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(A) The Commissioners hereby adopt the Decatur County Employees’ 457 Deferred Compensation Plan, to be administered and invested by One America Life Insurance Company.
(B) The participation of the county and its employees in the State Deferred Compensation Plan is hereby terminated, effective as of January 1, 2005.
(Ord. 2004-16, passed 11-15-2004)
(A) Ordinance repeal. Ord. 1999-2 and any other ordinances or parts of ordinances in conflict herewith are hereby repealed as of December 31, 2008 at 11:59 p.m.
(B) Definitions. For the purpose of this section, the following definitions shall apply unless the context clearly indicates or requires a different meaning.
NEW EMPLOYEE. A full-time county employee beginning their employment after December 31, 2008.
TARGET SALARY. The top salary paid to an employee with the same job category or classification as the new employee for the calendar year that the new employee is hired.
(C) Initial salary of new employees. The initial salary of a new employee shall be 4% less than the target salary.
(D) Pay increases for employees hired prior to or on June 15. Any new employee hired prior to or on June 15 shall receive a pay increase equivalent to 2% of the target salary as of January 1 of the following year. The new employee shall receive an additional pay increase equivalent to 2% of the target salary as of January 1 of the second year following the year of their hiring. As a result, the new employee will receive a total pay increase equivalent to 4% of the target salary.
(E) Pay increases for employees hired after June 15 but prior to or on September l5. Any new employee hired after June 15 but prior to or on September 15 shall receive a pay increase equivalent to 1% of the target salary as of January 1 of the following year and an additional pay increase equivalent to 1% of the target salary as of the following June 15. The new employee shall receive an additional pay increase equivalent to 2% of the target salary as of January 1 of the second year following the year of their hiring. As a result, the new employee will receive a total pay increase equivalent to 4% of the target salary.
(F) Pay increases for employees hired after September 15 but prior to or on December 31. Any new employee hired after September 15 but prior to or on December 31 shall receive a pay increase equivalent to 2% of the target salary as of January 1 of the year following the new employee’s first full year of service. The new employee shall receive an additional pay increase equivalent to 2% of the target salary as of January 1 of the second year following the new employee’s first full year of service. As a result, the new employee will receive a total pay increase equivalent to 4% of the target salary.
(G) Pay increases are in addition to other increases. The annual increases set out above shall be in addition to any other pay increases passed by the County Council.
(H) Employees transferring jobs. Any county employees transferring jobs within the county government shall be credited with their time of service in establishing their initial salary of their new position.
(I) Excluded persons. The employees of the County Highway Department, the employees of the County Sheriff’s Department, part-time employees and elected officials are specifically excluded from the provisions of this section.
(J) Headings. The headings or titles of the several divisions in this section shall be solely for convenience of reference and shall not affect the meaning, construction or effect of this section.
(Council Ord. 2008-4, passed 11-18-2008)
The personnel policies of the county, and any and all amendments, are hereby adopted by reference and incorporated into this code as fully as if set out at length herein.
(Ord. 2012-02, passed 6-18-2012; Ord. 2012-07, passed 6-18-2012; Ord. 2013-12, passed 11-18-2013; Ord. 2020-6, passed 7-20-2020)
The County Council hereby amends the position description of the County Emergency Management Agency Director to include the following: the current Interim Director will be known as the Emergency Management Agency Director, and will be paid on an hourly basis not to exceed more than 20 hours per week during normal circumstances. An additional position referred to as Assistant EMA Director will be compensated on an hourly basis not to exceed more than 20 hours per week during normal circumstances. The salary ordinance for county will be amended to include these two positions in place of the current position. In concurrence, we the undersigned agree that the salary ordinance for the county be amended to include the above referenced positions.
(Council Res. 2012-2, passed 7-17-2012)
(A) The Decatur County Council authorizes the Decatur County Auditor to establish, as needed, a blanket surety bond or crime insurance policy to cover all officers, employees, or person who are not covered under an individual surety bond.
(B) The surety bond or crime insurance amounts will be in the amount established by I.C. 5-4-1-18 or amounts higher as recommended by the State Board of Accounts and authorized by the Decatur County Council.
(C) The Decatur County Council may establish surety bond or crime insurance amounts higher than the state minimum if it is determined to be in the best interest of Decatur County.
(Council Ord. 2016-4, passed 5-17-2016)
(A) Overview. The county makes a commitment to provide employees a safe working environment, to ensure that employees, equipment and operating practices comply with health and safety standards, and to maintain public confidence in the county and its employees. Since the county values each employee, the county offers employees assistance in dealing with alcohol and drug abuse problems.
(B) Policy.
(1) The county requires all employees to report for work in a condition that allows them to perform their duties in a safe and efficient manner. Employees will not be permitted to work under the influence of alcohol or with prohibited drugs in their systems thereby affecting job performance.
(2) Violation of any provision of this section will be considered just cause for disciplinary action up to and including discharge, even for a first offense. In addition, refusal to adhere to any part of the policy may be considered an act of insubordination and also may lead to disciplinary action up to and including discharge.
(3) This section and related procedures may be modified by the county at any time in order to comply with any applicable federal, state or local laws or to better serve the needs of the county.
(C) Prohibited drugs.
(1) Prohibited drugs are defined as illegal substances, including controlled substances as defined in the Controlled Substance Act (21 U.S.C. 8120 and the Code of Federal Regulations (21 C.F.R. 1308.11-1308.15) and prescription controlled substances which have not been prescribed by a licensed physician or dentist for specific treatment purposes for the employee. Abuse of prescription or over-the-counter drugs will also be treated as a substance abuse problem under this section.
(2) This section prohibits the illegal use, sale, transfer, distribution, possession, or unlawful manufacture of narcotics, drugs, or other controlled substances while on the job or on county premises (including vehicles used for county business). These include but are not limited to marijuana, cocaine, crack, PCP, heroin, LSD, amphetamines, hallucinogens, and barbiturates. Any illegal substances found on such premises will be turned over to the state police and may lead to criminal prosecution.
(D) Alcohol.
(1) The use of alcohol on the job or on county premises is prohibited, unless such use is non-abusive and is part of an authorized official event held off county premises. The use of alcohol in vehicles used for county business is strictly prohibited.
(2) Alcohol possession applies to all open or unsealed alcoholic beverage containers. Such containers are not allowed on the job or on county premises, unless their possession is part of an authorized official event. Possession of such containers in vehicles used for county business is never authorized.
(E) Reporting violations.
(1) Employees must as a condition of employment, abide by the terms of this section and report any conviction to the county under a criminal drug statute for violations occurring on or off county premises when conducting county business. Report of a conviction must be made to the county within five business days after the conviction. The county will then notify the appropriate contracting officer within ten days after receiving notice from either the employee or from another source. (These requirements are mandated by the Drug-Free Workplace Act of 1988.)
(2) An employee who is involved with off the job illegal drug activity may be considered in violation of this section. In determining whether disciplinary action will be imposed for this activity, the county will consider the circumstance of each incident, including but not limited to any adverse effect the employee's actions may have on its customers, other employees, the public, or the county's reputation and image.
(3) Any questions regarding the reporting of violations should be directed to the Clerk-Treasurer.
(F) Employee rehabilitation.
(1) Health maintenance is primarily a personal responsibility and it is the individual's responsibility to correct unsatisfactory job performance or behavioral problems caused by alcohol or drug abuse. In an effort to assist employees, the county will provide various means for employees and their family members to remain aware of the dangers of substance abuse in the workplace and to overcome drug and alcohol related problems.
(2) Employees with a personal, alcohol or drug related problem are encouraged to volunteer to participate in a approved rehabilitation program upon referral from the Employee and Family Assistance Program, before work performance becomes affected.
(3) Participation in a rehabilitation program will not be considered a barrier to employment nor a cause for disciplinary action. Employees will not be disciplined merely because of participation in a rehabilitation program or excused from the disciplinary consequences of conduct which is in violation of this section or any other county policies or job requirements.
(4) Any employee identified through a county investigation as having a substance abuse problem also may not avoid disciplinary action by requesting to participate in an approved rehabilitation program.
(5) Circumstances in each case will be evaluated to determine the course of action to be taken (i.e., whether the employee will be offered the opportunity to participate in a rehabilitation program and/or will be subject to discipline.)
(G) Testing.
(1) The county will not ask employees to submit to random alcohol or drug tests.
(2) Alcohol or drug tests may be required for employees in the following circumstances:
(a) When unsatisfactory job performance or other employee behavior is reasonably indicative of substance abuse;
(b) During and after participation in a drug or alcohol rehabilitation program for a reasonable period of time as determined by the county;
(c) When required by law.
(3) If a supervisor identifies an employee with a behavior pattern and/or job performance reasonably indicative of substance abuse, the supervisor (with the concurrence of the next level of supervision) may recommend that the employee have a fitness for duty examination by a physician designated by the county. The physician will determine whether a fitness for duty examination is necessary and whether alcohol or drug tests will be required.
(4) Pre-employment drug testing is part of the pre-employment physical. The method of testing will be determined by the county. Applicants who test positive for prohibited drugs in their systems will not be offered employment. Any questions regarding reapplication opportunities should be directed to the Clerk-Treasurer.
(Ord. 2018-12, passed 7-16-2018)
(A) The Board of Commissioners establishes and adopts a Conflict of Interest Policy.
(B) No officers or employees of the county shall neither solicit nor accept gratuities, favors or anything of monetary value from consultants, potential consultants or parties to subagreements, unless in accordance with this policy. The aforementioned prohibition does not include gratuities, favors or anything of monetary value of $300. Any financial interest under $300 shall be considered not substantial in accordance with the Code of Federal Regulations.
(C) This policy conforms to the standards set forth in the Code of Federal Regulations and by the Indiana Department of Transportation. A CONSULTANT is defined as an individual or firm providing engineering and design related services as a party to a contract with a recipient or subrecipient of federal assistance.
(Ord. 2017-15, passed 8-21-2017)
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