Okaloosa County BOCC — August 18, 2015 — Human Resources Policy Manual Proposed Changes 8-18-15 — reading text

CHAPTER VI – COMPENSATION PLAN Section B – Market Adjustment (Optional) The market adjustment is the component that is used to ensure that the salary structure is adjusted equally across-the-board to reflect changes in the wage index. Two (2) considerations dictate whether or not a wage adjustment will be administered: changes in the wage index based upon references such as the Bureau of Labor Statistics (BLS), and the budgetary constraints of the County. Each year, the Board shall vote on the applicability and ability of Okaloosa County to apply a wage adjustment(s) to the salary structure. When applicable and when funds are available, an percentage increase will be applied equally to all ranges, and may be applied equally to all employee salaries. Section D – Starting Rates for New Employees 1) In most cases, a new employee shall be paid the minimum rate of pay for the position. Exceptions may be granted upon the written prior approval of the department director and the Human Resources Director. 2) The minimum rate for each position is based upon the assumption that a new employee meets the minimum qualifications stated in the class specifications. In the event that qualified applicants cannot be located for a given position, consideration should be given to establishing a new position at a lower grade that will reflect lower level duties and corresponding lower entrance requirements. 3) If a selected candidate exceeds the minimum qualifications stated in the class specification and will not accept appointment at the minimum rate for the position, the candidate may be appointed at a higher rate up to ten percent (10%) above the minimum of the salary range upon the written approval of the department director and the Human Resources Director. Appointments up to the mid-point 75th percentile of the salary range may be authorized by the County Administrator. These cases should be thoroughly analyzed and measured against objective qualification standards including, but not limited to, related job experience, educational background, comparable market data, internal salary equity, available resources, and Federal Wage and Hour laws. Consideration should be given to review and compare the salaries of employees in similar positions. In addition, every effort should first be made to recruit a qualified employee who will accept appointment at the minimum rate for the position. Section F – Promotional Increases 1) Policy When an employee is promoted to a position in a higher grade, the employee’s salary will increase at least to the minimum or hiring salary of the new grade. If an employee is at or above the minimum salary, a maximum of a ten percent (10%) increase may be authorized by the department director and the Human Resource Director. Promotions up to the mid- point 75th percentile of the salary range may be authorized by the County Administrator. 2) Procedures for Determining Promotional Increase  a) After a thorough analysis of internal equity and measurement against objective qualification standards, the department director will recommend the amount of the promotional increase within the standards stated in this policy. b) Final approval for all promotional increases must be made by the Human Resources Director or the County Administrator, with recommendations from the department director. c) The decision regarding a promotional increase shall reflect the promoted employee’s experience and qualifications in comparison with other employees’ backgrounds in the same job. CHAPTER VII – EMPLOYMENT, VACANCIES AND PROMOTIONS/TRANSFERS Section A – Announcing of Vacant Positions 2) External Job Vacancy Bulletins a) If the position is not filled with a qualified county employee, the department director will advise the Human Resources Department and the Human Resources Department will post and distribute a job vacancy bulletin for a minimum of seven (7) working days, to recruit qualified applicants. b) If the same position has been externally recruited for within the prior six (6) months, the department director may elect to forego a current external posting of the vacancy and select a qualified applicant from the prior group or groups of qualified applicants. c) The Human Resources Department will coordinate additional outside advertising (i.e., newspapers, trade journals, civil rights organizations, etc). d) After the final date to apply, the apparently qualified applications will be referred to the department and applicants claiming veteran’s preference will be identified to ensure appropriate preference is given. e) Background and reference checks will be conducted on all prospective employees. f) When there are more than three (3) applicants, atAt the close of all interviews, the department director shall advise make a recommendation to the Human Resources Director of their first three (3) choices when possible and explain the criteria and basis for their selection. The Human Resources Director will examine the department’s selections and recommend a decision based on the overall requirements and goals of the Human Resources Policy of Okaloosa County. When the department director and the Human Resources Director do not concur in their recommendations, the County Administrator will review the recommendations and make a final decision. CHAPTER XXIII – DRUG-FREE WORKPLACE POLICY Section C – Substance and Alcohol Misuse Policy DOT FTA – For Employees Performing Maintenance on Revenue Service Vehicles or Equipment (Revised: August 7, 2007August 18, 2015) 6) Enforcement a) Consequences for Policy Violation iii) Refusal to be Tested If an employee refuses to be tested, he/she will be subject to disciplinary action up to and including discharge. The following actions constitute a refusal to be tested by a safety-sensitive employee: (1) Failure to appear for any test within a reasonable time, as determined by the County, after being directed to do so by the County; (2) Failure to remain at the testing site until the testing process is complete; (3) Failure to provide a urine or breath specimen for any drug or alcohol test required by FTA regulations; (4) In the case of a directly observed or monitored collection in a drug test, failure to permit the observation or monitoring of your provision of a specimen; (5) Failure to provide a sufficient amount of urine or breath when directed, and it has been determined, through a required medical evaluation, that there was no adequate medical explanation for the failure; (6) Failure or decline to take a second test the County or collector has directed you to take; (7) Failure to undergo a medical examination or evaluation, as directed by the MRO as part of the verification process, or as directed by Okaloosa County as part of the "shy bladder" procedures; (8) Failure to cooperate with any part of the testing process (e.g., refusal to empty pockets when so directed by the collector, behaving in a confrontational way that disrupts the collection process) or verbal or written refusal to provide a required urine specimen; (9) Failure to refrain from consuming alcohol within eight (8) hours following involvement in an accident without first having submitted to post accident/drug/alcohol tests; (10) Failure to remain at the scene of an accident prior to submission to drug/alcohol tests without a legitimate explanation; (11) Providing false information in connection with a drug test, or if verified to have falsified test results through adulteration, or substitution of a urine specimen; (12) Failure or refusal to sign Step 2 of the Alcohol Testing Form.; (13) For an observed collection, failure to follow the observer's instructions including but not limited to raising clothing above the waist, lowering clothing and underpants, and to position oneself so as to not allow the observer to determine if there is any type of prosthetic or other device that could be used to interfere with the collection process; (14) Possessing or wearing a prosthetic or other device that could be used to interfere with the collection process; (15) Admiting to the collector or MRO that the specimen had been adulterated or substituted.