule. However, before vacation time can be used, a waiting period of six months must be completed. After that time, employees can request use of earned vacation time including that accrued durin2 - the waltmg perIod. , Paid vacation time can be used in minimum increments of .25. To take vacation, ~employees should request advance approval from their supervisors. Requests will be reviewed based on a number of factors, includinp; business needs and staffing requirements. '- .., Vacation time orris paid at the employee's base pay rate at the time of vacation. , , In the event an employee wishes to take more than his or her creditable vacation Jeave, the employee mayor may not, at the discretion of the County Administrator . or his designee, be granted extra leave without pay. Leave without pay will not be granted if vacation time is available. ,Vacation leave may be used for sick leave in the event accumulated sick leave is not sufficient to cover length of illness or injury. ~ For payroll purposes, vacation leave will not be considered as time worked. ,As stated above, employees are encouraged to use available paid vacation time for - rest, relaxation, and personal pursuits. In the event that available vacation is no~ used by the end of the benefit year, em 10 ees ma c unused time forward to I e next ne It year. I e to amount of unused vacation time reaches a "caD", further vacation accrual will stop. When the employee uses paid vacation time and ,brings the available amount below the "cap", vacation accrual will begin again. ~ '- ~ . , , Employees who have completed six (6) months or more service shall, upon leaving' the County In good standing, be paid for accrued vacation leave. Anyaccumulatea vacation leave will be paid In the last regular check an employee receives, provided the Finance Department is Informed of the termination In time to include It on the last regular check and the termination Is not for misconduct. If the FJnance . Department does not receive the Information in time and the termination Is not for misconduct, payment for accumulated vacation leave will be made at the end of the next pay period. Vacation leave will not be added to the last day worked to determine the termination date. In the event an employee wishes to take more than hlslher accrued vacation leave, and has exhausted all available vacation time, the employee mayor may not, at the discretion of the Department Director or DMalon Manager be granted extra leave without pay. Vacation leave shall be used for sick leave In the event accumulated sick leave Is not sufficient to cover length of illness or Injury, Vacation assignments will be made in accordance with the preference of employee if and when, in the opinion of the supervisor, service requirements will permit. Vacation pay will be at the basic hourly rate of pay of the employee. "'-=-- ~~ Sick leave with pay shall be accrued at a rate of one (1) working day f.or each month of service. There is no maximum on the amount ol sick leave an emplo~e may accumulate. Sick leave will be used based upon fifteen (15)minute intervals for all non-exempt employees. Exempt employees wiD use sick leave in eight (8) hour intervals. In case of illness within the immediate family (refer to Section 3.15 for a list of immediate family) tip to five (5) sick da~s (1f available} . I may be taken annualfy to care for iD immediate family member as aP$)rov~ County Administrator or designee. This time will be deducted from your siCkliiVi balance. This restriction does not apply to leave taken under the Family Medical Leave Act. Sick leave Is a privilege which shall be allowed only In cases of personal sickness, injury, or disability, Including pregnancy, scheduled doctor or dentist appointments, or l&Qal quarantine because of exposure to a contagious disease m..for members of your ImmedJat~ famil~. In order to be granted sick leave with ~.Y, an employee must notify hlslher Immediate supervisor no later than thirty (~) minutes after the beginning of the . scheduled wo~ day of the reason for his/her absence, unless the employee Is \.. " unable throuQh no fault of his! her own, to give such notice. NOTE: Please check for your individual department's rules regarding call-in time. In the event that an employee is absent for three (3) or more consecutive working days, he/she may be asked to submit a medical certificate signed by a physician stating the kind and nature of hislher sickness or Injury. Employees who are excessively absent or who have a pattern of absences, will be asked to provide a medical certificate. Any employee who uses sick leave when physically fit may be discharged. When accumulated sick leave is not sufficient to cover an illness or injury, the employee shall use his/her vacation leave to help cover time needed for illness or injury. In the event no sick or vacation leave is available and the employee does not qualify for any other type of leave, the employee will not be paid for the absence. All County employees shall be entitled to terminal .incentive pay. for accumulated and unused sick leave to be paid to each employee upon normal or regular retirement, or termination, or resignation, other than for misconduct, after ten (10) years of creditable and continuous service with St. Lucie County, and to the beneficiary if service is terminated by death, after ten (10) years of creditable and continuous service. The payment shall be determined by using the rate of pay f6Ceived by the employee at the time of retir6ifient, termination, resignation, or ' death. Terminal pay allowable for unused sick leave shall not exceed a maximum of sixty (60) days. 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. For payroll purposes, sick leave will not be considered as time worked. Pursuant to Section 1-2-16, S1. Lucie County Code of Ordinance and Compiled laws, any employee found guilty in a court of competent jurisdiction of committing, aiding, or abetting an embezzlement or theft from his/her employer, or of bribery In connection with employment, committed prior to retirement or ten (10) years normal creditable termination, whose employment is terminated by reason of his/her admitted committing, aiding, or abetting of an embezzlement or theft from his/her employer or by reason of bribery or for cause, or who prior to a ten (10) years normal creditable termination or retirement. is adjudged by a court of competent jurisdiction to have violated any state law against strikes by public employees shall forfeit all rights and benefits under this section. An employee who is terminated as a result of a violation of this section or for cause will not be given credit for unused sick leave accumulated prior to termination should the employee be re-employed at a later date. \.. "" SHARED SICK LEAVE A. This is a voluntary program to provid~ income for those Count}' employees wOO have exte~ded medi~1 problems. but are not eligible for dlsabiUiY. workers c n r tlr . n m I s mu t v u ~ II I I' . I' n r . i I t v,< donated sick leave. Eligibility to receive program benidits is.contlngen;uoon the exhaustion of all Individually accrueg sick reave and vacation leave~ a The employee or someone on his beh~lf may request sick leave benefits fr~ this program which will be substantiated by a verified pl1ysician's certificaf_ which shall include a cause of the illness or injul)' certifying the exiStence 'Of th~ illness which prevents the employee from performing assignD(:f~du~es ani stating the anticipated duration of the illness. Department irect rs m~ recommend an employee to receive such donated sick leave subject to t~ approval of the County Administrator or designee. The County ~~m~ls~~r f designee may request a certification from a second physiCian at _ y 'me d JI the employee's expense. Written Ce~jfjcation from any physician may ~ reouired every thirty (30) calendar days or less often. ~ An employee may donate sick leave hours to the program at any timg and must soecifv the employee to be the recipient of the donation. _ick leave contributions to the program are Irrevocaple and cannot be retum(~ to th: go~~~n~.;~~e. The donatinv-amplo~ee must have over fourtee!L 4) day . of !lick l!lllve accum~latecl aod mal"llil" (Qullee" (14) sick Ieav~ d~~~r if:. donation of sl<<k leave. Any donat~d ~Ick time Will be ded_cte__ .0... _ :_ employees slc~ leave accumulation In Increments of ~Ight (8) hours or ten dO) hours and will not be reflected as time used by the employee. D. .E.. The following are exclusions. limitations and termination of benefits: A. Any occupationally related accident or illness for which workers compensatIon benefits are payable. B. Horseplay or intoxication by alcohol or drugs while at work. or a failure to obey instructions or use a safety device while at work. ~ Intentionally self-inflicted iniuries. \., ..." D. Iniury occ~rrin9 in the cburse of committing a felony or assault. "' E. Active duty in the armed forces. E. War. insurrection. rebellion. or active and illegal carticipation in a riot. G. Cosmetic suroery or treatment deemed medically unnecessary by a physician. H. Confinement to a eenal or correctional institution as a result of conviction for a criminal or other public offense. A participatina employee will immediately lose the right to use Shared Sick Leave PrQ9ram benefits because of the f9110wing: 1 Termination of emeloyment. J:. Durino a susoension without oay. lS.. Failure to provide the required ohysician certification and any abuse or misuse of the Sick Leave policy for which the employee has been disci,glined within twelve (12) months of the commencement of the disabiljty. exhaustiQn of maximlffi=l"Shared Si:~Leave Pr09ram days: fraud or mi~r~oresentatlon in requesting or use of the Shared Sick Leave Program bene ItS. An emcloyee who was usinq donated sick leave will not be oaid for any unused donated sick leave upon retirement. If a designated critically ill or disabled employee does not use all of the donated sick leave. the donors cannot recover their sick leave donation. Normal sick leave and vacation leave will not accrue while an emeloyee is using paid donated sick leave. .. " :... . ....