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POLICY DISCLAIMER
This handbook has been prepared for the employees of Lake County to promote and maintain a positive working environment and to provide general direction and information. Since it is not possible for this handbook to cover each and every aspect of employment, the policies, procedures and benefits described in this handbook are summary descriptions, presented for information only, and are not intended to be all encompassing or applicable to every situation. Although this handbook has in itself been adopted as an ordinance, it may also provide summaries of County ordinances which are on file with the City Council. Additionally, departments may implement additional policies or procedures as authorized by this handbook.
Neither this handbook nor any other written or oral statement made to an employee by a representative of the County is intended to be an actual or implied contract unless reduced in writing, signed by the appropriate department head and explicitly stated in writing that the document is intended to serve as a contract.
Although the County wishes to make every effort to maintain continuity in its policies and the way it handles personnel issues, it retains the right to add, modify or terminate its policies, procedures or benefits at any time should a situation arise where such change is necessary to preserve appropriate operations. In those instances, changes shall be immediately applicable to all employees regardless of whether the change conflicts with previous language contained in the handbook and whether or not notice was given prior to the change in policy was made.
Unless covered by contractual agreement, all County employees are employees “at will,” and are free to resign at any time, just as the County is free to terminate that employment at any time pursuant to County policy. Neither this handbook nor any other written or oral statements of County policy is intended to modify the “at will” status of an individual's employment.
As noted earlier, employees who are represented by collective bargaining are also subject to the provisions of this handbook unless otherwise defined or addressed by written contract or agreement. In those instances, the contractual language (or written agreement) will supersede the terms of the handbook.
All benefits granted to an employee as a result of his/her employment with the County are subject to change without notice if those changes are necessary to comply with state or federal law or if amended by the County due to budgetary constraint.
UNIFORM APPLICATION OF THIS HANDBOOK
It is the intent of the County Council to adopt an employee handbook that applies uniformly to all divisions of government except the Judiciary (which are employees of the Indiana 31st Judicial District) Park Department, merit correctional officers and merit police officers, each of which maintain their own handbooks or are covered by collective bargaining. The handbook applies to employees of the Highway Department unless it conflicts with that department's collective bargaining agreement or mutually agreed to work rules. Although this handbook makes reference to the Board of Commissioners, employees of other divisions of County Government including the Lake County Auditor, Treasurer, Coroner, Recorder, Assessor, Surveyor, Clerk, Sheriff and Township Assessors should substitute the chief elected official of that division for references to “Board of Commissioners” except where such authority is expressly granted to the Board of Commissioners by ordinance or state statute.
SECTION 1- GENERAL EMPLOYMENT PRACTICES
(A) In order to implement Lake County's policy of equal employment opportunity, an affirmative action plan will be developed annually for implementation.
(B) Although it has been the long-standing policy of the County to provide equal opportunity to all qualified persons without regard to race, religion, sex, sexual orientation, physical challenge/disability, genetic information, veteran's status or anything else that has no bearing on job performance, Lake County is committed to the identification and elimination of those barriers which have denied equal employment opportunities to protected class members. In addition, the affirmative action plan will set specific goals and timetables that provide realistic, achievable opportunities for improving the employment opportunities for protected classes.
(C) In addition to eliminating barriers for employment, the EEO Policy and Affirmative Action Plan also apply to contractors, vendors and service suppliers seeking a public contract to do business with the County. Contractors and vendors will be required to demonstrate compliance with the County's policy and Affirmative Action Plan.
(D) Additional measures outlining the County's commitment to affirmative action may be further defined in federal and state grant applications. County employees who are responsible for handling the purchase of contracted services should become familiar with the specific goals and requirements of the County's Affirmative Action Plan.
(E) A copy of the County's plan is on file and available for review in the Lake County Auditor's Office.
(A) It is the policy of the County to provide an internal complaint and investigation procedure to encourage early resolution of an alleged civil rights violation based on employee complaints within the organization and to monitor policies, practices and actions. This policy is in addition to any existing grievance and complaint procedures.
(B) Any employee who feels that he/she has received unfair treatment in discipline, pay, promotion or assignment because of his/her race, color, sex, sexual orientation, religion, national origin, ancestry, age, political affiliation, disability, genetic information, or veteran's status may file a complaint.
(C) The County's Grievance Committee will receive and investigate all complaints of a discriminatory nature. Utilizing this procedure will not preclude any other internal grievance or complaint procedure; however, utilizing an external complaint procedure, such as filing with the State Civil Rights or the U.S. Equal Employment Opportunity Commission will preclude use of the internal procedure due to superseding authority.
(D) Departments and divisions of County government are encouraged to create internal anti-discrimination practices that improve communication and voluntary compliance with the County's civil rights policy. Corrective action may be directed by the Grievance Committee or the Board of Commissioners (or other elected official) when voluntary methods fail.
(E) Investigative Compliance - Due to the seriousness of a civil rights violation, employees, department heads, managers and elected officials shall cooperate with complaint investigations by meeting at a reasonable time and place and providing information requested by the Grievance Committee. Attempts to frustrate this process or take retribution on employees for utilizing this process will not be tolerated, and proven cases may result in disciplinary action against an appointed board member, department head or supervisor involved.
(F) Complaints must be filed within thirty (30) calendar days of the alleged discriminatory action.
(A) It is important that the County avoid the appearance of a conflict of interest in its ability to function and specifically in the activities of County employees. In order to avoid an actual conflict or the appearance of a conflict, a series of guidelines based on County ordinance and State law (IC 35-44-1-3) have been developed and adopted to guide County employees, elected officials and appointed board members:
(1) It is improper for an employee to sell or provide at additional cost any goods or services to any other County departments except as the result of an open bidding process in which such goods or services are subject to control of another party.
(2) It may be a conflict of interest within the scope of this policy to engage in outside consulting activities while an employee of a department doing business in any manner with the firm with which the employee consults. Therefore, any such consulting activities by paid County employees must be reported in writing and approved by the Board of Commissioner's Office. Failure to comply may result in disciplinary action including termination. Other elected officials shall also file a Conflict of Interest form with the appropriate governing authority.
(3) County employees shall not use their position to obtain gifts or favors from vendors. This policy shall exclude lunches or gifts of $100.00 or less in value, or group dinners and social activities sponsored by a vendor at a conference or convention. Should an employee be unsure as to whether a gift is in violation of the policy, the employee should seek clarification from the County Attorney's Office.
(4) It is illegal to accept a bribe (money, goods, an item of value, property, privilege or promise which is offered or given with a corrupt intent to influence an action, vote or opinion) in return for influencing the awarding of a contract purchase of goods or services, or to influence performance of County services.
(B) Disciplinary action will be taken for proven violations of this policy in accordance with the County's progressive discipline policy. Discipline will be based on the severity of the problem and previous incidents on record.
(A) The County has the right to prohibit activity it deems in conflict of interest with county employment. Activities of employees are to be monitored by the employees' department head or elected officials.
(1) Neither a county employee whose job description includes the provision of legal services nor any person, partnership or corporation of any type, acting as a contract agent to provide legal services for the county, its elected officials, its appointed officials, employees, departments, agencies or agents shall represent any person, partnership or corporation of any type in any manner in or out of court proceeding, claim, or action where the legal services provided for the client seek in part legal redress against the county, its elected officials, its appointed officials, employees, departments agencies or agents.
(2) Neither a county employee whose job description includes the provision of legal services nor any person, partnership or corporation of any type, acting as a contract agent to provide legal services for anyone charged with a crime in any state or county court in the County of Lake, shall represent any person, partnership or corporation of any type in any manner in or out of court in a proceeding, claim or action where the legal services provide for the client seek in part legal redress against the County of Lake, its elected officials, its appointed officials, employees, departments, agencies or agents.
(B) The prohibition against legal representation outlined in the paragraph above shall be placed in all county contracts for legal services. If the restriction on legal representation is violated, the contract with the county shall be null and void and any monies paid on the contract after the violation shall be deemed unearned and shall be paid to the county with eight percent (8%) interest.
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