HomeMy WebLinkAboutC.054.93011_0936 (2)job, workplace violence, or being under the influence or the use of
alcoholic beverages or controlled substances while at work or
performing work for the County.
The employee works some of the workweek and spends the remainder
of the workweek on temporary military leave — short-term training
periods for reservists or members of the National Guard The
amount of military pay the employee receives may be used to offset
the salaryfor that particular workweek.
If an exempt employee believes an improper deduction has been Horde from his/her salary,
ire following procedure should be followed:
L Notify your immediate supervisor or human resources of the deduction and reason
you believe it was made in error.
1. Pay and other records necessary to determine if the deduction was improper wilt be
reviewed
3. If it is determined that the deduction was improper, the County will reimburse the
employee as promptly as possible, but in no case longer than two pay periods from
the idenddfuaden ofdee problem.
4. The resolution of the situation wilt be docurrrented, including confumatdon on the
part of the employee that the situation has been resolved, and placed with the
employee's pay records.
S. The county wgl take appropriate steps to identify the cause of the improper
deduction and prevent a recurrence in the future
Section 16. Payroll Procedure
CHANGE: REVISES LANGUAGE TO REFLECT CURRENT METHOD OF PAY.
All employees shall be paid on a meow bi-weekly basis on the lost ealeadw day of the
me atb every. other Friday. It payday &W on a Seanday,
be poW on the log weiking day befen the non wefk day- If payday falir on a holiday,
employees wig be paid on the payday/holdday if the Federal Reserve is open. Should the
Federal Reserve be closed, employees wdll be paid on the Thursday prior to the holiday.
ARTICLE IV. RECRUITMENT AND SELECTION
Section 1. Statement of Equal Employment Opportunity
CHANGE: REVISION PUTS MORE EMPHASIS ON FAIR TREATMENT IN
RECRUITMENT AND HIRING.
It is the policy of the county to maintain a systematic, consistent recruitment program, to
promote equal employment opportunities, and to identify and attract the most qualified
applicants for employment with the county. Tka cormrnd Ment includes a mandate to
promote and afford fair treatment to all persons seeking employment or currently employed
to assure equal employment Wportumity based on ability and frhress regardless of ram
religion, color, aw4 national origin, sex, age, pogdcd affiko ion, or komdicapphrg condom.
This policy is to be achieved by announcing all position vacancies, evaluating all applicants
using the same job-related criteria, and by applying testing methods (when applicable)
through the local Job 4owieo Employment Security Commission office. Selection doolisiono
Section 2. Recruitment
CHANGE: EXPANDS RESPONSH3HdTY REGARDING PROCEDURES AND
ASSISTING DEPARTMENTS WITH EEOC REQUIREMENTS.
Responsibility of the Fosennol Human Resources Director
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