(A) The Culture and Heritage Commission shall adopt policies and procedures relating to purchasing, the acquisition and disposal of commission collections, conflicts of interest and freedom of information not inconsistent with the general law and statutes of the state and the ordinances and policies of the county. The Commission shall also adopt and use county ordinances, practices and procedures relating to the submission, approval and management of an annual line item budget, transfers of funding between budget line items and authorization of expenditures and other financial transactions involving budgeted funds as if the commission were an internal county department, unless a written exception has been approved by the County Council. With respect to personnel practices, policies and procedures, the provisions of Chapter 33 of this code shall apply to the Culture and Heritage Commission, unless a specific written exception has been approved by the County Council.
(B) As a first written exception and in order clarify the application of Chapter 33 to the Culture and Heritage Commission and thereby facilitating personnel administration in day-to-day operations and maintaining chain of command throughout the Culture and Heritage Commission, wherever the title/words of “County Manager” appear in the reading of Chapter 33, with certain specified exceptions, the title/words “Executive Director of the Culture and Heritage Commission” shall be substituted. This written exception provision shall not apply to §§ 33.026(B)(5); 33.027; 33.046(C)(2); and 33.080.
(C) CHC Whistleblower Policy.
(1) This policy replaces § 33.046(E) for employees of the CHC.
(2) 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.
(3) The county prohibits retaliation, including harassment, intimidation, adverse employment actions, or other forms 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.
(4) Reports of suspected violations should be reported to your supervisor or to a higher level in your chain of command. Complaints against the Executive Director should be made to the Chairman of the Cultural and Heritage Commission. Complaints against any Commission Members should be made to the County Council Chairman. 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.
(5) 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 Executive Director 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.
(6) 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. You should be sure to get a copy of this initial complaint report. These reporting procedures are intended to establish a clear record of what has been reported.
(‘77 Code, § 11-40.5) (Ord. 6797, passed 10-20-97; Am. Ord. 3403, passed 11-3-03; Am. Ord. 611, passed 5-2-11; Am. Ord. 2715, passed 7-20-15)