(A) Political activities.
(1) Employees may fully and freely associate themselves in organizations of their own choosing, except those organizations whose purpose is the violent overthrow of the government of the United States, the State of South Carolina or any of its political subdivisions. In addition, supervisory employees may not join or support labor organizations that accept to membership subordinates of such supervisors.
(2) In other county elections, no employee shall:
(a) In other elections, no employee shall engage in political activity or display campaign materials while on county work time, in county work places, or in county-issued uniforms or vehicles;
(b) Be required as a duty of his or her office or a condition of his or her employment, promotion or tenure to contribute to, solicit for or act as custodian of funds for political purposes; or
(c) Coerce or compel contributions by any other employees for political purposes.
(3) Restrictions on employees in departments where federal funds are used may be more stringent. Employees should refer to the provisions of the Hatch Act which is available in the personnel office.
(4) In circumstances involving real or potential conflicts, employees who run for public office may be placed on an unpaid leave of absence until after the election. An employee elected to public office may be terminated, depending upon his or her position with the county and the position to which he or she is elected. For purposes of this policy, an employee is considered a “candidate for public office” as soon as he/she begins actively campaigning for nomination or election, or when he/she files for candidacy, whichever comes sooner.
(B) Accepting gifts and gratuities. County employees must comply with the State Ethics Act. County employees or departments may accept gifts not exceeding $25 per day or $200 per year. Employees shall not accept any gift, favor or item of value that may tend to influence them in the discharge of their duties. County employees shall be fair and impartial in their dealings with any person, firm or corporation which may be interested directly or indirectly in business dealings with the county.
(C) Statement of economic interests. The South Carolina Ethics Act requires a statement of economic interests to be filed by the following officials and employees no later than April 15 of each year:
(1) All elected officials;
(2) County Manager;
(3) Chief finance officer;
(4) Chief purchasing official; and
(5) All members of the judiciary.
(D) Conflict of interest. The South Carolina Ethics Act requires a public official or employee to remove himself or herself from possible conflict of interest, actions or decisions. Business dealings with a governmental agency can take place only after:
(1) Public disclosure of the possible conflict of interest;
(2) Public notice and competitive bidding when that is the normal contract award process; and
(3) Complete removal of the interested official or employee from the agency’s decision making process.
(E) Whistleblower policy. The county is committed to maintaining a workplace where employees are free to raise good faith concerns regarding the county’s business practices. Employees are encouraged to report suspected violations of the law; to identify potential violations of policy; and to provide truthful information in connection with official inquires and investigations.
(1) The county prohibits retaliation, including harassment, intimidation, adverse employment actions, or other form of retaliation against employees who in good faith raise suspected violations of law, cooperate in inquires or investigations, or identify potential violations of county policy.
(2) Reports of suspected violations should be reported to your supervisor or to a higher level in your chain of command. Complaints against the County Manager should be made to the chairperson of Council. Complaints against the Council chairperson should be made to the vice-chairperson. Complaints against Council members should be made to the Council chairperson. Complaints may also be reported directly to human resources. Supervisors and managers who receive complaints of or become aware of issues should immediately contact human resources.
(3) Reports of suspected violations of law or policy and reports of retaliation will be investigated promptly and in a manner intended to protect confidentiality. The County Manager or his/her designee will manage such investigation, and may request the assistance of others within the organization, counsel, or outside parties as deemed necessary. Investigatory procedures may vary from case to case depending upon the circumstances. Employees that intentionally file false reports of wrongdoing may be subject to disciplinary action up to and including termination.
(4) In order to avoid misunderstandings, complaints made to members of management or to human resources must involve completion of a complaint report, summarizing the allegations and listing any witnesses. Human resources will provide a copy of this initial complaint report to the employee. These reporting procedures are intended to establish a clear record of what has been reported.
(F) Employees service on county boards or commissions. Employees and/or volunteers may not serve on any board or commission that receive funding from York County government and is related in any way to the position or department in which they are employed, unless service is through express ex officio position, or otherwise expressly designated by statute, regulation, ordinance, or by virtue of required composition of non-profit boards.
(‘77 Code, § 13-47) (Ord. 1584, passed 9-17-84; Am. Ord. 5288, passed 10-17-88; Am. Ord. 1214, passed 5-5-14; Am. Ord. 3918, passed 8-20-18)