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(A) Personal use of state or county funds or in violation of state law;
(B) Personal use or use by unauthorized person of any public equipment, materials or funds;
(C) Violation of state law;
(D) Charitable or memorial gifts to employees will be by voluntary contribution. Use of office or county funds is prohibited; and
(Ord. passed 11-28-2011)
(A) Acceptance of solicitation of money or other consideration in exchange for special consideration in the discharge of duties as an employee of the county.
(B) Failure to report any attempt of bribery and otherwise unlawful discharge of official duties is prohibited and subject to immediate dismissal.
(Ord. passed 11-28-2011)
(A) All employees should dress and conduct themselves in a professional manner.
(B) The County Board expects honesty from its employees in all of their relationships arising from their employment.
(C) (1) The purpose of this policy is to assure, to the extent possible, that the county remains drug free as a place of employment. The county has a “zero tolerance” policy toward the consumption of alcohol or drugs by employees on duty or while on county property. The consumption of any amount of alcohol or illegal narcotics while an employee is on duty or on a periodic rest break or lunch break is prohibited. The unlawful manufacture, distribution, dispensation, possession or use of cannabis, a controlled substance or alcohol by a county employee is prohibited in the county workplace, including any and all instances while the employee is performing work for or on behalf of the county. In addition, this prohibition also applies to all county employees who are on county property, but not actively at work at the time.
(2) If there is a reasonable suspicion that a county employee is involved in the unlawful manufacture, distribution, dispensation, possession or use of drugs or alcohol, the situation will be immediately investigated by the department head, his or her designee or immediate supervisor. In the case of employee usage, the employee will be subjected to immediate drug testing. If the investigator of the situation finds a county employee to be unlawfully manufacturing, distributing, dispensing, possession or using drugs or alcohol at the workplace, while performing work for the county, or on county property, the actions against the employee shall be in accord with § 38.175.
(3) The severity of the situation and appropriate corrective discipline shall be determined by the department head, his or her designee or immediate supervisor in according with § 38.161. In addition, any situation that could involve a criminal offense shall be immediately reported to the County State’s Attorney’s Office for possible prosecution, independently of any action taken due to the individual’s status as a county employee. If appropriate, the county will also require the employee to satisfactorily participate in drug abuse assistance or rehabilitation program approved for those purposes by a federal, state or local health, law enforcement or other appropriate agency. The county will assist the employee in the selection of a drug counseling, treatment or rehabilitation program.
(4) As a condition of employment, a county employee will abide by the terms stated in this drug free workplace policy. Employees will notify the employer of any criminal drug statute conviction no later than five days after the conviction and participate in the county drug free awareness program. If the county receives notice from an employee of a conviction of a violation of a criminal drug statute, the county will take appropriate action against the employee up to and including termination of employment and/or provide employee assistance as stated above.
(D) All employees of the county shall conduct themselves in a courteous and professional manner.
(E) Solicitation (by employees or others) of county employees is prohibited.
(F) Courtesy and identification of oneself should be used whenever placing or answering a call.
(Ord. passed 11-28-2011)
DISCIPLINARY ACTIONS
(A) Disciplinary actions. Disciplinary action may be incremental in nature. The period the violation will be on employee’s record is up to the discretion of the supervisor, but cannot be more than three years.
(B) Oral warning. The first notice of discipline may be an oral warning.
(C) Written warning. When the severity of the violation does not justify the disciplinary actions of a suspension, the matter may be addressed through written warning to the employee as a disciplinary measure. The written notice shall be transmitted to the employee and a copy placed in the employee’s personnel file. The notice shall bear the signature of the issuing official.
(D) Suspensions. When the severity of the violation suggests termination, but is mitigated by extenuating circumstances, suspension of the employee for a period of not more than 30 days may be imposed.
(Ord. passed 11-28-2011)
Cross-reference:
Order of suspension form, see Appendix A, § 2
Written warning form, see Appendix A, § 1
TERMINATIONS
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