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(A) The county shall require all new hires for grant-funded positions to sign a statement acknowledging the conditions of the grant funding at the time of initial employment.
(B) The statement of acknowledgment shall be in substantially the following form:
I, , acknowledge the circumstances and the requirement of the grant-funded position which I hereby accept; and further, I understand that if the grant is reduced or discontinued, the position which I fill could be abolished, subject to the decision of the Will County Board.
(1980 Code, § 36.31) (Res. 90-251, adopted 11-15-1990)
(A) The County Board agrees to accept the obligation due State Municipal Retirement Fund for the omitted service employer contributions payable through future employer contribution rates and to accept the charges for employer and employee Social Security taxes if the taxes have not been paid on the omitted service earnings.
(B) Further, the authorized agent is hereby authorized and directed to file a certified copy of this section and all other pertinent forms and documents with the State Municipal Retirement Fund.
(1980 Code, § 36.32) (Res. 90-75, adopted 4-19-1990)
The following sexual harassment policy is hereby established for all employees of county government.
(A) It is illegal, and against the county’s policy, for any worker, male or female, to harass another worker by making unwelcome sexual advances or favors, or other verbal or physical conduct of a sexual nature, a condition of employment; by using a worker’s submission to or rejection of the conduct as the basis for or a factor in any employment decision affecting the individual; or be creating an intimidating, hostile or offensive work environment by engaging in the conduct.
(B) The creation of an intimidating, hostile or offensive work environment may include the actions as persistent comments on a worker’s sexual preferences, or the display of obscene or sexually oriented photographs or drawings. Conduct or actions that arise out of a personal or social relationship and that are not intended to have a discriminatory effect on employment may not be viewed as harassment. The employer will determine whether certain conduct constitutes sexual harassment, based on a review of the facts and circumstances of each situation.
(C) The county will not condone any sexual harassment of employees. All workers, including supervisors, will be subject to severe discipline, including discharge, for any sexual harassing behavior.
(D) Any employee who feels victimized by sexual harassment should immediately report the alleged harassment to his or her supervisor. If the first-line supervisor is the source of the alleged harassment, the employee should report the problem to the supervisor’s superior.
(E) Supervisors and managers who receive a sexual harassment complaint should carefully investigate the matter, questioning all employees who may have knowledge of the alleged incident or similar problems. Both the complaint and the investigative steps and findings should be documented as thoroughly as possible.
(F) Employees who are dissatisfied with an investigating supervisor’s resolution of a sexual harassment problem may file a complaint in accordance with established grievance procedures.
(G) No employee will be subject to any form of retaliation of discipline for pursuing a sexual harassment complaint.
(1980 Code, § 36.33) (Res. 93-176, adopted 7-15-1993)
The County Board adopts a cafeteria plan, within the meaning of § 125 of the Internal Revenue Code, substantially in the form attached hereto (the 125 Plan) to permit employees of the county to pay with per-tax dollars their share of the Health Care Coverage under the County Health Benefit Plan.
(1980 Code, § 36.34) (Res. 95-302, adopted 12-21-1995)
The County Board does hereby elect to include as earnings reportable to State Municipal Retirement Fund compensation paid under an Internal Revenue Code § 125 Plan, and/or compensation directed into a premium conversion plan or flexible spending account effective retroactively to January 1, 1996.
(1980 Code, § 36.35) (Res. 96-37, adopted 2-15-1996)
(A) Before awarding any position, the County Human Resources Department will conduct the following post-offer pre-employment background checks on all incumbents: Social Security verification, prior employment verification, education verification, residence verification, fingerprint criminal background investigation (local, state and federal), sexual offender database search and drug screening.
(B) In addition, candidates for designated positions may also be subject to the following additional types of checks depending on the requirements of the position: post-offer pre- employment physical, motor vehicle record, professional reference checks and professional licensing check.
(C) All offers are contingent on the successful outcome of all post-offer pre-employment screening.
(D) The county will adhere to all the requirements of the Fair Credit Reporting Act and, in determining whether conviction of a criminal offense will disqualify an applicant for a particular position, the following factors will be considered:
(1) The nature of the offense and its relationship to the position;
(2) The degree to which the applicant has been rehabilitated; and
(3) The length of time elapsed since conviction.
(1980 Code, § 36.36) (Res. 06-223, adopted 5-18-2006)
(A) Pursuant to ILCS Ch. 40, Act 5, § 7-139, the County Board elects to allow service credit to members who served in the armed forces of the United States for up to four years of service, prior to their participation in the State Municipal Retirement Fund.
(B) This section shall not be limited to a specific military operation.
(1980 Code, § 36.37) (Res. 07-417, adopted 10-18-2007)
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