§ 34.023 COMPLAINT PROCEDURES.

   (A)   All employees shall be responsible for helping to assure the county avoids harassment and shall have the responsibility for reporting any occurrence of harassment or sexual harassment. Employees encountering harassment shall tell the offending person that his or her actions are inappropriate and offensive. The employee shall document all incidents of harassment in order to provide the fullest basis for investigation. If a person feels that he or she has experienced or witnessed harassment, he or she shall notify either the supervisor or department head. If the person involved in the harassment is the supervisor or department head, the employee shall report the situation to the Judge/Executive or the constitutional officer who governs the agency. If the person involved in the harassment is the Judge/Executive or the constitutional officer who governs the agency, the employee shall report the situation to the County Attorney. Reports are to be made as soon as practicable within 24 hours, and preferably in writing. Oral reports, however, shall also be taken in the case of unusually sensitive circumstances.

   (B)   The county’s policy is to investigate all complaints. To the fullest extent practicable, the county shall keep complaints and the terms of their resolution confidential. If an investigation confirms that harassment has occurred, the county will take corrective action and disciplinary action in accordance with the nature and extent of the offense. Except as set forth in § 34.024, the county prohibits retaliation against any employee bringing a claim of sexual harassment.

(2001 Code, § 31.023) (Ord. passed 1-14-2000)

§ 34.024 FALSE ACCUSATIONS POLICY.

   While the county does not want to stifle an employee’s right to bring good faith complaints of harassment or sexual harassment in any way, the county also recognizes that false accusations of harassment and sexual harassment can have a serious effect on innocent men and women. Accusations which, after investigation, are determined to be intentionally false, or otherwise malicious in intent may result in appropriate disciplinary action against the accuser.

(2001 Code, § 31.024) (Ord. passed 1-14-2000)

§ 34.025 EMPLOYEE INQUIRY PROCEDURE.

   The county encourages any employee to raise questions he or she may have regarding the harassment or sexual harassment policy with his or her immediate supervisor, department head or the Judge/Executive.

(2001 Code, § 31.025) (Ord. passed 1-14-2000)

EMPLOYMENT PROCESS

§ 34.040 ANNOUNCEMENT OF POSITION.

   (A)   Announcement of a position shall include such information as to where to apply, deadlines for application, the title and pay ranges for the position, summary of duties of the position and the position qualifications required. All written announcements of a position shall contain the following statement: “An Equal Opportunity Employer M\F\D.”

   (B)   Announcements for newly established or existing positions shall be made public in a newspaper of general circulation in the area. The county’s work force shall be notified by posting of job vacancies or newly established positions in a conspicuous place to which all employees have access. Employees’ requests for consideration for the positions shall be made to the Judge/Executive or appropriate constitutional officer in writing.

(2001 Code, § 31.035) (Ord. passed 1-14-2000)

§ 34.041 APPLICATIONS.

   (A)   Official application forms supplied by the county and completed by the applicant shall require legally authorized:

      (1)   Information about the applicant’s training and experience;

      (2)   References and signed release form; and

      (3)   Whatever additional information is required for an evaluation of the applicant’s fitness for the position for which he or she applies.

   (B)   Each application shall be reviewed by the Judge/Executive or appropriate constitutional officer and other persons as deemed appropriate.

   (C)   No person may be appointed to a position unless verified information on an official application form indicates that the person meets the required qualifications set forth in the position description for the position.

   (D)   All application forms filed with the county shall be kept by the executive authority, or his or her designee, for the time required by law.

   (E)   All applicants shall be given a copy of the position description describing the job requirements and necessary qualifications.

(2001 Code, § 31.036) (Ord. passed 1-14-2000)

§ 34.042 APPOINTMENTS.

   (A)   There are four types of appointments.

      (1)   Introductory.

         (a)   The first 90 days of service in a position to which an employee has been appointed, promoted, re-employed or reinstated shall constitute an introductory period. At the end of the introductory period, a written evaluation shall be given to the employee by his or her supervisor. A copy of the evaluation shall be placed in the employee’s personnel file. Upon successful completion of the introductory period, the employee shall receive regular status.

         (b)   If, at any time during the introductory period, the appointing authority determines that the services of the employee have been unsatisfactory or are no longer needed, an employee may be separated from his or her position without the right of appeal or a hearing.

      (2)   Full-time. After successful completion of an introductory period, full-time appointments are made on a full-time basis, to full-time established positions, for an indefinite period.

      (3)   Part-time. Appointments may be made on a part-time basis, to part-time positions, for an indefinite period.

      (4)   Temporary. Temporary appointments are made on a full-time or part-time basis, to a temporary or regularly established position, for a specified period of time not to exceed six months, unless otherwise approved by the Fiscal Court.

   (B)   Full-time employees who have successfully completed their introductory period shall be entitled to all benefits as provided in these policies. Part-time or temporary employees shall not be entitled to any benefits unless otherwise stated in these policies.

   (C)   In determining the qualifications of an applicant for a position, the county may consider one or more of the following:

      (1)   Information the applicant supplies on an application form prescribed and supplied by the county;

      (2)   Written, performance or post job offer physical examinations;

      (3)   Interviews;

      (4)   Information and evaluations supplied by the references whom the applicant identifies on the application form; and

      (5)   Other appropriate means.

   (D)   All persons who qualify for an appointment to a position of a particular classification shall be considered by the executive authority for appointment. No person may be appointed to a position unless verified information on an official application form indicates that the person has the desired qualifications set forth in the position description.

   (E)   All county employees shall be appointed and removed by the Judge/Executive, with approval of the Fiscal Court, unless they are employees appointed pursuant to the authorities granted to the Judge/Executive by KRS 67.711(1). Employees of county constitutional offices shall be appointed and removed by the appropriate constitutional officer.

(2001 Code, § 31.037) (Ord. passed 1-14-2000)

§ 34.043 ORIENTATION OF NEWLY EMPLOYED PERSONNEL.

   (A)   An orientation shall be made available to all new employees by their supervisor as soon as possible after their first day of employment.

   (B)   The orientation shall consist of the following elements:

      (1)   Explanation of the purpose and goals of the county;

      (2)   Overview of the county’s history, structure and operations;

      (3)   Overview of management policies and procedures; and

      (4)    Other elements deemed appropriate.

   (C)   A copy of the county’s personnel policies and procedures shall be kept at each work station. Employees shall be expected to be familiar with the contents of these policies, and are encouraged to discuss any questions with their supervisor or the personnel officer.

(2001 Code, § 31.038) (Ord. passed 1-14-2000)

§ 34.044 PERSONNEL RECORDS.

   (A)   A personnel file shall be maintained for each county employee by the executive authority or his or her designee. All changes in the status of employees shall be recorded in these files, which shall be retained and maintained in accordance with applicable state and federal laws.

   (B)   The file shall contain:

      (1)   The employee’s name, address and telephone number where the employee may be reached;

      (2)   Position title;

      (3)   Hiring date;

      (4)   Departmental assignment;

      (5)   Salary;

      (6)   All changes in status as a county employee;

      (7)   Documented compliance with labor standards and EEO requirements;

      (8)   Performance appraisals and evaluations;

      (9)   Commendations and disciplinary memoranda; and

      (10)   Whatever additional information this chapter, other governing laws or the county requires.

   (C)   Employee medical records of a confidential nature shall be maintained separately from other employee files.

   (D)   Personnel records of the county shall be public records, as defined and controlled by the appropriate state statutes. They shall be retained in accordance with the retention schedules adopted by the State Archives and Records Commission.

(2001 Code, § 31.039) (Ord. passed 1-14-2000)