18-0636 A1 - Additional Documentation - Draft Redlined Personnel Administration Program (2) (Amended Before Passed)

PERSONNEL ADMINISTRATION PROGRAM
Chapter 120
Personnel Administration Program
Part 1
Policy and Procedures
Article I
In General
Section 120. 010 Personnel Administration Established.

Ord. No. 11- 0218 §§ 1- 2, 6- 18- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The Jefferson County, Missouri, Council hereby approves and establishes the Jefferson
County Personnel Administration Program as recommended by the County Employees
Merit System Commission.
B. In accordance with the Home Rule Charter of Jefferson County, Missouri, Part 1 of the
Jefferson County Personnel Administration Program established by this Section shall
apply to all County employees_, except those designated as exempt by the Home Rule
Charter of Jefferson County, Missouri, Employees of the Sheriffs Department shall be
subject to such additional policies and procedures governing their employment, conduct,
discipline and termination of employment as promulgated by the Sheriff that meet the
standards for accreditation of the Department of the Sheriff by the Commission on
Accreditation for Law Enforcement Agencies, Inc., or any successor or comparable
organization or body that is recognized generally in the United States as an organization
providing accreditation of a similar or better quality.
Article II
Employment Policies
Section 120. 020 Equal Employment Opportunity Policy

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. It is the policy of Jefferson County to provide equal employment opportunity to all

employees and applicants for employment without regard to race, color, religion, sex,
national origin, age, disability, or status as a Vietnam era or special disabled veteran
in accordance with applicable Federal law. In addition, it is the policy of the County
to comply with all applicable State and local laws governing non-discrimination in
employment in each locality in which it has employees.
2. This policy applies to all terms and conditions of employment including, but not
limited to, hiring, placement, promotion, termination, recall, transfer, leaves of
absence, compensation and training. Employment decisions are based on individual
merit, ability and related performance.
3. It is the responsibility of each Elected or Appointed County Officer to create an

atmosphere free of discrimination and harassment, sexual or otherwise. In addition, it
is the responsibility of each employee to respect the rights of coworkers, citizens and
visitors to our facilities.
4. In support of this policy, Jefferson County expressly prohibits any form of employee
harassment based on race, religion, sex, national origin, age, disability or an
individual's status in any class protected by Federal, State or local law. Improper
interference with the ability of our employees to perform their expected job duties
will not be tolerated.
a. Specifically, with respect to sexual harassment, the County prohibits:
1) Unwelcome sexual advances;
2) Requests for sexual favors; and
3) All other verbal or physical conduct of a sexual or other offensive nature

where:
a) Submission to such conduct is made either explicitly or implicitly a term

or condition of employment;
b) Submission to or rejection of such conduct by an individual is used as a

basis for employment decisions affecting such individual; and/or
c) Such conduct has the purpose or effect of unreasonably creating an

intimidating, hostile or offensive working environment.
5. Other forms of harassment, such as, but not limited to, verbal, physical, or visual
actions based on race, creed, disability, color, age, religion, national origin, gender,
ancestry, political affiliation, political activity or lack thereof, and union membership
or non -membership, which has the effect of creating an intimidating, hostile, or
offensive work environment is not acceptable behavior.
6. Jefferson County discourages Elected or Appointed County Officers from dating any
subordinate. Such relationships can be disruptive to the work environment, create a
conflict of interest or the appearance of a conflict of interest, and lead to charges of
favoritism, discrimination, and claims of indirect sexual harassment.
7. The Department of Justice requires all entities applying for Federal grants to develop
an Equal Employment Opportunity Plan ( EEOP) Short Form. A copy of the County's
plan is available from the Human Resources Office on request.
B. Procedure.
1. If an employee experiences any job -related harassment or believes he/ she has been
treated in an unlawful discriminatory manner, he/ she should promptly report the
matter to the Human Resources Manager.
2. Upon receipt of a complaint, the Division of Human Resources will undertake an

investigation ensuring confidentiality to the maximum extent possible. The Division
will conduct its investigation under the direction of the County Executive, the County
Counselor and the Director of Administration to protect the investigation file to the
maximum extent possible under the attorney -client privilege.
3. The Human Resources Manager will ensure that statements of the complainant,
alleged offender and all witnesses are documented thoroughly and that the
investigation is conducted in a thorough, objective manner and is considerate of the
rights and emotions of all of the parties involved.
4. The investigation should be private and confidential to the greatest extent possible.
However, no employee is to be promised strict or absolute confidentiality.
5. At the conclusion of the investigation by the Division of Human Resources, in

conjunction with the Director of Administration, County Counselor, and the Elected
or Appointed County Officer by which the alleged offender is employed, an
appropriate course of action with respect to the alleged offender will be determined.
Disciplinary action up to and including termination will be imposed if the
investigation reveals that an individual is guilty of harassment or discrimination.
6. Any form of retaliatory action against any employee for fling a bona fide complaint
under this policy or for assisting in a complaint investigation is expressly prohibited.
If, after investigating any complaint of harassment or unlawful discrimination, the
County determines that the complaint is not bona fide or that an employee has
provided false information regarding the complaint, disciplinary action up to and
including termination may be taken against the complainant or the individual
falsifying information.
Section 120. 030 Affirmative Action Policy.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Jefferson County will identify and analyze all areas of its employment process so as to
further the principles of equal employment opportunity. Employment decisions in all
areas will be made in accordance with any agreements with bargaining unit employees,
where applicable, and on the basis of furthering the objective of equal employment. The
County will contact known sources of potential minority, women, disabled, and Vietnam
era and special disabled veteran applicants so as to maximize the participation of such
applicants.
B. The recruitment, hiring, termination, training, layoff and recall of all personnel will be
accomplished without discrimination against any individual with regard to race, color,
religion, sex, national origin, age, disability, or status as a Vietnam era or special disabled
veteran or any individual's status protected by applicable State or local law.
C. Should reduction in the County's work force become necessary, any reduction in force
will be based on non- discriminatory factors, including the bona fide seniority provisions
of any agreements with an employee bargaining unit.
D. Jefferson County will administer the County's benefit plans, including, but not limited to,
retirement, pension, disability and insurance benefits, in a non- discriminatory manner
consistent with the Office of Federal Contract Compliance Programs ( OFCCP)
regulations and other Federal equal employment laws.
Section 120. 040 Americans with Disabilities Act Employment Policy.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. It is the policy and practice of Jefferson County to comply with the Americans with
Disabilities Act and ensure equal opportunity in employment for all qualified persons
with disabilities. Jefferson County is committed to ensuring non- discrimination in all
terms, conditions and privileges of employment. All employment, practices and activities,
whether provided or conducted by Jefferson County or another entity on the County's
behalf, will be conducted on a non-discriminatory basis.
B. Pre -employment inquiries are made only regarding an applicant' s ability to perform the
duties of the position. Pre -employment physical examinations are required only for those
positions in which there is a bona fide job -related physical requirement, and are given to
all persons entering the position only after conditional job offers. Medical records will be
kept separate and confidential.
C. Reasonable accommodation is available to all employees and applicants. All employment

decisions are based on the merits of the situation in accordance with defined criteria, not
the disability of the individual.
D. Jefferson County is committed to taking all other actions necessary to ensure equal
employment opportunity for persons with disabilities in accordance with the Americans
with Disabilities Act and all other applicable Federal, State and local laws.
Section 120. 050 Hiring Policy.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. It is the policy of Jefferson County to provide equal opportunity to all employees and
applicants for employment, regardless of any individual' s race, religion, sex, national
origin, age, disability or any other protected class status.
2. Jefferson County will comply with all Federal and State laws and will make the
necessary and reasonable accommodations for the individuals participating in the
application and
hiring process. The County will make reasonable accommodations for
qualified employees/ candidates who have disabilities that do not restrict their abilities
to perform the essential functions of the position.
3. The Division of Human Resources is responsible for soliciting qualified applicants

through the most appropriate means available.
4. Jefferson County believes in considering employees for promotional opportunities and

has established a job -posting program to provide all qualified employees with an
opportunity to apply for positions in which they are interested and qualified.
5. Vacancies below the position of Division Manager shall be posted for a minimum of
five ( 5) working days and may be posted for a longer period of time if the Human
Resources Manager or the elected or appointed County Officer feels additional time
shall be needed to attract a sufficient number of qualified applicants.
6. Positions may be posted internally and externally. The internal and external postings
may be done concurrently. If advertised to the general public, notice may be placed in
a newspaper of general circulation in Jefferson County and may be placed in other
major newspapers, professional journals, vocational rehabilitation and other
publications to attract qualified candidates.
7. The Director of Administration or his/ her designee must coordinate the acquisition of
information regarding applicants for all positions of employment within the County
government and forward such information to the Elected or Appointed County Officer
for hiring selection.
8. The Director of Administration must certify all additions, deletions and changes in
payrolls of the County Employees Merit System participants.
9. Applications for employment will be made on forms approved by the Director of

Administration. Applications may require information concerning personal
characteristics, education, experience, references and other pertinent information
related to the position. The applicant, attesting to the accuracy, truthfulness and
completeness of the information provided, will sign all applications. The Elected or
Appointed County Officer and the Director of Administration shall retain the right to
request documentation and verification of pertinent information, such as education,
experience and other claims by the applicant.
10. The Home Rule Charter of Jefferson County, Missouri, mandates that applicants for
County employment or promotion must meet minimum standards for their position.
B. Procedure.
1. The position announcement shall include the position classification title, the pay
range, a summary of the position description, the minimum necessary qualifications,
an equal opportunity statement, an Americans with Disabilities Act statement, a
deadline by which applications must be received in order to assure consideration, or
notice that applications shall be received until further notice and any other
information deemed appropriate.
2. A member of the Human Resources staff will collect and track all applications
submitted.
3. The Human Resources Manager will evaluate and select for interview qualified
internal candidates who complete the internal job application form and forward the
names of those candidates to the appropriate Elected or Appointed County Officer.
4. For each position, all interviewed candidates shall be asked the same questions ( to
ensure compliance with Federal, State and any other applicable laws). The questions
shall be reviewed by the Human Resources Manager prior to the scheduled

interviews.
5. Applications of external candidates will be forwarded to the Elected or Appointed

County Officer, after being reviewed by the Human Resources Manager to determine
if minimum standards for the position are met by the applicant.
6. After a candidate has been selected, the Elected or Appointed County Officer will
submit the requested change in payroll to the Director of Administration.
7. An offer of employment will be extended to the candidate by the Elected or

Appointed County Officer after the certification in the change in payroll and
contingent upon successfully passing a post -offer, pre -employment medical
examination, drug screening, a criminal background check and completing all other
facets of the County's pre -employment screening process to the satisfaction of the
County. All applications will be returned to Human Resources for filing
8. Human Resources will contact all candidates who have been interviewed and not
selected to inform them of the decision.
9. All new hires will report to the Department of Administrative Services, Human
Resources Manager, prior to commencing employment.
10. The Human Resources Manager will ensure that all pertinent paperwork is completed,
applicable policies are reviewed, benefit booklets issued, benefit programs reviewed
and any questions answered.
Section 120. 060 Employment of Relatives, Domestic Partners, and Significant Others.
Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. It is necessary that the County exercise sound judgment in the hiring and placement of
employees who are closely related, reside together as domestic partners, or are
involved in relationships due to the potential conflicts of interest in the working

environment. Under no circumstances is an employee to be placed in a position where
he or she is supervising or being supervised by a relative, domestic partner, or
significant other.
2. Decisions regarding the hiring and placement of relatives, domestic partners, and
significant others will be made by the County in a non- discriminatory manner on the
basis of business necessity and in accordance with applicable law. No relative,

domestic partner, or significant other of an employee will be hired to work within the
same department or in any other position in which the County believes a conflict or
the appearance of a conflict of interest may exist.
3. Any Elected or Appointed County Officer employee who, by virtue of his/her office
or employment, names or appoints to County employment any relative within the
fourth degree, by consanguinity or affinity, shall thereby forfeit his/her office or
employment ( Article VII, § 6, of the Missouri Constitution).
B. Definitions. As used in this Section, the following terms shall have these prescribed
meanings:
DOMESTIC PARTNERS
Individuals who reside in the same household and are involved in a committed
relationship, but who are not legally married.
RELATIVES
For purposes of this policy, a " relative"is defined as a spouse, child, parent, sibling,
grandparent, grandchild, aunt, uncle, first cousin, corresponding in-law, or step relation.
SIGNIFICANT OTHERS
Individuals who are dating or engaged to be married but may or may not reside together.
C. Procedure. The following procedure will apply when employees in supervisory -

subordinate relationship or employed in the same depai tiiient marry while employed,
reside in the same household as domestic partners, or become involved as significant
others:
1. The transfer, at the earliest practicable time, of one ( 1) of the employees to a separate
department or facility will resolve the situation. The transfer will be voluntary when
possible.
2. When a voluntary transfer is not possible, the Director of Administration, in

conjunction with the Elected or Appointed County Officer, will make the decision
based on business needs and the availability of candidates to fill either position.
3. Reasonable effort will be made to place transferred employees into positions that are
similar in terms of pay and status.
Section 120. 070 through Section 120. 090. ( Reserved)
Article III
Compensation Policies
Section 120. 100 Pay Practice.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Jefferson County will comply with the Fair Labor Standards Act ( FLSA). Copies of
FLSA regulations are posted in conspicuous, public locations in Jefferson County
buildings. Jefferson County employees will be paid no less than minimum wage, as
defined by State and Federal law.
2. General hours ofwork.
a. The workweek for Jefferson County employees begins at 12: 00 A.M. each Sunday
and ends at 11: 59 P. M. each Saturday.
b. The regular workweek of all full-time regular employees will be forty (40) hours
each week. All full- time employees, including those classified as " exempt" by
FLSA, are expected to work forty ( 40) hours each week. The standard for full-
time employment for law enforcement employees shall be one hundred seventy-
one ( 171) hours per twenty -eight -day cycle.
c. County offices will be open to the public from 8: 00 A.M. to 5: 00 P. M., Monday
through Friday.
d. Employees will be allowed an unpaid meal period each day, the time of which
will be designated by the Elected or Appointed County Officer or line supervisory
staff. Employees shall leave their work space/ desk during the unpaid meal period.
Full-time County employees are authorized two ( 2) fifteen -minute breaks during
an eight -hour day, one ( 1) in the morning and one ( 1) in the afternoon. These
breaks shall not be used to report to work late, leave early or extend lunch breaks.
During these breaks, employees must remain on County premises.
e. The hours for part- time regular and temporary or seasonal employees, as defined
in the County Employees Merit System, will be arranged by department
management based on the workload in their department.
f. The daily and weekly work schedules may be changed from time to time when
authorized by the Director of Administration to meet the varying conditions of the
services provided to Jefferson County citizens.
3. Paydays.
a. Employees are typically paid on a monthly basis. The pay period begins on the
23rd day of the previous month and runs through the 22nd day of the current pay
month. Payday is the last workday of each month. If a regularly scheduled payday
falls on a Saturday, Sunday, or County -observed holiday, employees will be paid
on the last workday preceding the weekend or holiday.
b. Non-exempt bargaining unit employees are paid on a biweekly basis. Employees

paid on a biweekly basis will receive twenty- six ( 26) paydays each year.
4. Direct deposit. All full-time and part-time regular employees shall have their pay
deposited into a checking and/or savings account at the banking facility of their
choice_ or on a pay card. ( Direct deposit is mandatory). Direct deposit and pay card
applications are available from the Division of Human Resources.
5. Loss ofpay card. In the event an employee' s pay card is lost or stolen, it should be
reported to the Payroll Administrator immediately. Upon receipt of this information,
the Payroll Administrator will endeavor to contact the appropriate contact to disable
the pay card. If the County is able to stop payment, the County will issue the
employee another paycheck. If the County is unable to have the card disabled, the
employee-will-be-respeu-sible-for—
any4es-s- ineufred,
6 5. Employee loans and salary advances. Jefferson County expects all employees
to manage their own financial affairs. It is the policy of Jefferson County not to loan
money or advance salary to any employee.
B. Procedure.
1. The Director of Administration or his/ her designee will be responsible for ensuring
that all payrolls are prepared and that employees are paid properly in accordance with
the schedules set forth in this policy.
2. To ensure that accurate records are kept and to comply with applicable law,
employees are required to log in or clock in for time worked, leave time, and/ or
compensatory time taken.
3. After reviewing the payroll report on a timely basis and resolving any discrepancies,
the supervisor will approve the report for payroll processing.
4. Employees will ensure that actual hours worked and leave time taken are recorded
accurately. Falsification of a time record is a breach of County policy and is grounds
for disciplinary action up to and including termination.
5. Employees should review their paychecks and report any errors to their supervisor for
assistance in correcting the error.
6. Consistent with applicable State law, employees will be required to complete a Direct
Deposit Authorization Form.
Section 120. 110 Overtime and Compensatory Time.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. It is the policy of Jefferson County that all work by non- exempt employees will be
completed during the regular workday, if possible. Conditions may arise which will
necessitate overtime being worked. In such instances, overtime will be paid as outlined
herein. When compensating employees for overtime, the County will ensure compliance
with all Federal and State regulations regarding overtime payments.
B. The elected or appointed County Officer is authorized to require employees to work

overtime as a condition of employment if the conduct of public business is such that this
is necessary for the welfare of the County. The County will endeavor to provide
employees with as much advance notice as practicable under the circumstances.
C. Exempt Employees. An employee defined as exempt by the Fair Labor Standards Act
FLSA) will not be compensated for the overtime hours.
D. Non -Exempt Employees.
1. An employee defined as non- exempt by the Fair Labor Standards Act (FLSA) will be
compensated for work performed over forty (40) hours within a workweek, or in the
case of law enforcement, one hundred seventy- one ( 171) hours of work within a
twenty -eight -day period, at a rate of one and one- half (1 1/ 2) times the employee' s pay
rate. Employees of the County represented by recognized collective bargaining units
will be paid overtime in accordance with the applicable County ordinance.
2. Overtime compensation will not be paid until the employee actually works more than
forty ( 40) hours in a workweek or, in the case of law enforcement, one hundred
seventy one ( 171) hours in a twenty -eight -day period.
3. Authorization to work overtime must be approved by the Elected or Appointed

County Officer.
E. Compensatory Time Off.
1. Non-exempt employees will receive payment for authorized overtime hours worked in
the form of compensatory time off. The accumulation of large FLSA and County
compensatory time balances is discouraged.
2. Compensation in the form of pay may be used, at the discretion of the Elected or
Appointed County Officer, when funds have been budgeted by the County Council.
3. Compensation in the form of additional pay at a rate of one and one- half (1 1/ 2) times
may be approved for eligible employees by the Director of Administration only when
the employee is specifically assigned to perform an extraordinary, essential and
critical work required to preserve public safety or continue essential community
services during periods of natural disasters or significant public disturbances.
4. The scheduling of compensatory time off for overtime hours worked is subject to the
employee' s department management approval, as the department workload and
staffing permits.
5. The accrual of compensatory time off for authorized overtime hours worked will not
exceed eighty ( 80) hours for employees engaged in law enforcement and forty ( 40)
hours for all other employees without prior approval by the Director of
Administration. The Elected or Appointed County Officer may require that it be used
within a specified time period.
6. When an employee' s FLSA compensatory time balance reaches the maximum allowed
under FLSA, any additional overtime worked must be compensated by additional pay
when budgeted.
7. Upon separation of employment, a non- exempt employee will be paid for any
compensatory time not taken.
8. Elected and appointed County officers will make a reasonable effort to ensure efforts
are made to distribute overtime in a fair and equitable manner.
9. Acknowledgement. To ensure clear understanding of Jefferson County's

Overtime Pay Policy, employees will be asked to acknowledge receipt of a copy of
this policy.
F. Holiday Work.
1. An employee who is required to work on a holiday observed by the County will be

granted holiday leave time for the hours worked on the holiday at a time determined
by the Elected or Appointed County Officer.
2. Holiday leave time will be kept separately from annual leave and other compensatory
time off. Holiday leave time will be used before annual leave or other compensatory
time is taken.
G. Compensatory Timc Off. To ensure clear understanding of Jefferson County's Overtime

Pay Policy, employees will be asked to acknowledge receipt of a copy of this policy.
Article IV
Time Off Benefit Policies
Section 120. 140 Holidays.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Holidays observed. The following holidays will be observed as paid holidays for
eligible employees:
New Year' s Day First day of January
Martin Luther King Day Third Monday of January
Lincoln' s Birthday Twelfth day of February
Presidents' Day Third Monday of February
Truman' s Birthday Eighth day of May

Memorial Day (observed) Last Monday in May
Independence Day Fourth day of July
Labor Day First Monday in September
Veterans Day Eleventh day of November
Thanksgiving Day Fourth Thursday in November
Friday following Thanksgiving Day Fourth Friday in November
Christmas Day Twenty-fifth day of December
2. When any of the County -observed holidays fall on a Saturday or a Sunday, the
preceding Friday or the following Monday will be recognized as a paid holiday.
3. The County Executive, with the concurrence of the County Council, may designate
additional holidays to be observed as paid holidays for eligible County employees.
4. Eligibility requirements.
a. All full-time regular employees are eligible to receive holiday pay. Regular part-
time employees will receive holiday pay only for those holidays that fall on one
1) of their regularly scheduled workdays. Part- time employees will be
compensated for the number of hours they would have normally worked on the
regularly scheduled workday. Seasonal and temporary employees are not eligible
for holiday pay. [ Ord. No. 15- 0302 §§ 1— 3, 6- 23- 2015]
b. Employees are required to work their regularly scheduled hours the day preceding
and the day following a holiday in order to receive holiday pay. A scheduled
vacation day or any other paid day off, in accordance with standard personnel
policy, is considered a day worked for purposes of holiday pay eligibility.
c.
Should a County -observed holiday occur during an employee' s vacation, the
employee will not be charged for vacation on that holiday.
d. Employees on unpaid leave at the time of a holiday shall not be paid for the
holiday.
5. Work on a holiday.
a. Exempt employees. Exempt employees who work on a holiday will receive an

alternate day off, in lieu of taking the holiday, at a time determined by his/ her
Elected or Appointed County Officer.
b. Non- exempt employees. Non-exempt employees required to work on a holiday

will receive holiday leave time for the hours worked on the holiday at a time
determined by his/her Elected or Appointed County Officer. Holiday leave time

will be kept separately from annual leave and other compensatory time off.
Holiday leave time will be used before annual leave or other compensatory time is
taken.
c. Upon termination of employment, an employee will be compensated for accrued

holiday leave time.
B. Procedure.
1. On or about November 1 of each year, the Human Resources Manager will prepare
the holiday schedule for the next calendar year. The schedule will list the actual days
on which each holiday will be observed.
2. The holiday schedule will be forwarded to the Director of Administration for review
and approval.
3. In mid -December of each year, the Human Resources Manager will distribute the
holiday schedule to all employees.
Section 120. 150 Annual Leave.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Jefferson County grants paid annual leave ( vacation) to eligible employees based on
several factors, including length of continuous service and active employment during
the year. All full-time regular employees ( excluding elected officials) are eligible to
earn paid annual leave. [ Ord. No. 15- 0302 §§ 1— 3, 6- 23- 2015]
2. Calculation. For the purpose of calculating earned annual leave time, each employee's
anniversary date of hire is considered the annual leave year. The amount of annual
leave an employee is entitled to earn depends upon the employee' s length of service
with the County as of his/ her anniversary date each year. [ Ord. No. 15- 0302 §§ 1 —
3, 6- 23- 2015]
3. Annual leave entitlement. For full-time regular employees:
Years of Service Annual Leave
During year 1 4 hours per pay month
During year 2 through year 7 8 hours per pay month

Years of Service Annual Leave
During year 20 and each year thereafter Add 8 hours per year up to a maximum
of 240 hours annual leave per year
4. An employee will continue to earn annual leave during a period of paid leave. An
employee will not earn annual leave during a pay month in which the employee was
on leave without pay for more than fifteen ( 15) calendar days.
5. Annual leave compensation will be computed at the employee's base salary at the time
vacation is taken.
6. A previous employee County, who worked at least three ( 3) years of

of Jefferson
continuous full-time employment for the County and is rehired, may be credited with
one ( 1) year of service and granted annual leave in the appropriate amount. No credit
is given for previous service less than three ( 3) years. [ Ord. No. 15- 0302 §§ 1— 3, 6-
23- 2015]
7. Employees may not maintain a monthly balance in excess of the annual entitlement
for the current anniversary year. Only by an exception basis and with the written
consent of the Director of Administration is annual leave carryover allowed, Carry-
over approved by the Director of Administration must be taken during the anniversary
year in which it was granted, or within a time period specified by the Director of
Administration, whichever is less. Annual leave in excess of the amount of
entitlement for the current year not taken will be forfeited, unless carried over by
written consent of the Director of Administration.
8. Annual leave may be taken any time during the year with the advance approval of the
Elected or Appointed County Officer based on departmental needs.
9. Upon termination from County employment, an employee will be compensated for

unused annual leave.
B. Procedure.
1. Employees are required to discuss their annual leave plans with their department
official and to obtain approval in advance of taking any annual leave.
2. Employees must request time off through the time off request function in the
automated payroll system, subject to supervisor approval.
3. Employees may not take days without pay if there are accruals available to them in
their vacation bank. [ Ord. No. 15- 0302 §§ 1— 3, 6- 23- 2015]
Section 120. 160 Sick Leav

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Full-time regular employees ( excluding elected officials) shall earn and accrue sick
leave benefits at the rate of eight ( 8) hours per pay month up to a maximum of nine
hundred sixty ( 960) hours. [ Ord. No. 15- 0302 §§ 1— 3, 6- 23- 2015]
2. An employee will continue to earn sick leave during a period of paid leave. An
employee will not earn sick leave during a pay month in which the employee was on a
leave without pay for more than fifteen ( 15) calendar days.
3. An employee may use sick leave only for a bona fide illness, injury, pregnancy, or for
medical, dental, or psychiatric examination or treatment.
4. Loss of work time due to illness in the immediate family of an employee, which
requires the personal care and attention of the employee, may be charged against the
accumulated sick leave of the employee. The term " immediate family" ( or step) shall
mean children, spouse, parents, grandparents, grandchild, brother or sister, and
parents of the employee' s spouse. Unusual cases will be handled on an individual
basis by the Director of Administration.
5. Sick leave exceeding three ( 3) consecutive days or sick leave that is extended and is
subject to a short- term disability will require a physician's certification stating that the
employee cannot perform the essential duties of the job. The County reserves the right
to initiate a leave if the employee is unable to perform the essential duties of the job.
6. Upon termination from County employment, an employee will not be reimbursed for
unused sick leave except when the employee retires after the age of fifty-five ( 55) and
the employee is a vested employee. An employee is vested after five ( 5) years of
continuous employment with the County. Vested, retiring employees will be
compensated for unused sick hours at a rate of fifty percent ( 50%) of accrued sick
hours at the date of termination of employment. This provision applies only to
employees hired before June 6, 2006. Employees hired after the effective date of this
policy will not be reimbursed for unused sick leave upon termination for any reason.
B. Procedure.
1. Employees are expected to call in on each occasion of absence from work. They
employee shallould contact the County in accordance with departmental procedure
giving as much notice as prior to the start of the workday when possible, but no later
than one ( 1) hour after the start of their regularly scheduled shift. Employees should
understand that calling in, by itself, does not justify an absence.
2. It is the responsibility of the Elected or Appointed County Officer and, if necessary,

the Human Resources Manager to determine that absence from work is due to actual
illness or injury.
3. Employees may be required to furnish a doctor's certification to support their absence

and/or verifying the fitness to return to work.
4. Excessive absenteeism is grounds for disciplinary action up to and including

termination.
5. The Elected or Appointed County Officer must verify records of the use of each
employee' s sick leave and verify the accuracy as reported on the employee' s monthly
time record.
Sick leave absences during the employee' s final thirty ( 30) calendar days of
employment shall be reviewed by the Director of Administration, in consultation with
the Elected or Appointed County Officer, who may deny or rescind the paid sick
leave for absences longer than three ( 3) consecutive workdays without a physician' s
statement, or for unexplained absences that are not consistent with the employee' s
prior attendance record.
6 7. Employees shall not have the option to take a sick day unpaid if they have
accruals available to them in their bank. [ Ord. No. 15- 0302 §§ 1— 3, 6- 23- 2015]
Section 120. 170 Family and Medical Leave.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. It is the policy of Jefferson County to provide eligible employees with an unpaid leave
of absence in accordance with the Federal Family and Medical Leave Act of 1993, as
revised effective January 16, 2009, and applicable State laws for the following
circumstances:
a. The birth of a child or the placement of a child for adoption or foster care and in
order to care for the child;
b. To care for a child, spouse, or parent with a serious health condition;
c. The employee's own serious health condition that renders the employee unable to
perform the essential functions of his/her position.
d. A qualifying exigency arising out of the fact that an employee's spouse, son or
daughter or parent is on active duty or is called to active duty in support of a
contingency operation as a member of the National Guard or Reserves.
e. The employee is the spouse, son or daughter, parent or next of kin of a covered
service member with a serious injury or illness.
2. Jefferson County reserves the right to designate any qualified absence of an employee
as family and medical leave to be counted against the twelve ( 12) weeks [ or up to
twenty-six ( 26) weeks of military caregiver leave] of leave with or without a request
from the employee. The employee will be notified in writing of any such designation.
3. Definitions. As used in this Section, the following terms shall have these prescribed
meanings:
CHILD
A biological, adopted, or foster child, stepchild, legal ward, or a child of an employee
standing in loco parentis ( in place of a parent), who is under eighteen ( 18) years old or
older than eighteen ( 18) years if incapable of self - care because of a serious health
condition.
MILITARY CAREGIVER LEAVE ( ALSO KNOWN AS " COVERED

SERVICE MEMBER LEAVE")
To care for an ill or injured service member with a serious illness or injury incurred in
the line of duty on active duty, including veterans who are undergoing medical
treatment, recuperation or therapy for serious injury or illness that occurred any time
during the five (5) years preceding the date of treatment.
NEXT OF KIN
The closest blood relative of the injured or recovering service member.
PARENT
Biological parent or individual who stood in loco parentis to an employee when the
employee was a child.
QUALIFYING EXIGENCY
Include:
a. Issues arising from a covered military member's short -notice deployment. Short -
notice deployment is a call/order to active duty seven ( 7) days prior to the date of
deployment. Leave is limited to seven ( 7) calendar days beginning on the date the
military member is notified of deployment.
b. Military events and related activities such as official ceremonies, programs or

events sponsored by the military or family support or assistance programs, and
informational briefings sponsored or promoted by the military service
organization or the American Red Cross.
c. Certain child-care and related activities arising from the active duty or call to
active duty status of a covered military member, such as arranging for alternative
child care, providing child care on a non -routine, urgent, immediate -need basis,
enrolling or transferring a child into a new school or day-care facility, and
attending certain meetings at school or a day-care facility, if necessary, due to
circumstances arising from the active duty or call to active duty of the covered
military member.
d. Making or updating financial or legal arrangements to address a covered military

member' s absence.
e. Attending counseling provided by other than a health care provider for oneself,
the covered military member or the child of the covered military member, the
need for which arises from the active duty or call to active duty status of the
covered military member.
f. Attending certain post -deployment activities attending arrival

including
ceremonies, reintegration briefings and events, and other official ceremonies or
programs sponsored by the military for a period of ninety ( 90) days following the
termination of the covered military member's active duty status and addressing
issues arising from the death of a covered military member.
g. Any other event that the employee and employer agree is a qualifying exigency.
SERIOUS HEALTH CONDITION

An illness, injury, impairment, or physical or mental condition that involves inpatient
care in a hospital, hospice, or residential medical care facility, or continuing treatment
by a health care provider lasting three ( 3) or more days.
SPOUSE
A husband or wife as defined or recognized under State law for purposes of marriage,
including common law marriage in states where it is recognized.
4. Eligibility. To be eligible for a leave under Jefferson County's family and medical
leave policy, an employee must be employed by the County for at least twelve ( 12)
months, or fifty-two ( 52) weeks, at the time the leave commences. Employment need
not be consecutive weeks. However, the employee must have completed at least one
thousand two hundred fifty (1, 250) hours of service with Jefferson County during the
twelve- month period immediately preceding the leave commencement date.
Employees that are not eligible for family and medical leave may apply for a general
leave of absence.
5. Duration.
a. Leaves may be taken for up to twelve ( 12) workweeks during any rolling twelve-
month period measured backward from the date an employee requests leave.
Where two ( 2) spouses are both employed by the County, their aggregate leave
will be limited to twelve ( 12) workweeks during any rolling twelve-month period,
except in the case of their own serious health condition, or to care for their spouse
or child with a serious health condition, in which case both spouses will be
eligible for the full twelve ( 12) weeks of leave during a rolling twelve-month
period.
b. An eligible employee may take up to a total of twenty- six ( 26) weeks for military
caregiver leave during a single rolling twelve- month period. Approved leave
already taken under FMLA will be deducted from the total of twenty-six ( 26)
weeks available annually.
6. Notification. Employees requesting leave that is foreseeable must provide the County
with thirty (30) days' advance notice of leave. When the leave is not foreseeable, such
as the birth of or a placement of a child or treatment of a serious health condition, and
begins in less than thirty ( 30) days from the commencement of leave, notification
must be made as soon as practicable.
7. Intermittent leave.
a.
Employees may take leave to care for a child, spouse, or parent with a serious
health condition or for the employee' s own serious health condition on an
intermittent basis or on a reduced schedule leave.
b. Employees requesting leaves for these purposes must make a reasonable effort to
schedule the treatment, either for themselves or for their child, spouse, or parent,
so as not to unduly disrupt the County' s operations. The employee should
endeavor to secure the approval of his/ her own or covered family member's health
care provider to reasonably schedule the treatment to avoid such disruption.
c. If an employee requests intermittent or reduced schedule leave that is foreseeable

based on planned medical treatment, the County may require the employee to
transfer temporarily to an alternative position of equal status for which the
employee is qualified to better accommodate the recurring periods of leave.
Employees transferred in such circumstances will receive pay and benefits
equivalent to that of their regular position.
8. Certification.
a. For a serious health condition.
1) Employees requesting leave for their own or a covered family member's

serious health condition will be required to provide medical certification to
substantiate their leave request. Certification must be provided to the County
thirty (30) days in advance of the onset of the leave or as soon as practicable.
2) The County reserves the right to have an employee or covered family member
examined by a health care provider of its choice for a second opinion, at any
time, at its discretion. The County will pay for any such second opinion
examination.
3) In the event a conflict exists between the medical opinion of the employee' s or
covered family member' s health care provider and that of the County in the
second opinion examination, a third examination will be required to be
performed by a health care provider mutually agreed upon by the employee
and the County, and paid for by the County. In such instances, the opinion of
the third health care provider will be final and binding on the County and the
employee.
4) Employees may be required to provide additional medical certification to

substantiate the
continuing necessity of the leave. Certification may be
required as often as every thirty (30) days throughout the duration of the leave.
b. Qualifying exigency for military leave. Requests for exigent leave must be
supported by certification submitted by the employee.
1) A complete and sufficient certification to support a request for FMLA leave

due to a qualifying exigency includes written documentation confirming a
covered military member's active duty or call to active duty status in support
of a contingency operation. A complete and sufficient certification also
includes any available written documentation which supports the need for
leave. Such documentation may include a copy of a meeting announcement for
informational briefings sponsored by the military, a document confirming an
appointment with a counselor or school official, or a copy of a bill for services
for the handling of legal or financial affairs.
2) If leave is requested to meet with a third party ( such as to arrange for child
care, to attend counseling, to attend meetings with school or child-care
providers, to make financial or legal arrangements, to act as the covered

military member' s representative before a Federal, State, or local agency for
purposes of obtaining, arranging or appealing military service benefits, or to
attend any event sponsored by the military or military service organizations), a
complete and sufficient certification includes the name, address, and
appropriate contact information of the individual or entity with whom the
employee is meeting ( i.e., either the telephone or fax number or e- mail address
of the individual or entity).
c. Military caregiver leave. A complete and sufficient certification to support a

request for FMLA leave due to a covered service member's serious injury or
illness includes written documentation confirming that the covered service
member's injury or illness was incurred in the line of duty on active duty and that
the active service member is undergoing treatment for such injury or illness. The
certification must be issued by the United States Department of Defense ( DOD)
health care provider who is either a United States Department of Veteran Affairs
VA) health care provider, a DOD Tricare network authorized private health care
provider, or a DOD non -network Tricare authorized private health care provider to
verify that the service member is undergoing medical treatment, recuperation, or
therapy, or is otherwise in outpatient status, or is on temporary military retired list
for a serious injury or illness.
9. Use of accrued leave time. Employees shall be required to use all available paid time
during their FMLA absence. The employee will receive his/ her paid leave and the
leave will also be considered protected FMLA leave and counted against the
employee' s FMLA leave entitlement. The remainder of the FMLA leave, if any, will
be unpaid leave unless the employee is able to receive any statutory benefits in
accordance with applicable State law and the terms of each respective benefit plan.
10. Benefit continuation during leave. Group health insurance will continue while an
employee is on leave at pre -leave benefit and premium contribution levels. If the
leave is unpaid, the employee will be required to pay his/ her regular premium
contribution, if any, for the coverage to continue. Benefits that operate on an accrual
basis ( annual leave, sick leave) will not accrue during a pay month in which the
employee was on unpaid leave for more than fifteen ( 15) calendar days. An
employee' s qualified benefits ( pension, 457 contribution
eligibility for plan, etc.) will
be governed according to the terms of each respective benefit plan.
11. Return to work. Employees will be required, at least once every thirty (30) days while
on leave, to contact their Elected or Appointed County Officer to report on their status
and intentions with respect to returning to work. Before being permitted to return to
work from a leave for the employee' s serious health condition, the employee will be
required to provide certification from his/her health care provider that he/ she is able to
return to work and perform all essential functions of the job, with or without
reasonable accommodation.
12. Reinstatement after leave.
a.
Eligible employees taking leave under this policy will be reinstated to their former
position or to a position of equal status with equivalent benefits and other terms
and conditions of employment. No employee is entitled under this policy to any
right, benefit, or position other than that to which the employee would have been
entitled had he/ she not taken leave.
b. The County also reserves the right to deny leave reinstatement to key employees,
where such denial is necessary to prevent substantial and grievous economic
injury to the County' s operations. " Key employees" are defined as the highest paid
ten percent ( 10%) of the employees employed by the County within seventy- five
75) miles of the facility at which the employee is based.
c. Key employees will be notified of the County's intention to deny leave as soon as
a determination is made. In the event such notice is given to a key employee
already on leave, the employee will be offered the opportunity to terminate his/ her
leave and immediately return to work. In the event that the key employee decides
not to return to work, he/ she will remain on leave for the balance of the leave
period and then be terminated.
d. If an employee is unable to return to work after his/ her FMLA leave expires due
to his/ her own serious health condition, and the employee has exhausted his/ her
accrued paid vacation, sick and compensatory time, the employee may file a
request for general leave of absence. Employees will only be reinstated at the end
of the general leave if a position is available for which the employee is eligible,
with or without reasonable accommodation. If the leave request is denied or no
request for general leave is made, the employee will be considered as having
resigned as of the last day of the approved FMLA leave.
e. An employee who does not return from family and medical leave for any reason
other than his/ her own serious health condition that makes the employee unable to
perform all essential functions of his/ her position with or without accommodation
and has exhausted all other paid leave may file a request for a general leave of
absence. If the leave request is denied or no request for general leave is made, the
employee will be considered as having resigned as of the last day of the approved
leave.
B. Procedure.
1. The Human Resources Manager coordinates FMLA certifications and procedures. An

employee requesting a leave of absence under the Family and Medical Leave Policy
must notify his/her Elected or Appointed County Officer as soon as practicable of the
need for leave and complete the request forms available in Human Resources.
2. An employee requesting leave for his/ her own serious health condition, a covered
family member' s serious health condition or military caregiver leave must provide
medical certification to substantiate his/her leave request prior to approval. These
forms are available from the Division of Human Resources.
3. Employees requesting leave for a qualifying exigency due to a military member' s

deployment must be supported by certification. These forms are available from the
Human Resources Manager in the Department of Administrative Services.
4. The employee will return the completed request form and medical or qualifying
exigency certification forms to Human Resources.
5. Human Resources will determine if the leave qualifies as family and medical leave
under the County' s policy. The employee will be notified in writing of the
determination, and the employee' s supervising Elected or Appointed County Officer
will be notified. The County may deny the commencement of requested FMLA leave
if the employee fails to provide adequate or timely certification.
6. An employee may appeal the decision of the Human Resources Manager to the
Director of Administration. The decision of the Director of Administration shall be
final.
7. If the leave qualifies family and medical leave, the employee must make
as
arrangements with the Division of Human Resources for the co -payment of any group
health insurance benefits. If the leave does not qualify as family and medical leave,
the employee may request a general leave of absence.
8. Prior to commencement of the leave, or as soon after as is practicable, the employee' s

Elected or Appointed County Officer will complete an employee status change form
placing the employee on leave of absence status at the commencement of the leave
and forward it to the Division of Human Resources for processing.
9. An employee returning to work at the end of a leave of absence for his/her own
serious health condition will provide certification from his/her health care provider
that he/ she is able to return to work and perform all essential functions of the job, with
or without reasonable accommodation.
10. The Elected or Appointed County Officer will complete an employee status change
form removing the employee from leave of absence status at the end of the leave,
attach the return to work certification, and forward it to Human Resources for
processing.
11. FMLA, when identified, runs concurrently with other forms of leave, paid or unpaid.
When employees have accrued or earned leave time, absences qualifying for family
medical leave shall be designated as FMLA and run concurrently with paid leave.
12. Secondary employment is prohibited while on FMLA and/or Exigent Leave pursuant
to this section.
44, 13. A copy of all documentation of the leave will be placed in a confidential
medical file.
Section 120. 180 General Leave of Absence.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Elected or Appointed County Officers may recommend a leave of absence without

pay for approval by the Director of Administration based on departmental need. A
leave of absence normally will not be granted for periods in excess of twelve ( 12)
months. Notice of a grant for leave of absence without pay will be made a part of the
employee' s personnel file.
2. For a leave of absence without pay due to the employee' s own serious health
condition, not covered by FMLA, the employee will be required to furnish a doctor's
statement attesting to the employee's inability to perform the essential requirements of
his/her position with or without accommodation and the estimated time of recovery.
The employee will be required to exhaust accrued sick and annual leave and any
unused comp time prior to being granted a general leave of absence, whether for the
employee' s own serious health condition or other purposes.
3. Employees will be required, at least once every thirty ( 30) days while on leave, to
contact their Elected or Appointed County Officer to report on their status and
intentions with respect to returning to work. Before being permitted to return to work
from a leave for the employee's own serious health condition, the employee will be
required to furnish certification from his/ her health care provider that he/ she is able to
return to work and
perform all essential functions of the job, with or without
reasonable accommodation.
4. Without proper medical necessity, as certified by the employee' s doctor, an employee

granted leave without pay for pregnancy, not covered under FMLA, will return to
work within sixty (60) calendar days after delivery.
5. Benefits that operate on an accrual basis ( annual leave, sick leave) will not accrue
during a pay month in which the employee was on unpaid leave for more than fifteen
15) calendar days. An employee' s eligibility for qualified benefits ( pension, 457
contribution plan, etc.) will be governed according to the terms of each respective
benefit plan.
6. Employees will only be reinstated at the end of a general leave if a position is

available for which the employee, in the County's opinion, is qualified, with or
without reasonable accommodation.
7. An employee who is not reinstated at the expiration of the leave will be terminated.
B. Procedure.
1. An employee requesting a general leave of absence must notify, in writing, his/ her
Elected or Appointed County Officer as soon as practicable of the need for leave and
complete the request forms available from the Human Resources Manager. An
employee requesting leave for his/ her own serious health condition must also provide
medical certification to substantiate his/ her leave request prior to approval.
2. Prior to commencement of the leave, or as soon after as is practicable, the Human

Resources Manager will notify the employee of the acceptance or denial of the
general leave request.
3. The employee's Elected or Appointed County Officer will complete an employee

status change form placing the employee on leave of absence status at the
commencement of the leave and forward it to the Human Resources Manager for
processing.
4. An employee returning to work at the end of a leave of absence for his/her own
serious health condition will provide certification from his/her health care provider
that he/ she is able to return to work and perform all essential functions of the job, with
or without reasonable accommodation.
5. The employee's Elected or Appointed County Officer will complete an employee

status change form removing the employee from a leave of absence status and attach
the return to work certification, if applicable. If the employee does not return from
leave of absence at the expiration of the leave or if no position is available, the
Elected or Appointed County Officer will also note that on the employee status
change form as reason for termination and forward the form to Human Resources for
processing.
6. A copy of all documentation of the leave will be placed in the employee' s personnel
file or in a confidential medical file.
Section 120. 190 Jury and Witness Duty.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. The County will reimburse full-time and part-time regular employees their base salary
for scheduled hours of work when they are summoned to jury duty or subpoenaed as a
witness. All other employees summoned to jury or witness duty will be given the
necessary time off without pay.
2. Full-time and part-time regular employees will be granted paid time off for testifying
under subpoena as a witness in criminal court, responding to questioning by a police
agency, or attending a deposition hearing as a witness in a criminal case.
3. All employees summoned to court for participation in civil court actions, other than as
a juror, will not be granted paid time off. No paid time off will be granted to any
employee where the employee is a defendant in a criminal case. Employees may be
permitted to utilize accrued annual leave time for court participation in civil court
actions.
4. If the employee receives payment for serving as a juror or giving testimony or

deposition, reimbursement for time off will supplement the payment equal to the
amount of the employee' s regular base salary.
B. Procedure.
1. On the next workday following the date of receipt of a summons to serve on a jury or
a subpoena to appear as a witness, the employee will present the summons or
subpoena to his/ her Elected or Appointed County Officer. The employee will then
complete an appropriate time off request electronically in the payroll system
indicating jury duty as the reason for the request.
2. After the period of jury duty is completed, the employee must furnish his/ her Elected
or Appointed County Officer with written proof of having served on a jury or as a
witness for the time claimed. This documentation will be forwarded to Human
Resources for file purposes.
3. Employees will not keep any pay received for serving as a juror or giving testimony in
a deposition. The employee will contact the Payroll Specialist upon completion of
jury duty and furnish the documentation needed for reimbursement of the time off.
Section 120. 200 Bereavement Leave.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. An employee will be granted a maximum of three ( 3) days paid leave in the event of a
death in the employee' s immediate family.
2 Immediate family ( or step) for the purpose of this policy includes spouse, parents,
children, brothers, sisters, grandparents, father- in- law, mother- in- law, son- in-law,
daughter-in-law, or any legal dependent as defined by the Internal Revenue Code.
3. Employees will be granted one ( 1) day off from work without loss of pay in the event
of the death of an employee' s aunt, uncle, or spousal siblings ( brother- in- law and
sister-in-law).
4. If a death occurs while an employee is on vacation, the employee will not be charged
annual leave time for those days used as bereavement leave.
5. The County reserves the right to handle unusual cases on an individual basis at the
discretion of the Director of Administration after consulting with the Elected or
Appointed County Officer.
B. Procedure.
1. The employee will notify his/ her Elected or Appointed County Officer immediately of
the death in the family and the days he/ she will need for bereavement. The employee
or supervisor will then complete a time off request electronically in the payroll system
indicating bereavement as the reason for the request.
Section 120. 210 Time Off To Vote.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. It is the policy of Jefferson County to comply with all State election law requirements
with respect to providing employees, when necessary, time off to vote.
B. If an employee has three ( 3) consecutive hours either between the opening of the polls in
his/her community and the beginning of the workday or between the end of the workday
and the closing of the polls, the employee will be deemed to have sufficient time outside
his/her normal working hours in which to vote.
C. If an employee has fewer than three ( 3) consecutive hours outside of normal working
hours, the employee may take off as much working time as will give the employee the
three ( 3) consecutive hours to enable him/her to vote.
D. For non- exempt employees, not more than1) hour of working time taken will be
one (
paid, and the time will be taken only at the beginning or end of the employee' s workday
as designated by the employee' s department official.
E. Employees requiring working time off to vote will be required to notify the County not
less than two (2) working days before the day of the election.
Section 120. 220 Military Leave of Absence.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. It is the policy of Jefferson County to provide leaves of absence for employees who
serve in the United States Armed Forces and to reservists and National Guard
members. Leave will be granted for:
a. Active duty;
b. Training; or
c. To meet military -related obligations, such as reporting for periodic physical

fitness examinations.
2. Jefferson County will provide a military leave of absence, with pay and any other
rights or benefits to which they may otherwise be entitled, to employees who are
members of the National Guard or of any reserve component of the Armed Forces of
the United States for all periods of military service during which they are engaged in
the performance of duty or training for a period not to exceed a total of fifteen ( 15)
calendar days in any Federal fiscal year.
3. The County will grant unpaid leaves of absence for extended periods of military
service up to five (5) years in accordance with applicable Federal and State laws.
4. All County benefits received by an employee taking military leave ( paid or unpaid)
will be continued by the County, on the same terms and conditions as if the employee
were not on leave, for a period of up to thirty-one ( 31) days.
5. A returning veteran must meet the following criteria to be eligible for re- employment:
a.
He/ she must have been a regular employee of the County who left employment
for the purpose of entering active military duty or training, inactive duty for
training, full- time National Guard duty, or to undergo

a fitness -for -duty
examination.
b. The employee or an officer of the service must have provided the County with
advance written or verbal notice of the military service, unless giving notice is
precluded by military necessity.
c. The cumulative length of the absence for military service must not be longer than
five (5) years.
d. He/ she must have been discharged or released from active duty under honorable
conditions.
e. The employee must notify his/ her Elected or Appointed County Officer within the
proper time frame of the intent to return.
f. The employee must comply with the County's requests for documentation to
establish any of the above criteria.
6. Application for re-employment.
a. Federal law requires, as a condition of reinstatement, that veterans apply for re-
employment within ninety ( 90) calendar days of the date they are unconditionally
released from military service if the period of service is more than one hundred
eighty ( 180) days.
b. Persons who provide uniformed service for more than thirty (30) but less than one
hundred eighty- one ( 181) days must submit an application for re- employment
within fourteen ( 14) days of completing their stint of service.
c. Individuals performing uniformed service of less than thirty- one ( 31) days must
provide the County notice of an intent to reapply for employment no later than the
beginning of the first full regularly scheduled work period that starts at least eight
8) hours after the person has been safely transported from the place of uniformed
service. If reporting by that time is impossible or unreasonable through no fault of
the individual, he/ she must report as soon as possible after the eight -hour period.
The same rule applies to persons required to report for examinations to determine
the person's fitness to serve in the uniformed service.
7. An employee who is re- employed after a military leave of one hundred eighty-one
181) days or more may not be discharged without cause for one ( 1) year after the
date of re- employment. An employee who is re- employed after a military leave of
thirty (30) days but fewer than one hundred eighty ( 180) days may not be discharged
without cause for six ( 6) months after the date of re- employment. Employees who are
re- employed after military leave of fewer than thirty (30) days are not protected from
discharge without cause.
8. An employee who fails to report to work or to reapply for employment within the
appropriate time frame will be considered as having resigned as of the last day in
which he/ she would be eligible to reapply for employment.
B. Procedure.
1. Employees requiring a military leave of absence are required to submit copies of

relevant military orders to their department official as soon as practicable. A copy of
the military orders will be forwarded to the Human Resources Manager for the
employee' s personnel file.
2. Prior to commencement of the leave, or as soon after as is practicable, the employee' s

Elected or Appointed County Officer will complete an employee status change form
placing the employee on military leave of absence status and forward it to the Human
Resources Manager for processing.
3. To receive military training pay, the employee must present his/her endorsed military
pay voucher or check to the Payroll Specialist for up to the first two ( 2) weeks of the
military training period.
4. An employee returning to work at the end of a military leave of absence must notify
his/her Elected or Appointed County Officer within the proper time frame of the
intent to return. The employee must comply with the County's requests for any
documentation needed to determine eligibility for re- employment.
5. The Elected or Appointed County Officer will complete an employee status change
form removing the employee from military leave of absence status and attach all
documentation. If the employee fails to return to work or to reapply for employment
within the appropriate time frame, the Elected or Appointed County Officer will also
note that on the employee status change form as reason for termination and forward
the form to Human Resources for processing.
6. A copy of all documentation of the leave will be placed in the employee' s personnel
file.
Article V
Group Health and Other Benefits
Section 120. 230 Group Insurance Programs.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Jefferson County has established a comprehensive package of employee benefits

plans. Regular full- time employees who have completed one ( 1) calendar month of
continuous employment are eligible for this plan.
2. A part-time status employee who becomes a regular full-time employees will be

credited with service from his/her initial hire date for eligibility purposes. If the length
of service is greater than one ( 1) calendar month, he/ she will be eligible to participate
in these plans as a regular full-time employee who has satisfied the requirement of
one ( 1) month of continuous employment.
3. The employee group insurance programs include:
a. Medical. Coverage for eligible employees and eligible dependents is effective on

the first
day of the month following one ( 1) month of continuous employment.
Coverage terminates on the last day of the month in which the employee's
employment with the County terminates.
b. Dental. Coverage for eligible employees and eligible dependents is effective on

the firstday of the month following one ( 1) month of continuous employment.
Benefits terminate on the last day of the month in which the employee's
employment with the County terminates.
c. Life. Coverage under this program is determined by the County Council.

Additional life insurance coverage in the amount in effect is provided in the event
of accidental death or dismemberment. Life insurance coverage terminates on the
last day of employment with Jefferson County.
4. Further details regarding the medical, dental, life and accidental death and
dismemberment insurance benefit plans and costs may be found by contacting the
Human Resources Manager and in the various plan booklets and/or related certificates
issued by the insurance companies.
B. Procedure.
1. All regular full-time status employees will be given a new employee benefits package
on the first day of employment with Jefferson County.
2. The Division of Human Resources will conduct an orientation explaining eligibility

dates and a brief description of each of the group insurance benefit programs.
3. The group insurance benefit program enrollment forms will be completed by the
employee and returned to the Division of Human Resources. The Division of Human
Resources will then notify the group insurance carrier and ensure coverage of the
employee.
Section 120.240 Cafeteria Plan; Flexible Spending Accounts.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Jefferson County has established a cafeteria plan under Section 125 of the Internal
Revenue Code that includes health care flexible spending accounts and dependent care
flexible spending accounts.
B. Health Care Flexible Spending Accounts. Expenses eligible for reimbursement include
qualified medical expenses as defined by the Internal Revenue Service ( IRS).
C. Dependent Care Flexible Spending Accounts. Expenses that may be reimbursable include
the following:
1. Payments to babysitters or companions inside or outside the employee's home;
2. Fees paid to licensed child-care centers;
3. Wages paid to housekeepers working in the employee' s home who also care for the
employee' s dependents; and
4. Federal taxes the employee pays on wages for dependent care providers.
D. The dollars set aside in a flexible spending account must be used to pay for eligible
expenses incurred during the same plan year in which the contributions were made. Any
employee contributions that remain unspent at the end of the plan year are forfeited to the
County.
Section 120. 250 Continuing Group Health Insurance Coverage; COBRA.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Under the Consolidated Omnibus Budget Reconciliation Act ( COBRA), Jefferson

County is required to offer employees and their families the opportunity of a
temporary extension of health coverage ( if the employee has already elected health
coverage), at the employee' s expense, in certain instances where health coverage
would otherwise end.
2. An employee has the right to choose this continuation coverage under the following
circumstances:
a. The employee, spouse, or dependent children can elect continuance for up to

eighteen ( 18) months upon termination of the employee' s employment ( for
reasons other than gross misconduct); or
b. Upon reduction in the employee's employment hours to the extent that it makes
the employee and his/ her spouse and/ or dependent children no longer eligible to
continue to participate in the County's health plans.
3. Coverage may be available for up to twenty- nine ( 29)

months for a qualified
beneficiary who is classified as disabled under the Social Security Act at the time the
termination or reduction in hours occurs or within sixty ( 60) days of these events. A
copy of the Social Security disability notice must be given to the Plan Administrator
within sixty ( 60) days after it is received and before the initial eighteen ( 18) month
continuance ends.
4. Eligible dependents of employees may extend their coverage in the County's group
health plans for up to thirty-six ( 36) months in the event of the death of the employee,
divorce or legal separation from the employee, the employee's enrollment in Medicare
benefits, or when a child ceases to be eligible for coverage as a dependent under the
terms of the plan of which he/ she is a member.
5. An employee who chooses continuation coverage will be provided coverage identical

to the coverage provided under the plan in effect at the time. Should an employee or
his/her eligible dependents elect to continue as members of the County's plans,
he/ she/ they will be charged the applicable premium charged to the County plus an
additional two percent ( 2%). Individuals who qualify for the Social Security disability
extension will be charged an additional fifty percent ( 50%) of the applicable premium
during the 19th through 29th month of continuation coverage. The premiums charged
participants are subject to change if the rates charged to the County change.
6. Continuation coverage may end if any of the following events occur:
a.
Failure to make timely payments of all premiums;
b. Coverage under another group health plan that does not exclude or limit coverage
based on a pre- existing or limiting condition, unless the pre- existing condition
clause does not apply to the employee due to the Health Insurance Portability and
Accountability Act;
c. Enrollment in Medicare; or
d. Termination of the County's group health plans.
7. If this election for continuation coverage is made, individuals will also have the right
to convert coverage to an individual policy with the County's insurance carriers at the
end of the continuation period.
8. If an employee does not choose COBRA continuation coverage, health insurance

coverage will end on the last day of the month in which the employee' s employment
with the County terminates.
B. Procedure.
1. The County's benefits specialist/plan administrator will contact the employee ( as well
as his/ her spouse and dependent children) about this continuation coverage at the time
termination occurs or work hours are reduced, and will contact the other qualified
beneficiaries in the event of the employee' s death or enrollment in Medicare benefits.
2. In the event an employee becomes divorced or legally separated, or one ( 1) of his/ her
dependent children ceases to be eligible for coverage under the County's group health
insurance plans, the employee, his/ her spouse, or children are responsible for
contacting Human Resources and the Plan Administrator within sixty (60) days of the
event to discuss their continuation and/ or conversion rights.
3. The employee and/ or his/her spouse or children are also responsible for notifying
Human Resources and the Plan Administrator within sixty (60) days of qualifying for
Social Security disability benefits to ascertain whether eligibility for a disability
extension exists.
4. If the employee, his/ her spouse, or dependent children accepts the continuation
coverage, Human Resources will notify the Plan Administrator. Coverage will be
retroactively reinstated without penalty.
Section 120. 260 Retirement Plans.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Jefferson County participates in the Missouri Local Government Employees' Retirement

System ( LAGERS), a defined benefit plan, and the County Employee Retirement Fund
CERF), a defined contribution benefit plan.
B. A regular full-time employee is eligible to become a member in the LAGERS plan after
having completed six ( 6) months of service and attaining the age of twenty-one ( 21).
Employees are fully vested in the plan after completing five (5) years of credited service.
C. A regular full-time employee is required to participate in CERF and is fully vested in the
plan after completing eight ( 8) years of credited service.
D. Jefferson County also offers a deferred compensation plan in which an employee defers a
portion of his/ her earnings each pay period for retirement.
Section 120. 270 Workers' Compensation Insurance.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Employees who have a work -related illness or injury may be entitled to benefits under
the State Workers' Compensation Laws depending upon the seriousness of the
incident and the length of time off work.
2. Any work -related injury or illness must be reported immediately to the employee's
supervisor or division manager. Arrangements will be made for medical treatment, if
necessary. Medical treatment without authorization is at the employee' s expense.
3. If an employee is temporarily disabledby a work -related injury or illness, the

employee is entitled to payments of two- thirds ( 2/ 3) of the employee's average weekly
pay, to maximum set by State law, until released by the doctor to return to work.
Payments are not made for the first three ( 3) days of disability unless the employee is
hospitalized or unable to work for more than fourteen ( 14) days. An employee may, if
available, use annual leave or sick leave for the three ( 3) days not paid under Workers'
Compensation for any work -related injury or illness lasting less than fourteen ( 14)
days.
4. If the injury or illness results in a permanent disability, permanent disability payments

will be made after maximum recovery. If the injury results in death, benefits will be
paid to surviving dependents.
5. Every case, regardless of severity, requires that a report of injury report be prepared
and the County's Workers' Compensation insurance carrier be notified.
6. In the case of a work -related accident that requires that the employee receive medical
attention, the County will compensate the employee for any regular work time lost by
the employee on the day of the accident.
7. If an employee's work -related injury or illness meets the criteria of a serious health
condition under the Family and Medical Leave Act ( FMLA) and the employee
qualifies for FMLA, the County will designate the time lost by the employee as
FMLA leave and it will count against his/ her twelve -week FMLA allotment in any
rolling twelve-month year.
B. Procedure.
1. An injured employee must report any injury to his/her supervisor immediately.
2. The Elected or Appointed County Officer in charge will ensure that the injured
employee receives any required first aid or emergency medical treatment at the
medical facility of the County' s choosing. If the injury is life -threatening, any
available employee will call 911 and then notify the supervisor. The employee will
receive treatment at the closest appropriate medical facility.
3. The employee should be accompanied to the medical facility by his/ her supervisor or
another employee designated by management, and the facility rendering the treatment
should be informed that the employee sustained a work -related accident or illness and
be informed of the County's address where the individual is employed.
4. The Elected or Appointed County Officer must ensure that he/ she contacts Human
Resources within twenty-four ( 24) hours of an accident or the onset of any work -
related illness to provide Human Resources with the necessary information pertaining
to the accident or the illness. The employee must contact Human Resources to
complete the report of injury form as required by applicable State law. Human
Resources will then file the claim with the County' s Workers' Compensation
insurance carrier.
5. All medical bills submitted to the County by the employee incurred as a result of the
accident or illness should be forwarded to Human Resources for processing and
reimbursement.
6. If the accident/illness involves lost work time, the elected or appointed County
Officer will complete an employee status change form indicating that the employee is
on leave of absence status due to Workers' Compensation, the last day worked, and
the expected return date, if known.
7. If the lost time resulting from an injury/illness is designated FMLA eligible, the
employee and the appropriate Elected or Appointed County Officer will be notified in
writing by the Human Resources Manager.
8. In the event that the employee is released to modified duty, the Elected or Appointed
County Officer should try to find modified work for the employee that falls within the
job restrictions ordered by the treating physician. If no modified duty is available,
then the employee will be permitted to return to full duty when the employee submits
a statement from the treating physician that the employee is able to resume all
essential job functions with or without reasonable accommodation.
9. When the employee returns to work, the Elected or Appointed County Officer will
complete an employee status change form indicating that the employee is no longer
on leave of absence status and the employee' s return to work date.
10. A copy of the Workers' Compensation claim and all documentation will be placed by
Human Resources in a confidential medical file.
Section 120. 280 Employee Assistance Program (EAP); Policy.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The County has established an Employee Assistance Program ( EAP) to provide

employees with assistance in dealing with a variety of personal problems that may affect
their work or home life. The services the County has established makes prepaid,
confidential, professional assistance available to eligible employees and their eligible

family members.
B. The decision to seek or accept assistance through the Employee Assistance Program is the
personal choice of the individual and will in no way be detrimental to an employee' s job
security or advancement opportunities. It is the supervisor's responsibility to evaluate
employees only in terms of work performance.
C. Participation in the Employee Assistance Program in no way relieves the employee of the
responsibility to meet acceptable work performance standards. Implementation of this
policy will not require, or result in any special regulations, privileges, or exception from
existing management practices with regard to job performance standards or disciplinary
actions. This program is not intended to supplant the normal disciplinary process or in
any way block any employee's legitimate access to established grievance procedures.
D. All records and information pertaining to the Employee Assistance Program will be
treated with a high degree of confidentiality. Employee Assistance Program records and
information will not be disclosed to anyone other than the employee without the
employee' s written permission to do so legally pursuant to all Federal and State laws.
Neither management nor the employee shall attempt to obtain EAP records as a part of
any job action.
E. It is the responsibility of the employee to comply with the action plan recommended by
the Employee Assistance Program when personal problems are affecting the employee' s
performance. When an Elected or Appointed County Officer makes a referral to the
program on the basis of declining work performance, the elected or appointed County
Officer will be told only whether or not the action plan is being followed. The elected or
appointed County Officer will not be told the nature of the problem or what was
discussed during counseling sessions. Voluntary, self -referred employees or family
members seeking assistance will be able to do so with complete anonymity.
Article VI
Workplace Policies
Section 120. 290 Drug -Free Workplace.

Ord. No. 11- 0218 §§ 1— 2, 6- 18- 2011]
A. Policy.
1. It is the goal of the County to create a drug -free atmosphere in the workplace. This
policy applies to all activities and locations of the County and to all employees. This
policy will be in addition to and supplement the policy previously adopted and
applicable to employees of the Jefferson County Highway Division, but shall not
repeal or in any way diminish the provisions of that policy.
2. This policy restricts specified substances and their related paraphernalia from being
brought onto the County's premises and/or from being in an employee's possession
while he/ she is engaging in County business on or off the County's premises. In
addition, this policy prohibits all individuals from reporting to work, coming into the
workplace, remaining on the premises of Jefferson County, or otherwise engaging in
County business while impaired by illegal drugs, under the influence of alcohol, or
impaired by prescription medication.
3. Definitions. As used in this Article, the following terms shall have these prescribed
meanings:
ALCOHOL or ALCOHOLIC BEVERAGE

Any liquid that has an alcoholic content in excess of one-half of one percent ( 1/ 2 of
1%) by volume, or which is commonly advertised and sold as an alcoholic beverage.
CONVICTION
A finding of guilt, including a plea of nolo contendere ( no contest) or a suspended
imposition of sentence, or both, by any judicial body charged with the responsibility
to determine violations of Federal or State criminal drug statutes.
DRUG
Any substance ( other than alcohol) capable of altering the mood, perception, pain
level, or judgment of the individual consuming it.
ILLEGAL DRUG
Any drug or controlled substance, including, but not limited to, substances controlled
or prohibited by Federal or State law, the sale or possession of which is illegal.
POSITIVE DRUG SCREEN
Positive identification of a drug or metabolite that has been confirmed with
sophisticated scientific laboratory tests.
PRESCRIBED DRUG
Any substance prescribed for the individual consuming it by a licensed medical
practitioner.
4. The following substances are covered by this policy:
a. Alcoholic beverages of any kind;
b. Controlled and/ or illegal drugs or substances, which include all forms of narcotics,
hallucinogens, depressants, stimulants, and other drugs whose use, possession, or

transfer is restricted or prohibited by law; and
c. Drugs prescribed by a physician, dentist, or other person licensed by the State or

Federal government to prescribe or dispense controlled substances and/ or drugs
not used in accordance with their instructions are subject to the restrictions of this
policy.
5. Prohibited conduct.
a. The following activities are prohibited while an employee is engaged in County

business:
1) The manufacture, possession, use, sale, distribution, dispensation, receipt, or

transportation of any controlled substance or illegal drug while on or off the
County's premises;
2) Consuming alcoholic beverages brought into or on County premises; storing,

transporting, carrying on one' s person or consuming alcoholic beverages in
County vehicles;
3) Being under the influence of alcohol, illegal drugs or substances on County

premises and whether or not consumed outside of or during working hours;
this includes being impaired by lawfully prescribed drugs that have been
abused; and
4) Performing duties while under the influence of alcohol or controlled and/or

illegal substances or drugs regardless of whether the employee is on or off the
premises of the County.
b. An employee who engages in the prohibited conduct listed above is subject to

disciplinary action, up to and including immediate termination. As a condition of
continued employment an employee shall be required to participate in and
successfully complete drug or alcohol abuse counseling or a rehabilitation
program. Refusal to obtain evaluation and/ or referral to a treatment program will
result in the termination of employment.
6. An employee who becomes the subject of the

following actions, although not
occurring on County property, may be subject to disciplinary action up to and
including immediate termination:
a. Conviction for criminal offenses related to the manufacture, possession, use, sale,
distribution, dispensation, receipt or transportation of any controlled substances or
illegal drugs; and
b. Any other actions involving alcohol, controlled and/or illegal drugs or lawfully
prescribed drugs or substances that, in the opinion of the Elected or Appointed
County Officer, endanger the County's reputation for honesty, integrity and safety.
7. An employee who is convicted of or who pleads guilty or nolo contendere to

controlled -substances -related violations under State or Federal law must inform the
County in writing within five ( 5) days of the conviction or plea. Failure to do so will
result in disciplinary action up to and including termination. The Elected or
Appointed County Officer of an employee convicted of a criminal offense shall take
the following actions within thirty ( 30) calendar days of receiving notice of the
conviction:
a. Take appropriate disciplinary action against the employee, up to and including

termination; or
b. Require the employee to participate satisfactorily in a drug abuse assistance or

rehabilitation program approved for such purposes by the Federal, State, or local
health, law enforcement, or other appropriate agency.
8. Pre -employment drug screening. Applicants shall be required as a condition of

employment with the County to submit to a post -offer, pre -employment drug screen.
The Director of Administration will indicate which job classes will be required to
undergo a drug screen test prior to employment. The refusal of an applicant to sign a
consent form authorizing the drug screen and the release of the results to the County
will exclude the applicant from any further employment consideration. Any
applicants, whose test results positive, will also be excluded
are from further
employment consideration. After one ( 1) full year, applicants would
be eligible to
apply for employment. If the applicant is requested to submit to a pre -employment
drug screen and the test results are positive, he/ she will be denied consideration for
employment. In obtaining satisfactory results from a drug screen, the presence of any
prescription drug must be consistent with the prescribing physician's instructions and
balanced against the County's compelling interest in the safe and efficient operation of
County agencies.
9. Reasonable suspicion drug screening. A current employee will be tested when there is
reasonable suspicion that he/ she is under the influence of an alcoholic beverage or a
controlled substance. In the event that an employee' s supervisor has a reasonable
suspicion that an employee is under the influence of alcohol or drugs, he/ she shall
refer the employee for testing. The circumstances surrounding the referral shall be
documented in specific behavioral terms. Refusal to take the drug or alcohol screen by
the employee shall be considered a positive test and the employee shall be disciplined
in accordance with Subsection (A)(12) of this Section.
10. Post -accident drug screening. Drug/alcohol tests for Jefferson County employees are
required after every on -duty accident or an accident resulting in severe property
damage or bodily injury. Drug and alcohol tests are required after every motor vehicle
accident regardless of cause. Drug tests are required after every injury and alcohol
tests are required depending on the nature and severity of the injury. Refusal to take
the drug or alcohol screen by the employee shall be considered a positive test and the
employee shall be disciplined in accordance with Subsection ( A)(12) of this Section.
11. Unscheduled and random drug screening.
a. County employees in positions where the consequences of drug and/or alcohol use
would be damaging to public safety may be given unscheduled drug tests. This
would occur in those classes where job responsibilities directly affect the safety of
the public:
1) Sheriffs deputies, jail officers, security officers;
2) Positions requiring the operation of motor vehicles on public streets; and
3) Positions requiring the operation of equipment or performance ofjob functions

that are safety sensitive.
b. It may be determined that it is in the best interest of the County to require

employees in pre -selected occupational groups to undergo drug and alcohol
screens on a uniform or systematic random basis.
c. All drug and alcohol screens performed under this provision will have the prior
approval of the Director of Administration.
12. Consequences ofpositive drug/alcohol screen.
a. Any employee referred for testing by an Elected or Appointed County Officer

who tests positive on the drug or alcohol screen will be immediately placed on
suspension ( if this action has not already been taken). A positive drug/ alcohol
screen is grounds for disciplinary action up to and including termination. If

termination is not made, the employee must obtain an evaluation, and if necessary,
obtain the necessary care and rehabilitation service.
b. Evaluation and rehabilitation are the responsibility of the Any employee.
employee seeking medical help for alcoholism or drug addition is entitled to use
accumulated sick leave, vacation or compensatory time, and the medical benefits
entitled him/her under his/ her medical insurance plan. The County will not be
responsible for payment of any charges in conjunction with evaluation or
rehabilitation other than those covered under a medical insurance plan.
c. To be eligible for continuation of employment, regular reports must be submitted

to the Elected or Appointed County Officer by the agency conducting the
rehabilitation. Upon successful completion of treatment, the employee may be
returned to active status without reprisal. The employee must submit to testing
prior to returning to work and at unscheduled intervals thereafter for one ( 1) year
following return to work. An employee may be required to submit to a maximum
of four (4) unscheduled tests during the year. Refusal to take an unscheduled test
is cause for immediate termination. A positive drug or alcohol screen during this
time will also result in termination.
d. Any employee who rejects treatment or who leaves a treatment program prior to
being properly discharged will be terminated.
13. Self r-eferralfor drug and/or alcohol treatment.
a. Any employee who has developed an addiction to, dependence upon or a problem
with alcohol or drugs is encouraged to voluntarily seek evaluation and counseling.
No reprisal will be taken against any employee who chooses to correct a drug or
alcohol problem by self -referral.
b. Self r-eferral to a treatment program does not protect an employee from a

subsequent supervisory referral for a drug or alcohol screen when there is a
reasonable suspicion that an employee is impaired or incapable of performing the
essential functions of the job.
14. Confidentiality.
a. The results of all physical examinations, blood, and urine tests will be treated as
confidential. Test results will be kept in confidential files with the Division of
Human Resources with the results known only to the Human Resources Manager
and the Elected or Appointed County Officer.
b. The possession of illegal drugs is a crime and must be reported to the Sheriffs
Department.
B. Procedure.
1. Each employee will be provided a copy of this policy and acknowledgment at the time
of hire. The new employee is to read the policy and sign the acknowledgment form
before being permitted to work.
2. Whenever a drug/alcohol screening referral for reasonable suspicion is being

considered by a supervisor, the referring supervisor should request that another
supervisor, if reasonably available, come to the site to confirm the basis for the
referral. Reasonable cause screening will be based on first-hand knowledge of the
facts surrounding the incident. The referring supervisor will document the specific
reasons and factors surrounding the referral, including names of the employee and
supervisor, time, date and location of the event.
3. A supervisor will arrange for transportation for the employee to the testing site. The
employee shall not be allowed to drive a vehicle to the testing site.
4. The employee will be told that it is the written policy of the County that refusal to
complete the drug/alcohol screen will result in dismissal.
5. Since the results of the drug and/or alcohol test will not be immediately available, and
depending on the circumstances, reasonable actions to be taken may be to:
a. Remove the employee from duty and place him/her on suspension and authorize
the medical staff to call the ambulance district within whose boundary the incident
occurred to transport the employee to a medical facility;
b. Have the employee call a family member to transport the employee home; or
c. The person conveying the employee to the test site will transport the employee
home.
d. Under no circumstances shall an employee be allowed to drive home if it is the

opinion of a doctor that the employee is likely to be under the influence of drugs
or alcohol.
6. If an employee refuses to be taken home and indicates that he/ she intends to drive
home personally, the most reasonable course of action would be to call the Police or
Sheriff' s office and report the situation.
7. The employee, if sent home, will not return to work until the results of the
drug/alcohol screen are available.
8. Reporting requirements.
a. Under the Drug Free Workplace Act of 1988, any County agency that has a
Federal contract of twenty- five thousand dollars ($ 25, 000. 00) or more, or that
receives a Federal grant, must report to the issuing Federal agency the name of
any employee convicted of a criminal drug offense that takes place in the
workplace. The report must be made to the Federal agency issuing the contract or
grant within ten ( 10) days of the employee' s conviction. Contractors or grantees
who fail to report these convictions may be subject to one ( 1) or more of the
following actions:
1) Suspension of payments under the grant;
2) Suspension or termination of the grant; and
3) Suspension or debarment of the grantee from grants for a maximum period of

five (5) years.
b. County agencies that have federal contracts or grants should contact the issuing
Federal agency about the reporting requirements under the Drug Free Workplace
Act of 1988.
9. Questions regarding this policy should be referred to the Human Resources Manager.
Section 120. 295 Sexual Harassment Policy.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. It is the policy of Jefferson County to provide a workplace environment free from sexual
harassment.
1. Policy.
a. Jefferson County expressly prohibits any form of employee harassment based on

race, religion, sex, national origin, age, disability or an individual' s status in any
class protected by Federal, State or local law. Improper interference with the
ability of our employees to perform their expected job duties will not be tolerated.
Specifically, with respect to sexual harassment, the County prohibits:
1) Unwelcome sexual advances;

2) Requests for sexual favors; and
3) All other verbal or physical conduct of a sexual or other offensive nature

where:
a) Submission to such conduct is made either explicitly or implicitly a term

or condition of employment;
b) Submission to or rejection of such conduct by an individual is used as a

basis for employment decisions affecting such individual; and/ or
c) Such conduct has the purpose or effect of unreasonably creating an

intimidating, hostile or offensive working environment.
b. Other forms of harassment, such as, but not limited to, verbal, physical, or visual
actions based on race, creed, disability, color, age, religion, national origin,
gender, ancestry, political affiliation, political activity or lack thereof, and union
membership or non -membership which has the effect of creating an intimidating,
hostile, or offensive work environment is not acceptable behavior.
c. Jefferson County discourages Elected or Appointed County Officers from dating

any subordinate. Such relationships can be disruptive to the work environment,
create a conflict of interest or the appearance of a conflict of interest, and lead to
charges of favoritism, discrimination, and claims of indirect sexual harassment.
2. Procedure.
a. If an employee experiences any job -related harassment or believes he/ she has
been treated in an unlawful discriminatory manner, he/ she should promptly report
the matter to his/her supervisor or the Human Resources Manager.
b. Upon receipt of a complaint, the Human Resources Manager will undertake an

investigation ensuring confidentiality to the maximum extent possible. The
Human Resources Manager will conduct its investigation under the direction of
the County Executive, the County Counselor and the Director of Administration to
protect the investigation file to the maximum extent possible under the attorney -
client privilege.
c. The Human Resources Manager will ensure that statements of the complainant,
alleged offender and all witnesses are documented thoroughly and that the
investigation is conducted in a thorough, objective manner and is considerate of
the rights and emotions of all of the parties involved.
d. The investigation should be private and confidential to the greatest extent

possible.However, no employee is to be promised strict or absolute
confidentiality.
e. At the conclusion of the investigation the Human Resources Manager, in

conjunction with the County Executive, Director of Administration, and the
County Counselor, and the elected official or director of the department in which
the alleged offender is employed, will decide on an appropriate course of action

with respect to the alleged offender. if the allegation has been directed toward any
of the individuals mentioned in this Subsection, he/ she will not be included in
determining the course of action relating to the investigation. Disciplinary action
up to and including termination will be imposed if the investigation reveals that an
individual is guilty of harassment or discrimination.
f. Any form of retaliatory action against any employee for filing a bona fide
complaint under this policy or for assisting in a complaint investigation is
expressly prohibited, If, after investigating any complaint of harassment or
unlawful discrimination, the County determines that the complaint is not bona fide
or that an employee has provided false information regarding the complaint,
disciplinary action up to and including termination may be taken against the
complainant or the individual falsifying information.
Section 120. 300 Safety and Accident Reporting.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Jefferson County is committed to providing a healthy and safe working environment.

To do so, the County will comply with all Federal and State occupational health and
safety laws. County policy is aimed at preventing any employee or citizen from being
subjected to unreasonable health or safety risks. Every employee of the County is
expected to work toward the maintenance of a safe and healthful workplace, adhere to
proper operating practices and procedures designed to prevent injury and illness, and
conscientiously observe all safety regulations.
2. Safety is the responsibility of each employee. All employees are responsible for the
proper care and use of safety equipment, for following all safety rules and procedures,
and for performing the duties of their positions in a safe and careful manner.
Employees will report all unsafe or potentially hazardous conditions to their
supervisors.
3. The responsibilities of Elected or Appointed County Officers will be the following:
a.
Maintaining safe working conditions and practices in the areas under their
direction to help prevent accidents;
b. Establishing and maintaining good housekeeping practices;
c. Properly training all employees under their direction, including explaining safety
procedures to new employees and identifying potential safety hazards to them;
d. Ensuring that required safety equipment is used in accordance with established

practices;
e. Encouraging employee safety suggestions and affording them immediate

consideration;
f. Conducting department safety meetings as often as necessary to effectuate safety

practices and procedures;
g. Consistently enforcing County safety rules and regulations;
h. Ensuring that proper first aid is rendered in case of injury;
i. Reporting all accidents;
j. Investigating all accidents and near misses and making appropriate
recommendations in an effort to eliminate safety hazards;
k. Following up with the County's representative responsible for the filing of

Workers' Compensation reports to ensure information is timely and accurately
reported in accordance with applicable State law;
1. Ensuring that seat belts are worn by the driver and all passengers in County
vehicles at all times; and
m. Instructing employees that participating in any activity resulting in the driver of a

County -owned vehicle to drive distracted is strictly prohibited. Failure to comply
with this directive will result in disciplinary action up to and including termination
of employment.
B. Procedure.
1. Immediately following an accident, after ensuring that an injured employee has

received any necessary first aid, the Elected or Appointed County Officer will
complete in detail the accident report form.
2. The Elected or Appointed County Officer will also immediately notify the County
representative responsible for Workers' Compensation claims to ensure that the
appropriate forms are filed timely and in accordance with applicable State law and the
insurance carrier's requirements.
3. After completing the accident report form, the Elected or Appointed County Officer
will review the circumstances surrounding the accident and take action to remove any
hazards that may have contributed to the accident.
4. The Elected or Appointed County Officer will then follow up to ensure that any
corrective action is implemented so that the hazard is eliminated.
Section 120. 310 Business Conduct Guidelines; Conflicts of Interest.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Jefferson County has established business conduct guidelines to ensure that all County
employees conform to the ethical and legal standards the County demands in order to
preserve its integrity and reputation. These guidelines emphasize the County's goal of
striving to attain the highest ethical standards when resolving potential or actual conflicts
of interest.
B. Jefferson County ordinances, the Home Rule Charter of Jefferson County, Missouri, and
State laws contain specific provisions concerning conflicts of interest. It is critical that all
employees refrain from any action that might give the appearance of favoritism, coercion,
unfair advantage, or collusion. Failure to adhere to these guidelines may result in
disciplinary action up to and including termination. Any officer or employee who

willfully conceals any such interest or violates any of the provisions of Article IX of the
Home Rule Charter of Jefferson County, Missouri, shall forfeit his/ her office.
C. Conflicts Of Interest. Every Elected or Appointed County Officer and employee of the
County is prohibited from participating in any activity or association that creates or
appears to create a conflict between the employee's personal interests and the County's
business interests. In addition, an employee must not allow any situation or personal
interests to interfere with the exercise of his/her independent judgment or with his/ her
ability to act in the best interests of the County.
D. Investments. Employees are prohibited from investing in any of Jefferson County's

customers, suppliers, or competitors unless the securities are publicly traded and the
investments are on the same terms available to the general public and not based on inside
information. This prohibition applies to all forms of investments and to all employees,
elected and appointed County officers of the County and their immediate families. In
general, Jefferson County employees should not have any financial interest in a customer,
supplier, or competitor that could cause divided loyalty or even the appearance of divided
loyalty.
E. Gifts And Favors.
1. No Elected or Appointed County Officer or employee may accept any service or thing
of value, directly or indirectly, from any person, firm or corporation having business
dealings with Jefferson County upon more favorable terms than those granted to the
general public.
2. Individual departments of the County government may establish additional rules

regarding potential conflicts of interest. State laws relating to conflict of interest apply
to certain County employees and officers. ( See Chapter 105, RSMo.) It is
impermissible and may be unlawful to give, offer or promise anything of value for the
purpose of influencing someone in connection with any County business or
transaction. Similarly, it is impermissible and may be unlawful to solicit, demand, or
accept anything of value with the intent of being influenced or rewarded in connection
with any County business or transaction. Therefore, no employee may give or receive
any gift that could reasonably be viewed as being given or received to gain a business
advantage. Any contract made in violation of the provisions of Article IX of the
Home Rule Charter of Jefferson County, Missouri, may be declared void by the
County Executive or by resolution of the County Council.
F. Outside Employment. No employee may serve as an employee, director or officer of any

supplier or corporation, that does business with the County, without the prior written
approval of the Director of Administration. Any County employee who performs outside
work has a special responsibility to avoid any conflict with Jefferson County's business
interests. Outside work shall not be performed on County time.
G. Family Relationships. If any employee wishes to do business on behalf of the County

with a member of his/her immediate family or other relative, or with a domestic partner,
significant other or with a company of which a relative, domestic partner, or significant
other is an officer, director or principal, he/ she must first disclose the relationship and
obtain the prior written approval of the Director of Administration.
H. Confidential Information. Employees have an ethical duty and legal obligation not to
disclose confidential information gleaned from County business transactions and to
protect confidential relationships between the County and its citizens. Employees are
prohibited from using or disclosing confidential information in any manner for the
purpose of advancing any private interest or personal gain for the employee, his/ her
spouse, children or any business with which he/ she is associated, or any other person.
I. County Funds And Equipment. Employees are forbidden from using, directly or
indirectly, County funds and assets for any unlawful purpose or to accomplish any
unlawful goal. Use of County equipment, personnel, facilities or resources to promote any
civic, social, business entity or interest without the expressed consent of the Director of
Administration is prohibited. The County also prohibits the establishment or maintenance
of undisclosed or unrecorded funds and assets. All reporting of information should be
accurate and timely. County employees may not make any false or misleading entries in
any books or records.
J. Jefferson County requires every employee to comply with these requirements. The
responsibility for employee compliance rests with each employee and each Elected or
Section 120. 320 Conduct Outside of Workplace.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. An employee' s behavior during non -working hours is not a concern of the County unless
it affects the employee' s performance, the performance of coworkers, the health and
safety of co-workers and those whom we serve, the safekeeping of County vehicles or
other equipment issued to the employee or the public trust.
B. Employees are required to report incidents occurring off the job that may affect their
eligibility for continued employment or continued assignment to their current duties.
Employees are required to report all criminal indictments and convictions other than non-
moving traffic violations. Employees who possess licenses, registrations and other
credentials required for the performance of their duties must report any change in the
status of these credentials.
C. Reports required under this provision must be made to the Elected or Appointed County
Officer in writing on the first working day following the incident. Reports required under
this provision must be sent to the Director of Administration by the supervisor receiving
the employee's report.
D. The Elected or Appointed County Officer will consider the nature of the incident and the
duties and responsibilities of the employee in determining whether any action is
appropriate.
Section 120. 325 Whistleblower Policy.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. The purpose of the Jefferson County whistleblowetwhistleblower policy is to establish

procedures for the reporting by County employees of suspected or actual
occurrence( s) of illegal, unethical or inappropriate events. This policy also maintains
a zero tolerance for retaliation.
2. It is the responsibility of all elected officials, directors, employees and volunteers to

comply with the policy and immediately report suspected and/or actual violations in
accordance with the reporting procedures listed in this policy.
B. Procedure.
1. The whistleblower should promptly report the suspected or actual event to his/ her
supervisor, the Human Resources Manager, or the County Counselor. Elected
officials, directors, supervisors and managers are required to report suspected
violations to the Human Resources Manager who has specific and exclusive
responsibility to investigate all reported violations. At any time, if employees are
uncomfortable following the reporting guidelines, the employees should contact the
Human Resources Manager directly.
2. The Human Resources Manager is responsible for investigating and resolving all
reporting complaints and allegations and shall keep the County Executive informed of
the investigation and the findings.
3. Jefferson County has taken a zero tolerance approach to retaliation. No employee who
in good faith reports a violation shall suffer harassment, retaliation or an adverse
employment consequence for making a report. An employee who retaliates against
someone who has reported a violation in good faith is subject to discipline up to and
including termination.
4. Any employee filing a complaint must be acting in good faith and have reasonable
grounds or firsthand knowledge for reporting the violation. Any allegations, however,
that prove not to be substantiated and which prove to have been made maliciously or
knowingly to be false may result in discipline up to and including termination.
5. A whistleblower's complaint will remain as confidential as possible to complete the

investigation. The Human Resources Manager will conduct his/ her investigation
under the direction of the County Executive, the Director of Administration and the
County Counselor to protect the investigation file to the maximum extent possible
under the attorney -client privilege.
6. All reports will be promptly investigated, and appropriate corrective action will be
taken as determined by the County Executive, Director of Administration and the
County Counselor. If a complaint is directed at the Human Resources Manager, the
complainant should report the information to the Director of Administration. The
complainant will be informed within one ( 1) week that follow- up has occurred or is in
progress.
Section 120. 330 Solicitation and Distribution of Literature.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The County prohibits employees from soliciting financial contributions, selling

merchandise, or any other solicitation during an employee' s work time. This includes the
working time of the employee doing the soliciting or being solicited.
B. The County prohibits employees from distributing non -work -related literature, printed
material or material of any kind in working areas at any time. Distributing literature or
material in non -working areas when the employee or intended recipient is working is also
prohibited.
C. This policy also covers the County's telephonic equipment. No employee is permitted to
use the County's e- mail, the Internet, voice -mail, telephones, computers or other related
equipment for the purpose of soliciting others or for preparing, duplicating or distributing
non -work -related literature to other employees or non -employees.
D. Non -employees are prohibited from soliciting employees on the County premises at any
time.
Section 120. 340 Workplace Searches.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. In order to safeguard the property of employees, citizens, and the County, to help
prevent the exposure to potential violence to employees and citizens, the County
reserves the right to question employees and all other individuals entering and leaving
County work sites. The County also reserves the right to inspect any packages,
parcels, purses, handbags, briefcases, lunch boxes and any other possessions or
articles carried to and from the County's property.
2. The County reserves the right to search any employee' s office, desk, files, locker or
any other area or article on County premises. All offices, desks, files, lockers, etc., are
the property of Jefferson County and are issued for the use of employees only during
their employment. Inspections may be conducted at any time at the discretion of the
County.
3. The County has posted notices throughout its facilities informing all employees,
prospective employees, citizens, visitors and all other individuals of the County's
policy and right to question individuals and conduct inspections.
4. Persons entering the premises who refuse to cooperate in an inspection conducted

pursuant to this policy will not be permitted to enter the premises. Employees working
on or entering or leaving the premises who refuse to cooperate in an inspection, as
well as employees who after the inspection are believed to be in possession of stolen
property, illegal drugs, or concealed weapons, will be subject to disciplinary action up
to and including termination if, upon investigation, they are found to be in violation of
Jefferson County's security procedures or any other County rules or regulations.
B. Procedure.
1. Whenever a property search is deemed necessary, as approved and directed by the

Director of Administration, appropriate County personnel will conduct the search.
2. To avoid any implication that the employee or other individual being questioned or
searched is guilty of committing any improper act, the questioning and/or search of
any employees and other persons will be conducted in private offices or rooms where
possible.
3. All questioning and searches will be conducted by two ( 2) authorized employees of

the County to ensure that a witness is always present during the questioning/ search.
4. Individuals should never be questioned and/ or searched in a manner that leads them to
believe that they are being detained against their will. Any employee or other
individual being questioned and/ or searched will be permitted to leave the area where
the questioning/search is being conducted if they so desire. If an individual refuses to
submit to questioning and/ or search, the County, in determining the type of action that
is appropriate, will take this into consideration.
5. When illegal drugs, contraband, property, or other items that are the subject of the
search are discovered, the Sheriffs Department will be contacted immediately.
6. After the Sheriffs Department investigation is completed, a security report will be

prepared and reviewed by the Director of Administration, County Counselor and/ or
other appropriate management representatives. After review, appropriate action will
be taken ( if any) against the employee( s) or other person( s) subject to the
investigation and appropriate law enforcement officials will be notified, if necessary.

The Director of Administration will inform the County Executive and members of the
County Council regarding action taken on behalf of the County.
Section 120. 350 Workplace Violence.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Jefferson County will not condone any acts or threats of violence or abuse against its
employees, customers, or visitors by any individual on the County's premises at any
time or while the individual is engaged in business with or on behalf of the County,
on or off the County's premises. Jefferson County expressly prohibits any acts or
threats of violence or abuse by any employee or former employee against any other
employee in or about its facilities or elsewhere at any time.
2. The County is committed to the following:
a. Providing a safe and healthful work environment;
b. Taking prompt remedial action up to and including termination against any

employee who engages in any threatening behavior, acts of violence, or who uses
any obscene, abusive, or threatening language or gestures;
c. Taking appropriate action when dealing with citizens, former employees, or

visitors to the County's facilities who engage in prohibited behavior. Action may
include notifying law enforcement personnel and prosecuting violators of this
policy to the maximum extent of the law;
d. Prohibiting employees, former employees, citizens and visitors, other than

commissioned law enforcement officers, from bringing firearms or other weapons
onto the County's property; and
e. Establishing measures for properly dealing with access to County facilities by the
public, off d - uty employees, and former employees to ensure that the County's
facilities are safe and secure to the maximum extent possible.
3. Any employee who displays a tendency or propensity to violent, abusive, or

threatening behavior or who otherwise engages in behavior that the County deems
offensive or inappropriate will be referred to the Employee Assistance Program
EAP) for counseling or other appropriate treatment. Those employees also will be
subject to disciplinary action up to and including termination.
4. An employee who has experienced, witnessed or has knowledge of any prohibited

behavior has a duty to warn his/her Elected or Appointed County Officer, security
personnel, or the Human Resources Manager of any suspicious workplace activity,
situations, or incidents that he/ she observes or has knowledge of that appear
problematic. This would include threats or acts of violence, aggressive behavior,
offensive acts, and threatening or offensive comments or remarks. Employee reports
will be held in confidence to the maximum extent possible. The County will not
condone any form of retaliation against any employee for making a report in good
faith under this policy.
B. Procedure.
1. In -person confrontational threats while at work will be dealt with by the Elected or
Appointed County Officer and the Director of Administration through an immediate
meeting with the individual( s) involved. Actions may include written warnings,
suspensions, or terminations depending on the seriousness of the threats. If employees
are suspended or terminated, Security must be notified, County property retrieved,
and the individual escorted out of the building. Use of the Sheriffs Department may
be considered, if appropriate.
2. Physical hostile actions are those that may be considered endangering or life -
threatening. Any physical hostile actions made by or against an employee or any
individual on County property or off premises where an employee is working off site
should be responded to by contacting the Director of Administration. Physical hostile
actions or threats made by an employee require immediate suspension or termination.
Law enforcement may also be required.
3. Crisis assessment is a response to serious actions or threats against individual( s) or the

County. In the event of such actions or threats, a crisis assessment team will be
convened comprised of a representative from the County's Department of Emergency
Services, Sheriffs Department, County Counselor, Director of Administration and the
Elected or Appointed County Officer of any employee involved.
4. In the event that threats are made against individual( s) and/or the County, regardless
of how transmitted ( written, verbal, electronically), a crisis assessment will take place.
Factors to consider will include the nature of the threat, the need for immediate action,
the circumstances preceding the threat, the assurance that the individual(s) will not be
able to enter the facility, notification of law enforcement authorities and possible legal
action.
5. Any material relevant to any incident and a complete log of events will be maintained
by the Division of Human Resources.
Section 120. 360 Internet Usage Policy.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Jefferson County Internet usage policy is intended to protect County data from
unauthorized distribution, ensure the security of County records and define the
responsibilities and restrictions for employees using the County Internet connection.
B. This policy applies to all Jefferson County employees, contractors, and vendors while
connected to the County network with a County owned or personally owned computer. It
includes all cep „ ding but . imite a the Inter et scant
file transfer and file sharing on the premises or acting as a representative of the County.
C. Internet access is not a right of employment, but a tool to be utilized to complete assigned
tasks. The Internet connections are intended for Jefferson County business activities only.
D. Only individuals authorized by the requesting Elected or Appointed County Officer may
have access to the Internet.
E. Only authorized Internet connections may be used while attached to the County Internet.
F. The employee' s Internet user ID and password are not to be shared with other County
employees. It is the responsibility of every person who is assigned an Internet user ID to
ensure confidentiality of such ID and associated password.
G. Internet connections are intended for business purposes during normal work hours 8: 00
A.M. through 5: 00 P. M. Minimal personal use of the Internet is permitted, but such
personal access will comply with restrictions included in this policy. Excessive use, as
determined by the Elected or Appointed County Officer, will not be tolerated.
H. Knowingly attempting to circumvent or incapacitate security measures that filter or

monitor Internet traffic is strictly prohibited.
I. The integrity of confidential or proprietary information sent onto the Internet cannot be
assumed. All Internet users must be aware of Internet security risks.
J. It is not acceptable to use the Internet to interface with or disrupt other network uses,
1. Distributing unsolicited advertising, junk mail or chain letters.
2. Operating a personal business through the County Internet link or using

Internet connections for personal gains.
3. Sending or receiving sexually explicit material, ethnic slurs, racial epithets or

anything that may be construed as harassment or disparagement of others.
I. Posting items on the Internet that do not reflect the policies of the County.
5. Propagating computer viruses or other potentially malicious code.
b. Accessing other computer or network resources in an unauthorized manner.
7. Installing unauthorized Internet related software or any other activity that

allows outside users to access the internal network.
8. Any act that may require excessive bandwidth usage or cause Internet
downtime. This means that audio ( MP3, I POD, Internet, radio, etc.) and video files
or programs should not be downloaded or streamed from the Internet, unless they are
for specific County business related purposes.
9. Files should not be stored on County servers, and/or work stations without
approval from the supervising Elected or Appointed County Officer due to possible
copyright infringement and the possible negative effect on the network, server and
computer capacity.
K. The County reserves the right to monitor Internet connections to determine access levels
and appropriate use connections. Extensive logging is performed by our proxy server as
well as the main Internet firewall.
A. Purpose
1. It is the purpose of this policy to protect Jefferson County government (" County")
data and assets from unauthorized distribution, ensure the safety of County records,
and define the responsibilities and restrictions for employees and others who may use
County -owned equipment, data or facilities, while supporting the needs of County
citizens, employees, and other customers of its services.
2. The County is committed to maintaining an environment that promotes ethical and

responsible conduct in all its electronic network ( on -premises and cloud based)
activities by its staff and affiliate agencies, including, but not limited to, computer
information systems, internet and email.
B. Policy
1. This policy applies to all

County employees, contractors, and vendors while
connected to the County network with County -owned or privately -owned equipment.
It extends to all communications including, but not limited to; internet, email, instant
messaging, file transfer and file sharing on the premises or acting as a representative
of the County.
2. Internet and email access are not a right of employment, but are a tool to be utilized to
complete assigned tasks. Internet connections are intended for business purposes
during normal/ assigned work hours. Minimal personal use of the County' s internet
resources is permitted, but such personal access will comply with restrictions included
in this policy as well as departmental guidelines established regarding personal use of
the internet. Excessive use, as determined by the Elected or Appointed County
Officer, will not be tolerated and may be subject to disciplinary action up to and
including termination of employment.
3. Only individuals authorized by the requesting Elected or Appointed County Officer

may have access to information technology resources, internet access and/or email.
4. Only authorized internet connections may be used while attached to the County
internet resources.
5. An employee' s assigned computer/ internet ID and password are not to be shared with
anyone. It is the responsibility of every person who is assigned a user ID to ensure
confidentiality of such ID and associated password.
6. Knowingly attempting to circumvent or incapacitate security measures that filter or

monitor usage is strictly prohibited and may result in disciplinary action up to and
including termination of employment.
7. Within this general policy, the County recognizes its legal and ethical obligation to
protect the computer resources, data and services in it charge. The County retains the
following rights and recognizes the following obligations:
a. To log network use and to monitor resource utilization by its users, and assume no
responsibility for files deleted due to violation of this policy
b. To remove a user account from the network
c. To monitor the use of electronic activities. This may include real- time monitoring
of network activity and/or maintaining a log of internet activity for later review.
d. To provide internal and external controls as appropriate and feasible. Such

controls shall include the right to determine who will have access to County
owned equipment and, specifically, to exclude those who do not abide by the
County' s acceptable use policy or other policies governing the use of technology
equipment and materials. The County reserves the right to restrict online
destinations through software or other means.
e. To provide guidelines and make reasonable efforts to train County staff and
affiliated agencies in acceptable use and policies governing technology.
C. Procedure
1. Acceptable Use
a. All use of computer information systems must be in support of, and consistent
with, the mission and objectives of the County.
b. Proper codes of conduct in electronic communication must be used.
c. Network accounts are to be used only by the authorized owner of the account for
the authorized purpose.
d. All communications and information accessible via the County network should be
assumed to be the property of the County.
e. From time to time, the County will make determinations on whether specific uses
of the network are consistent with the acceptable use practice.
2. Unacceptable/ Prohibited Use
Access to County computer information resources is restricted to only employees of

Jefferson County government and its affiliated agencies. Unless specifically pre -
authorized by the Director of Administration and/or Director of Information Technology
all other access is strictly prohibited. It is not acceptable to use the internet to interfere
with or disrupt other network uses, services or equipment. Examples of such interference
or disruption are listed below. However, this is not intended to be an all-inclusive listing.
Any infractions of these unacceptable or prohibited usage guidelines will not be tolerated
and may result in disciplinary action up to, and including, termination of employment.
a. Connecting personally owned devices such as, but not limited to: printers, web
cameras, projectors, wireless networking access points, Bluetooth networking and
similar devices, and personal storage devices is prohibited unless specifically
approved by the Jefferson County Director of Administration and/ or Director of
Information Technology.
b. Connecting wired or wireless devices designed to take control, disrupt, disable, or

capture data, of any County information technology devices, services or
transmissions.
c. Using personal " cloud" services such as, but not limited to: Microsoft Azure,
Amazon Web Services ( AWS), Google Drive Cloud Platform, OneDrive,
Dropbox, etc., to transfer, store and/or share data obtained from the County
information systems.
d. Operating a personal business through the County internet or use computer

information services for personal gains.
e. Excessive use of the network for personal, non -county business.
f. Any act that may require excessive bandwidth usage or cause internet service
downtime; for example, audio ( MP3, Ipod, internet radio, etc.) and video files or
programs should not be downloaded or streamed from the internet, unless they are
for specific County business -related purposes.
g• Any use of the network for personal product advertisement or political lobbying.
h. Posting items on the internet that do not reflect the policies of the County.
i. Users shall not intentionally seek information on, obtain copies of, or modify files,
other data, or passwords belonging to other users, or misrepresent other users on
the network.
J. Malicious use of the network to develop programs that harass other users or
infiltrate a computer or computing system and/ or damage the software
components of a computer system.
k. Distributing unsolicited advertising, junk mail or chain letters.
1. Hate mail, harassment, discriminatory remarks, and other antisocial behaviors

using the network.
m. The unauthorized installation of any software, including shareware and freeware,

for use on County computers, unless pre -approved by the Information Technology
Department.
n.
Use of the network to access or process pornographic, violent, or offensive
material ( as determined by the Director of Administration, Director of Information
Technology and/ or the Human Resources Manager.
o. Accessing files known to be dangerous to the integrity of the network.
P. Downloading entertainment software or other files not related to the mission and
objectives of the County for transfer to a user' s home computer, personal
computer, or other media. This prohibition pertains to freeware, shareware,
copyrighted commercial and non- commercial software, and all other forms of
software files not directly related to the mission and objectives of the County.
q. Downloading, copying, or otherwise duplicating and/ or distributing copyrighted

materials without the specific written permission of the copyright owner.
r. Use of the network for any unlawful purpose.
s. Use of profanity, obscenity, discriminatory or any other language that may be

offensive ( as determined by the Director of Administration, Director of
Information Technology and/or the Human Resources Manager).
t. Playing games, unless specifically authorized for staff training purposes.

3. Computer and network system Administrators have access to all email and may
monitor messages at the direction of the Jefferson County Director of Information
Technology, the Director of Administration and/ or the Human Resources Manager.
Messages relating to, or in support of, illegal activities will be reported to the
appropriate authorities. The County reserves the right to monitor internet connections
to determine access levels and appropriate use connections. Extensive logging is
performed by the proxy server as well as the main internet firewall. ( Ord. No. 11-
0218, 1- 2, 6- 28- 1; Ord. No. 13- 0364 1, 9- 9- 2013).
4. The County reserves the right to modify its policies and rules at any time.
Section 120. 370 E- Mail and Other Telephonic Communications.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. All electronic and telephonic communication systems, including cell phones, and all
communications and information transmitted by, received from, or stored in these
systems are the property of Jefferson County and are to be used for job -related
purposes. Messages received by employees via these systems should only be
disclosed to and discussed with individuals who have a need to know the information.
The County does not condone the use of any software and business equipment,
including, but not limited to, facsimiles telecopiers, computers, copy machines and
cell phones for private purposes. It is the responsibility of each elected official and
department director to ensure that use of County equipment is not detrimental to the
operation or mission of County government.
2. Employees using this equipment for personal purposes do so at their own risk,
Employees should have no expectation of privacy in connection with the use of this
equipment or with the transmission, use, or storage of information in this equipment,
including e- mail or voice -mail messages.
3. Employees may not use this equipment in a way that is disruptive or offensive to
others. Disciplinary action up to and including termination will be taken for the use of
this equipment to;
a. Make discriminatory or harassing statements, vulgarities, obscenities, or
disparaging comments; or
b. View or download any sexually explicit or pornographic information from the

Internet.
4. These systems may not be used to solicit or communicate with others regarding
commercial, political, or other causes or for any other solicitations.
5. Employees are not permitted to use a password, access a file or retrieve any stored
communication unless authorized to do so or unless they have received prior
clearance from an authorized Elected or Appointed County Officer.
6. Authorization must be received from the information technology (IT) provider for all
software, screensavers or peripheral equipment for use on County equipment.
B. Procedure.
1. The information technology provider will issue employees who are assigned a
computer their initial user password. All user passwords are the property of Jefferson
County. No employee may use a password that has not been issued to that employee
or that is unknown to the County. To enable supervisors to access data as required in
the ordinary course of business, each employee will advise his/ her supervisor of all
passwords.
2. To ensure that the use of electronic and telephonic communications systems

including, but not limited to, the Internet and similar network access) and business
equipment is consistent with the County's legitimate business interests, authorized
County representatives may monitor the use of the systems/ equipment which could
include printing and reading all e- mail entering, leaving or stored in these systems or
retrieving voice -mail messages, etc.
3. As a condition of employment, newly hired employees are required to sign the e- mail
and telephonic communications employee acknowledgement form on acceptance of
an employment offer by Jefferson County.
4. Failure to comply with reasonable standards and practices regarding the use of these
types of equipment may be regarded as misuse of County property and may be subject
to discipline up to and including termination.
Section 120. 380 Media Policy.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The Director of Administration, under the direction of the County Executive, serves as
the official spokesperson for the County regarding issues that are of a controversial or
sensitive nature.
B. Depending on specific circumstances, the County Executive may designate another

person to serve as spokesperson on a particular issue.
C. All press/ media releases that are to be sent by an appointed County Officer or authorized
County employee shall be routed to the Director of Administration or his/her designee for
approval prior to being released to the public.
D. Employees may not respond to media requests for general information without prior
approval of the Director of Administration unless the issue is part of the public record and
pertains to the employee' s area ofjob expertise with the County.
E. Any media inquiry regarding information concerning a specific County employee shall be
directed to the Director of Administration.
F. All media inquiries regarding legal issues shall be referred to the Director of
Administration and the County Counselor.
G. The Director of Administration, under the direction of the County Executive, shall be
responsible for the development and dissemination of public information in the event of a
County emergency.
Section 120. 390 Appropriate Conduct.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. To ensure the efficient operation of the Jefferson County government, policies and
procedures have been established for the common guidance of all employees. Any action,
activity, or behavior whatsoever that tends to destroy good relations between the County
and its employees or between the County and any of its suppliers or citizens, that affects
the safety, security, and well-being of its employees, citizens, or suppliers, that affects the
performance of any employee or that is illegal is prohibited by the County.
B. Because it is impossible to list guidelines to cover every situation, the absence of

examples will not be a basis for avoiding disciplinary action when the County believes
such action is warranted. Breaches of these policies and procedures or any other
guidelines, rules, regulations, or practices will result in disciplinary action up to and
C. The County fully supports equal employment opportunity and is against all forms of
illegal discrimination and harassment in the workplace. Any employee who acts in a
manner contrary to this policy will be subject to disciplinary action up to and including
termination.
Section 120. 400 Life -Threatening Illnesses.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. Jefferson County recognizes that an employee with a life -threatening illness may wish
to continue his/ her employment and that continued employment may be
therapeutically important to his/her recovery process. The County also recognizes that
it must satisfy its legal obligation to provide a safe work environment for all
employees, citizens and the community in general.
2. An employee who has a life -threatening illness will be permitted to continue to work
as long as he/ she is able to perform the essential functions of his/her position with or
without reasonable accommodation, the medical evidence indicates that the illness
cannot be transmitted by casual workplace contact, and the employee does not present
a direct threat to the safety and well-being of others.
3. In determining an employee' s ability to continue employment, the County will

consider making reasonable accommodations for the employee' s condition, consistent
with applicable Federal, State and local laws.
4. The County will take all reasonable precautions, to the extent possible, to ensure that
information about any employee' s condition remains confidential.
B. Procedure.
1. An employee who has a life -threatening illness is encouraged to contact the Human
Resources Manager.
2. The Division of Human Resources, in conjunction with the County's employee

assistance program provider, will provide the employee with information about the
illness and about programs that are available to assist the employee and his/ her
family.
3. The Division of Human Resources will also explore the types of reasonable
accommodations that may be recommended for the employee, consistent with the
businessneeds of the employee' s department, established County policy and
applicable Federal, State and local laws.
Section 120. 410 Licensing for Operation of County Vehicles Or Equipment.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. An employee must possess, at a minimum, a valid Missouri operator's license in order to

operate County vehicles. Federal law and the specific requirements of a position may
increase the requirements and require additional licensing.
B. Any employee authorized to operate a County -owned vehicle as part of his/her

employment shall advise his/her immediate supervisor of any condition or offense that
may prohibit the individual from maintaining his/ her operator's license issued by the
Missouri Depaitiiient of Revenue. When notified of such a condition, the Elected or
Appointed County Officer shall inform the Director of Administration. Employees who
fail to comply with this policy may be subject to disciplinary action up to and including
termination.
C. No employee will have more than one ( 1) driver's license.
D. Employees may be assigned County -owned vehicle for transportation. It is the

a
responsibility of each employee who has the use of a County -owned vehicle to use proper
care and maintenance and to follow all of the provisions set forth in the Jefferson County
Fleet Policy.
E. The use of a County -owned vehicle is not allowed for personal purposes other than when
commuting or de minimis personal use, such as a stop for a personal errand on the way
between a work location and the employee' s home. The use of a County vehicle for
commuting must have prior approval of the Director of Administration. The employee
shall record the use of a County vehicle for commuting and report this usage monthly
with his/ her payroll timesheet.
F. Use of tobacco in any form in a County -owned vehicle is prohibited. All vehicles and
fleet services facilities are designated as " non- smoking areas."
G. Passengers are not permitted in County -owned vehicles unless they fall under the
following classifications: commissioned officers, prisoners, employees on official County
business, or members of the public who have business with the County and a supervisor
has approved.
H. County -owned vehicles authorized for commuting must only be used to attend meetings
on County business, court appearances, County -related training courses, to have
maintenance or repair performed and for reasons approved by the immediate supervisor.
I. All persons riding in or driving County -owned vehicles shall use all safety restraints
available to them at all times.
J. Any activity of the driver that causes him/her to drive distracted is strictly prohibited.
K. Each County -owned vehicle is issued a fuel card and the employee is issued a PIN
number. The vehicle fuel card is to remain in the designated vehicle. No vehicle fuel card
shall be used to purchase fuel for anything other than the designated vehicle.
L. Auxiliary fuel cans shall not be filled and carried in County vehicles unless authorized by
the fleet manager. Fuel in auxiliary containers shall not be purchased with vehicle cards.
No other items may be purchased on fuel cards.
M. A violation of this policy constitutes misconduct on the part of the employee and
appropriate disciplinary action may be taken up to and including termination, without
prior warning or notice.
Section 120. 420 Travel and Business Expenses.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. When approved by the Elected or Appointed County Officer, an employee will be

reimbursed for travel and other expenses pertinent to the conduct of County business.
This will include expenses incurred for transportation to and attendance at meetings,
conferences, seminars and institutes, and shall include registration fees, lodging,
business telephone calls, parking, etc.
2. Use ofpersonal vehicles.
a. Mileage for use of a personal vehicle in conjunction with official County business
is a reimbursable expense. Mileage reimbursement rates are established by the
County Council and may be changed from time to time. Mileage, destination and
date of trip must be recorded and submitted to be reimbursed for mileage expense.
b. Employees who use a personal vehicle routinely in the daily performance of

official County business must carry a minimum of one hundred thousand dollars
100, 000. 00) liability insurance and furnish the County, upon every renewal, a
copy of the declaration page of their insurance policy showing the coverage and
naming the County as an additional insured.
3. Use ofCounty vehicles, when available, is required for County business.

Arrangements for use of County vehicles are to be made with the Manager of Fleet
Services. Unauthorized passengers are not allowed in County vehicles.
4. The maximum allowance for reimbursement for meals is established by the County
Council. Expenses for entertainment, alcohol, and incidental food and beverages are
not reimbursable expenses. A receipt is necessary to be reimbursed for meals.
5. For all lodging purchased within the State of Missouri, tax will not be a reimbursable
expense. A tax- exempt letter is available from the Department of Administrative
Services to avoid being charged tax on these purchases. The County will reimburse
employees for taxes paid on meals and lodging out of State.
6. A purchase order is necessary for items to be purchased and paid for out of County
funds. Employees will make every effort to limit expenses to be reimbursed by the
County.
7. All travel expenses will be itemized and approved in writing by the Elected or
Appointed County Officer prior to authorizing the release of County funds. Failure to
do so will result in employee liability for unauthorized expenses.
B. Procedure.
1. Travel expenses are generally paid in one ( 1) of two ( 2) ways. The preferred method
of payment is made directly to the vendor ( i.e., for registration, lodging, etc.).
Expenses may also be reimbursed to the employee upon filing a claim for
reimbursement.
2. When approved by the Elected or Appointed County Officer, an employee will be

reimbursed for travel and other authorized expenses pertinent to the conduct of
County business. Department directors must have their travel reimbursement
approved by the Director of Administration. Employees should always exercise
restraint and keep the best interest of the County taxpayers in mind when incurring
travel expenses to be paid by the County.
3. When a County credit card is used to reserve a hotel room, the employee making the
reservation must have the hotel charge authorization form sent electronically, or by
fax, to be completed by the County purchasing agent. The following rules apply when
using a County credit card for travel on County business:
a.
The purchasing agent will authorize the charges that are permitted to be placed on
the County credit card.
b. To ensure that the reservation is made for the correct date, the hotel confirmation
statement must be submitted when returning the credit card to the Department of
Administrative Services.
c. Hotel charges must be submitted when the credit card is returned to the
Department of Administrative Services.
d. If the card was used to reserve the room, the same card must be used to pay for the
room.
4. For all lodging purchased within the State of Missouri, State sales tax will not be a
reimbursable expense. In order to avoid being charged State sales tax on these
purchases, a tax-exempt letter is available from the Department of Administrative
Services.
5. Abuse of the County credit card use policy, including falsifying expense reports to
reflect costs not incurred by the employee or making unauthorized purchases, can be
grounds for disciplinary action up to and including termination.
6. The daily reimbursement for individual meals is as follows: six dollars ($ 6. 00) for
breakfast, seven dollars ($ 7. 00) for lunch and twelve dollars ($ 12. 00) for dinner. The
maximum amount reimbursed per meal includes all taxes and tips. A gratuity, not to
exceed fifteen percent ( 15%) of the total cost of the meal, is reimbursable. In
accordance with Internal Revenue Service ( IRS) rules, a one -day trip must be at least
twelve ( 12) hours to qualify for one ( 1) meal reimbursement. Reimbursement is
authorized for overnight travel or when the employee is in travel status for twelve ( 12)
hours or more with no overnight lodging.
7. When attending a meeting or conference, the employee may claim the applicable meal
reimbursement for those meal times when documented that no meal was provided. A
copy of the event registration form, the event program or other form of verification is
necessary for documentation.
8. Meals ordered by hotel room service will be reimbursed at the individual meal rate.
Hotel restaurant meals charged to a hotel room must be accompanied by an itemized
receipt when a credit card is used or when the employee is seeking reimbursement.
9. The cost of alcoholic beverages will not be reimbursed. If the cost of an alcoholic
beverage is placed on a County credit card, the amount charged must be reimbursed to
the County.
10. Charges for services such as personal telephone calls, movies, fitness center use, etc.,
placed on a credit card, are the responsibility of the employee. Payment for these
services must be made to the County at the time the credit card is returned.
11. The County is not responsible for any expenses incurred by a family member or friend
or other guest who accompanies an employee on business travel. The family member,
friend or other guest shall not be a passenger in any County -owned vehicle used on a
business trip.
12. Gasoline charged to a credit card will only be reimbursed if the employee has not
been issued a County gasoline credit card. Gasoline that is charged to a County credit
card is only to be used for County vehicles.
13. If a County vehicle is made available for the employee to use for business travel, and
the employee chooses to use his/ her personal vehicle, the employee will be
reimbursed for the actual cost of the gasoline used as per the receipt submitted.
14. If, after confirming that a County -owned vehicle is not available from Fleet Services,
an employee is required to use his/her personal vehicle in conjunction with official
County business, reimbursement will be made for the total miles driven. The mileage
reimbursement rates are established by the County Council. A travel reimbursement
form must be submitted to be reimbursed for mileage expense.
Section 120. 430 County Property.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Any employee separating from employment with the County for any reason shall, prior to
separation, return all County property, keys and equipment issued to him/her.
B. Failure to return County -owned property and equipment by date of separation, or failure
to return property and equipment in acceptable condition, may result in the withholding of
compensation or benefits due the employee until such time as the property is returned or
agreement as to the form of restitution for the damaged equipment is agreed upon.
C. The Elected or Appointed County Officer will maintain an inventory checklist to

document items issued to each employee ( uniforms, keys, equipment, etc.).
Section 120. 435 Fraud, Theft, Stealing and Asset Management of County Property.
Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Definitions.
FRAUD or FRAUDULENT
Is defined as an intentional deception designed to obtain a benefit or advantage or to
cause denial of some benefit that is lawfully due. Examples of fraud, theft and
mismanagement include ( not inclusive):
1. Forgery or alteration of a check, bank draft, or any other financial document;
2. Theft of a check or other diversion of a payment made to the County;
3. Improper or dishonest handling of funds, supplies, or other assets;
4. Improper handling or reporting of financial transactions;
5. Profiteering as a result of insider knowledge of County operations; and
6. Selling or using confidential County information in the conduct of an outside business

activity.
THEFT (STEALING)
Is defined as the act of taking something from someone unlawfully. An example of theft
or stealing is taking equipment, parts or supplies belonging to the County and keeping,
using or selling the items for personal use. The unauthorized removal of any County
property without permission or authority shall be deemed to be considered a theft and
stealing from the County. Any item that is placed in trash or recycling bins, or which
are to be disposed of in some manner, are still considered property of the County and
shall not be removed by an official, employee and/or volunteer without permission.
B. Policy.
1. It shall be the policy of Jefferson County, Missouri, to protect and safeguard the
money and assets placed in its trust by the public to the best of its ability. This
responsibility extends to each and every official, employee and/ or volunteer of
Jefferson County, Missouri. The County has a zero tolerance for fraud, theft, stealing,
excessive waste, gross mismanagement of County assets and the unauthorized
removal of County property from any premises or vehicle owned, leased or in any
fashion used by the County whatsoever. Any individual that is found to have engaged
in fraudulent activity, as defined by this policy, is subject to disciplinary action by the
County, including immediate dismissal and prosecution by appropriate law
enforcement authorities. Any employee who is found to have knowledge of the same
and who failed to report the activity or activities as defined herein shall also be
subject to the same discipline as described herein.
2. Fraud and theft include forgery, misappropriation of funds, gross mismanagement of

County assets, destroying, removing, or using for personal gain records, furniture,
fixtures or equipment, and accepting anything of value from a vendor or a contractor
who provides services or materials to the County and any unauthorized removal of
County property whatsoever.
C. Procedures.
1. Each employee and/or volunteer is required to report any known or suspected fraud,
mismanagement or theft to the employee' s and/ or volunteer's supervisor or to the
Director of Administration. If reported to a supervisor, it shall be the duty of the
supervisor to then report to the Director of Administration. Failure by a supervisor to
report the incident to the Director of Administration may result in disciplinary action
up to and including termination.
2. Any employee reporting any known or suspected fraud, mismanagement or theft will
be covered by Article V, Workplace Policies, Whistleblower Policy, of the Personnel
Administration Program. However, failure by any employee to report any known or
suspected fraud, mismanagement or theft may result in disciplinary action up to and
Section 120.440 Emergency Closings.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Policy.
1. The County Council, or its designee, has the authority to close the County facilities
for all or any part of a day due to inclement weather, a man-made or natural disaster,
or any condition making an office unsafe or which impedes the ability of the office to
conduct business. The County Council reserves the right and authority to change the
designee by resolution.
2. When an emergency condition exists, a determination will be made as to whether or

not a cancellation or rescheduling of employee work schedules is necessary. The
Director of Administration will make arrangements with local radio and television
stations to announce a change in the hours of operation of County offices or facility
closings.
3. Ine4ement Inclement weather schedules must be prepared by the Elected or Appointed

County Officer or his/ her designee and approved by the Director of Administration
annually. The inclement weather schedules shall designate those employees who
perform services that must be maintained during an emergency and provide that
employees not so designated may report to their work stations within a stated time,
not to exceed two ( 2) hours after their regular starting time, and may be released by
the County Executive before the regular end of the workday. Employees arriving
within4we-(-2)- hours- will-be-paid4or-the- entire- day and, as a result, these employees
are expected to work as scheduled and are not subject to provisions established for the
closure of County facilities.
B. Procedure.
1. If the County Council, or its designee, in consultation with the Director of Public
Works determines that it is necessary to close the County facilities for all or part of a
day due to inclement weather, a man-made or natural disaster or any condition
making an office unsafe or which impedes the ability of the office to conduct
business, it may be so ordered. If the County Executive is designated as the officer
with this authority and County facilities are closed for all or any part of the day, the
County Council shall be immediately notified of the decision.
2. County facilities may be closed in the following ways:
a. When facility is closed before workday is scheduled to begin. Exempt and non-
exempt regular employees will be paid for their regularly scheduled shift. In the
event the employee is required to work additional hours during the same
workweek, the emergency day will not be counted toward the payment of
overtime hours.
b. When facility remains open and employees fail to report for work. Non-exempt
employees failing to report to work when the facility remains open will not be
paid for the day. With the approval of the elected official, department director, or
division manager the employee may charge the lost time to annual leave, if annual
leave is available. Employees will not be permitted to charge the time off to sick
leave unless they phone in sick in accordance with established County procedure
and submit a physician' s certificate attesting to the illness. Employees arriving late
on such days will be paid for the entire day.
c. When facility closes after regular workday has begun. Non-exempt employees
who report to work but leave prior to the time the facility is officially closed will
be paid up to the time they leave the facility. Non- exempt employees who report
to work and remain at work until the facility is officially closed will be paid for
the entire workday. Exempt employees will be paid their normal salary for the
day.
d. When facility opens later than regularly scheduled. Non-exempt employees who
report to work, but after the time the facility is officially open, will be paid for
their time actually worked and will need to supplement their pay with vacation or
compensatory time, if available, from the time the facility opened until the time
they reported to work. Non- exempt employees who report to work at the time the
facility opens and remain at work until the facility is officially closed will be paid
for the entire work day. Exempt employees who report to work will be paid their
normal salary for that day.
3. In the event an emergency causes an entire facility, or any part thereof, to be closed
for two ( 2) or more days, or in the event of unusual circumstances, pay allowance
provisions for all employees will be determined by the County Council.
Section 120. 450 Attendance; Absenteeism; Tardiness.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Definitions.
ABSENTEEISM
Is defined as missing work and not following the appropriate departmental procedures
established by the Elected or Appointed County Officer. Excessive absenteeism is
subject to disciplinary action as outlined in Section 115. 460 120. 630, Disciplinary
Action, of the Jefferson County Merit System.
ATTENDANCE
The expectation of each County employee is to arrive at work on time and be
prepared for duties as scheduled. This also includes not returning to work from breaks
and lunch periods and not leaving prior to the end of a scheduled shift.
EXCESSIVE ABSENTEEISM
Is defined as any absence that due to frequency, duration or timing establishes

patterns that are detrimental to the operation of the employee' s division and/or
department. Examples that may apply, but are not limited to, calling off days before
or after holidays and/or scheduled time off, or calling off during crucial timing of job
duties.
TARDY
Is defined as not being available for the beginning of the employee' s scheduled shift.
Excessive tardiness is defined as tardy more than four (4) times in a rolling four -week
period. Excessive tardiness is subject to disciplinary action as outlined in Section
115. 460 120. 630, Disciplinary Action, of the Jefferson County Merit System.
B. Policy.
1. Regular and punctual attendance at work shall be required of all Jefferson County
employees. Excessive absenteeism and/ or tardiness are detrimental to the operations
of Jefferson County. Due to the varying responsibilities of each division, there may be
different procedures for reporting absences and/ or tardiness. Failure to observe
attendance requirements and recording procedures for each individual division and/ or
department will be cause for disciplinary action by the Elected or Appointed County
Officer up to and including termination.
2. A pattern of absenteeism that indicates an " earn and burn situation" is subject to the
same disciplinary action as other attendance issues. An " earn and burn" situation can
be described as having no accruals available in any accrual banks, and subsequent
absences result in an unpaid status. [ Ord. No. 15- 0302 §§ 1— 3, 6- 23- 2015]
C. Procedure.
1. If being absent for any reason can be anticipated, the employee shall inform the
immediate Division/Department supervisor in advance.
2. When being tardy for any reason is anticipated, the employee shall inform the
immediate Division/Department supervisor as soon as possible.
Section 120. 460 Tobacco Use Policy.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. In keeping with the County's desire to maintain a safe and healthful workplace, the use of
but not limited to, open office space, hallways, reception areas, mailroom, lunchrooms,
restrooms, elevators, and stairways.
B. Use of tobacco in any form in a County owned vehicle is prohibited. All vehicles and
fleet services facilities are designated as " non smoking areas."
C. The use of tobacco in any form is allowed only outside County owned buildings and in
designated smoking areas located, a minimum distance of fifteen ( 15) fcct away from the
public entrance of the County facility.
D. It is the responsibility of all employees and visitors to our facilities to comply with this
policy. Employees who fail to comply with this policy may be subject to disciplinary
action up to and including termination.
A. The purpose of the Non -Smoking and Tobacco -Free Policy is to promote the health,
safety and welfare of employees of Jefferson County while promoting a healthy, safe and
comfortable environment for those who visit County office buildings. Smoking, vaping,
and any use of tobacco products including, but not limited to, tobacco, snuff, or e-
cigarettes, are prohibited in all County buildings as well as County owned vehicles.
B. Smoking, vaping or the use of tobacco are prohibited inside all buildings owned and/or
operated by Jefferson County and all County owned vehicles. All entrances to these
buildings, as well as an area of fifteen ( 15) feet surrounding the entrance, shall be
designated as a " Smoke and Tobacco Free Zone." This restriction shall apply to both
County employees as well as the general public.
C. Smoking, vaping or the use of tobacco products shall only take place outside in areas
where non- smokers will not be required to encounter smoke during the normal course of a
non- smoker' s work or business. Smokeless tobacco must be disposed of properly in
sealed containers and placed in waste containers.
D. The County Executive may designate restricted tobacco use areas outside of County
operated buildings.
E. This policy does not apply to smoking, vaping, or tobacco use which occurs in private
vehicles.
F. It is the responsibility of all employees and visitors to our facilities to comply with this
policy. Employees who fail to comply with this policy may be subject to disciplinary
action up to and including termination.
Section 120. 470 Personal Appearance.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Maintaining a professional business -like appearance is important to the positive image of

the County. It is the policy of Jefferson County that an employee' s dress and grooming
should be appropriate to his/her work situation. Clothing must be pressed and in good
condition.
B. Office personnel are expected to dress in business/ business casual attire, except as when
designated in Subsection ( C) of this policy. The wearing of suggestive attire, blue jeans,
leggings, shorts, T-shirts, sweatpants/ sweatshirts, flip-flops, athletic shoes and similar
items of casual attire are not permitted.
C. The elected or appointed County Officers may designate certain days as " dress -down" or
casual" days ( e. g., Fridays or the last working day of the week) on which casual attire
may be worn. Suggestive attire, halter -tops, tops with bare shoulders or spaghetti straps,
beach thongs and similar clothing items are not to be worn at any time.
D. Employees required to wear a uniform are expected to wear it properly and in its entirety.
Uniforms must be clean, pressed, and neatly maintained at all times. Shoes must be in
good condition and polished or brushed clean.
E. Hair should be clean, combed and neatly trimmed or arranged. Eccentric hairdos and
excessive use of cosmetics are also not permitted.
F. Employees may be required to meet special dress, grooming, and/ or hygiene standards
depending on the nature of their job.
G. Employees reporting to work improperly dressed or groomed may be sent home by their
supervisor to change clothing or until further scheduled to work. Any work time missed
because of failure to comply with this policy will not be compensated. Repeated
violations of this policy may result in disciplinary action up to and including termination.
H. The Elected or Appointed County Officer reserves the right in all situations to make the
determination regarding whether any employee is in violation of this policy.
Section 120. 480 On -Call Duty.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. This policy applies to non-exempt regular employees.
B. The time an employee is required to wear a beeper, have access to a cellular telephone, or
leave a telephone number where the employee may be reached is considered on -call duty
and does not qualify as hours worked.
C. When a condition exists and an employee is called back to work after having been
relieved from duty and left the work site, the hours worked will be compensated at the
employee' s base rate of pay or at the applicable overtime rate.
D. When an employee is on on -call duty and is called back to work, he/ she will be
compensated at his/her base rate of pay for a minimum of two ( 2) hours. Travel time is
not applicable and is not compensated.
E. If the employee is not free to effectively use on -call time for his/her own purposes, such
as in the case of repetitive beeping or calling with less than two ( 2) hours between call
backs, the on call time will be counted as hours worked.
F. In the event an employee on on -call duty is called in within one ( 1) hour of his/her normal
starting time, the time worked will be in addition to his/ her normally scheduled hours.
G. If the call -out lasts for a period of four (4) or more hours, the employee will be allowed
one ( 1) unpaid meal break.
Section 120. 485 Light Duty.

Ord. No. 11- 0218 §§ 1— 2, 6- 18- 2011]
A. Policy.
1. Employees may have a work -related illness or injury which prohibits the performance
of their normal duties. Sometimes it is possible to assign light duty so that the
employee may return to work more quickly. Light duty is not a right and will only be
utilized when there is actual work to be done which may be safely and competently
performed by the employee without jeopardizing his/ her recovery. Light duty may be
assigned by the Elected or Appointed County Officer within certain prescribed
restrictions given by the employee' s physician,-and approved by the Human Resource
Manager. Light duty will only be assigned when the Elected or Appointed County
Officer has work that the employee can safely and competently perform.
2. Light duty may be granted only for a limited duration and will normally be granted
only when there is medical prognosis that the employee will be able to return to full
duty. Light duty must be approved by the Elected or Appointed County Officer.- and
the Human Resource Manager.
3. With the approval of the Elected or Appointed County Officer concerned, employees
may be assigned to light duty in other departments. The duties assigned may be other
than those normally assigned to the employees.
4. If no light duty is available, the employee must remain off the job until released by a
physician for full duty.
5. Requests which are the result of non -work -related injuries are governed by FMLA,
medical leave and/or ADA policies of the County.
B. Procedures.
1. If an employee needs to be exempt from some portion of his/ her duties or needs to be
restricted in how he/ she performs some of his/ her duties as a result of a work -related
injury, the employee may submit a written request to the Human Resource
Managerlis/ her Elected ^ ppointed County Officer, The request must include a
medical statement from the employee' s treating physician indicating the temporary
exemption or restriction from performing certain duties.
2. The documentation is to be submitted to the Elected or Appointed County Officer for

review, consideration and final decision. The employee shall also report all prescribed
of the request.
2. 4. The Human Resource Manager employee' s Elected or Appointed County

Officer will review the request in consultation with the employee' s Elected or
Appointed County OfficerHuman Resources Manager and respond to the employee in
writing as to the decision to assign light duty.
3. 4. Prior to the employee's return to full and unrestricted duty, the employee must
submit a medical authorization to do so. The medical documentation shall indicate a
return to work date and state the employee can perform all duties of the position with
no restrictions.
4. 5. The County may require the employee to submit to a fit -for -duty examination
as deemed necessary to determine whether the employee is able to fulfill all essential
job functions with or without reasonable accommodation.
Section 120. 490 Employee Records.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The Department of Administrative Services shall maintain the official employee

personnel records for all employees under the Personnel Administration Program.
Guidelines for the removal and filing of documents to comply with legal and ethical
requirements for information access are defined below.
B. All records of the County shall be governed by Chapter 610, RSMo., ( Sunshine Law) and
amendments thereto.
C. The personnel files contain all documents, including, but not limited to, the following:
1. Employment application and resume;
2. Reference and security check documentation ( if applicable);

3. Any offer of employment or acceptance letters;
4. All personnel status forms, current and historical;
5. Performance appraisals and related documents;
6. Salary reviews and related documents;
7. Education and training documentation.
D. All Elected or Appointed County Officers should ensure that copies of all documents
related to employees are routinely routed to the Department of Administrative Services,
Human Resources Manager for filing. Such information must include copies of
commendations, written reprimands, permanent changes in work location, certificates of

training or other information concerning performance or credentials relating to County
employment.
E. Federal and State laws require that medical records be maintained by employers in
separate confidential files. All medical -related records will be maintained by the
Department of Administrative Services, Human Resources Manager in confidential files.
The County will treat drug test -related records in the same manner as medical records and
retain them in a confidential medical file.
F. Access to an employee's business -related file information, except protected medical

records, may only be given to the Elected or Appointed County Officer of an employee' s
current department or for an employee seeking transfer, promotion, demotion or rehire to
his/ her department.
G. Under the supervision of the Human Resources Manager, employees will be permitted to
review their personnel file on an annual basis. No employee will be permitted to copy any
documents in his/her file, except where required by law.
H. Federal regulations require that an employer must keep any records that relate to any
employment decision for a minimum of one ( 1) year. United States Citizenship and
Immigration Services Form I-9 must be retained for as long as the individual works for
Jefferson County. Once the individual' s employment has terminated, the Form I-9 must
be retained for either three ( 3) years after hire, or one ( 1) year following termination of
employment, whichever is longer.
I. In the event an action is brought against the County under Title VII of the Civil Rights
Act of 1964, the Age Discrimination in Employment Act of 1967, the Americans With
Disabilities Act, the Fair Labor Standards Act, the Equal Pay Act, or any other law, the
records subject to the action must be retained until final disposition of the case.
J. All documents contained in an active employee's personnel file will be retained for the
employee' s entire period of employment. Personnel files for all terminated employees will
be retained for a minimum of seventy-five (75) years.
Section 120. 500 Bulletin Boards.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. County bulletin boards will be used for communication of County policy, County
business and announcements, and official government Equal Employment Opportunity
EEO) and wage and hour posters, County meeting notices, safety rules, health items, and
benefit programs. Human Resources will have the responsibility for keeping the bulletin
boards up-to- date and attractive.
B. Literature, printed and written materials or notices of any kind are prohibited from being
posted, taped, tacked, etc., on walls, restrooms, time clock areas, entrance or exit doors,
on top of transparent coverings on bulletin boards, etc. Facility closing announcements
e. g. holidays, etc.) for public information may at times be posted on entrance and exit
doors.
C. Human Resources will maintain keys for all bulletin boards. Postings will be performed
by Human Resources. For annex locations, the Elected or Appointed County Officer or
his/her designees will perform the above functions.
Section 120. 510 References.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Due to potential legal issues covering dissemination of information, information relating

to employees may not be communicated outside the County, except as provided. All
supervisory and management personnel have an obligation to treat employee -related data
in a confidential manner
B. For the protection of all employees, any inquiry regarding an employee or former
employee must be referred to Human Resources.
C. In response to written reference checks ( requests for information on an employee' s

employment history) containing a signed authorization to release information, Human
Resources may provide dates of employment, job titles, pertinent salary data, the reason
for the employee leaving, and whether the employee is eligible for rehire.
D. In response to a phone reference check, the Division of Human Resources will only verify
if the employee is in fact employed, hire date or dates of employment, and job title. If the
caller desires additional information, the Human Resources Manager will inform the
caller to submit the request in writing to the County.
E. No general letters of recommendation will be issued to employees. However, the Division

of Human Resources will respond to specific inquiries by other organizations when it
receives such requests in writing with proper authorization from the employee.
Part 2
Merit System
Section 120. 520 General Provisions.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Title. This Part 2 shall be known and may be cited as the " Jefferson County, Missouri,
Merit System" ( hereinafter sometimes referred to as the " Merit System"), and is part of
the Personnel Administration Program.
B. Scope.
1. The Merit System established herein applies to all Jefferson County employees,
except as otherwise specifically exempted pursuant to Article VIII, Section 8.3, of the
Home Rule Charter of Jefferson County, Missouri ( hereinafter sometimes referred to
as the " Charter").
2. All elected and appointed County officers exempted from the Merit System are
required by the Charter to operate their offices within the guidelines of the Personnel
Administration Program and Merit System.
C. Purpose. The Merit System fulfills the mandate of the Charter, which requires the
establishment of a Personnel Administration and Merit System for all County employees,
except those specifically exempted by the Charter. It is the policy of Jefferson County to
fill each position covered by the Merit System on the basis of merit and to base decisions
regarding retention of said employees and officers on the basis of merit and ability. The
Merit System constitutes one ( 1) component of the Personnel Administration Program,
along with any other ordinances establishing personnel rules, benefits or conditions of
employment.
D. Governing Provisions. The provisions of the Merit System shall supersede any other
orders, ordinances, resolutions or employment manuals or handbooks previously adopted
by Jefferson County to the contrary.
E. Rights Of The County As The Employer. Nothing in this part of the Personnel
Administration Program or Merit System is intended to circumscribe or modify the
existing right of the County to:
1. Direct the work of its employees;
2. Hire, promote, assign, transfer, and retain employees in positions within the County;
3. Counsel, reprimand, suspend, reduce in pay, demote or discharge employees for

proper cause;
4. Determine the position classification and salary grade of all County employees;
5. Maintain the efficiency of governmental operations;
6. Lay off employees due to lack of work, failure of financial appropriation or other
causes which do not reflect discredit on employees;
7. Take actions as may be necessary to carry out the mission of the County in
emergencies; and
8. Determine the methods, means and personnel by which operations are to be executed.
F. Rights Of The County Employee.
1. Employees ( except employees who are otherwise prohibited from doing so by law)
shall have the right to form, join and participate in the activities of employee
organizations of their own choosing for the purpose of meeting and conferring with a
County representative with respect to wages, hours, and other terms and conditions of
employment as provided by Charter and subsequent ordinances. Merit System
employees also have the right to refuse to join or participate in the activities of
employee organizations.
2. In addition, rights and privileges of County employees are contained in this document
and in the Personal Administration Program.
3. Nothing in the Merit System or Personnel Administration Program is intended to

circumscribe or modify existing rights of County employees under the State of
Missouri's Public Sector Labor Law, Sections 105. 500 through 105. 530, RSMo.
Section 120. 530 Definitions.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
When used herein and unless otherwise indicated herein, the following words and phrases
shall have the meanings assigned in this Section.
ALLOCATION
The assignment of a position to a position classification.
APPOINTED COUNTY OFFICER

Any person who holds an appointed County office and is exempt from the Merit
System pursuant to Article VIII, Section 8.3, of the Home Rule Charter of Jefferson
County, Missouri.
CERTIFICATION
An official change, addition or deletion, or official act by the Human Resources
Manager.
CLASSIFICATION SPECIFICATION
The essential responsibilities, duties and qualifications common to all positions within
a position classification.
CONFIDENTIAL EMPLOYEE
An employee whose access to confidential personnel files or information concerning
the administrative operations of the County, or whose functional responsibilities or
knowledge in connection with the issue involved in the process of dealing with labor
organizations or unions would make his/ her membership in the same organization as a
non -confidential employee incompatible with his/her official duties.
ELECTED COUNTY OFFICER

Any person who holds an elected County office and who exercises ultimate
supervisory authority over an employee.
ELIGIBLE
A person who may be considered for employment or re- employment.
EXEMPT EMPLOYEE
An employee exempt from the Merit System in accordance with the Home Rule
Charter or by ordinance. For the purposes of this Merit System, the term " exempted
employee" does not mean or refer to exempt status as defined by the Fair Labor
Standards Act.
FLAT RATES
Rates of pay for temporary and part-time employees who are ineligible for benefits
and where the employees are not eligible for within -range advancements.
FULL-TIME EMPLOYEE
Any employee hired to work the County's established normal workweek of at least
thirty-five (35) hours on a regular basis.
MERIT SYSTEM EMPLOYEE

Any person in the service of Jefferson County except contractors, volunteers, Elected
and Appointed County Officers, members of County Boards and Commissions or
election judges. [ Ord. No. 15- 0302 §§ 1— 3, 6- 23- 2015]
OCCUPATIONAL SERIES
A position classification containing multiple levels ( i. e., Records Clerk I, Records
Clerk II, Records Clerk III).
PART- TIME REGULAR EMPLOYEE
An employee hired to work no more than nineteen ( 19) hours per week on a regular
basis.
POSITION CLASSIFICATION
A grouping of one ( 1) or more positions with the same essential responsibilities,
duties and qualifications.
POSITION CLASSIFICATION PLAN

An official listing of position classifications utilized by the County which has been set
up and/ or revised as a part of the Merit System and Personnel Administration
Program.
POSITION DESCRIPTION
A summary of responsibilities and duties for a particular position.
PROBATION
Employment on a trial basis to determine suitability before becoming a non -
probationary employee at that position.
PROBATIONARY EMPLOYEE
An employee who has not yet completed his initial probation period.
PROMOTION
The appointment of an employee to another position in a higher pay grade.
PROMOTIONAL PROBATIONARY EMPLOYEE
An employee who has completed an initial probationary period but who is currently
serving a probationary period in another position.
SECRETARY
The Secretary to the County Employees Merit System Commission.
SESSION RATE
A rate of pay established to compensate an employee for completion of a unit of
work, completion of a defined responsibility, or similar assignment where the value of
the accomplishment is compensated rather than the hours worked. Employees paid on
a session rate are not eligible for benefits nor within -range advancements.
SEVERE DISCIPLINE
Suspension without pay, reduction in pay, or dismissal.
TEMPORARY OR SEASONAL EMPLOYEE
An employee whose full time or part time services are typically needed for only a
limited duration A casual employee who is needed for a maximum of six ( 6) months
per year and will whose hours shall not exceed more than nine hundred ninety-nine
999) hours per calendar year.
TRANSFER
The appointment of an employee to another position in the same pay grade.
Section 120. 540 Administration of Merit System.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Organization And Operation Of The County Employees Merit System Commission.

1. The County Employees Merit System Commission shall be structured according to

Article VIII, Section 8. 5, of the Home Rule Charter of Jefferson County, Missouri,
and policies and procedures consistent with the Charter and the Merit System
principles as recommended and adopted by the County Council.
2. The County Employees Merit System Commission shall meet at least bi- monthly.
Meetings for the purpose of hearing appeals pursuant to this Merit System may be
considered special meetings and shall be called in such a way that appeals are handled
in a timely and expeditious manner. Appeals hearings may also be held during regular
monthly meetings of the County Employees Merit System Commission. Special
meetings may be called only by: [ Ord. No. 15- 0302 §§ 1— 3, 6- 23- 2015]
a. The Chairperson or Vice Chairperson, in the absence of the Chairperson, of the

County Employees Merit System Commission by notifying the Secretary of the
purpose, time and place of the meeting; or
b. The County Employees Merit System Commission, while in session, may

determine the need for and schedule special meetings.
3. All meetings of the County Employees Merit System Commission shall be conducted
in accordance with the Missouri Sunshine Law.
4. The County Employees Merit System Commission shall, at its first meeting in
January each year, elect from among its members officers of the County Employees
Merit System Commission who shall have the titles of Chairperson, Vice Chairperson
and Secretary of the County Employees Merit System Commission. Each officer shall
serve in that office at the pleasure of the County Employees Merit System
Commission.
5. The Chairperson or Vice Chairperson shall preside at meetings of the County

Employees Merit System Commission, have a voice, vote on all questions before it
and have authority to:
a. Preserve order at County Employees Merit System Commission meetings; and
b. Determine the order of the County Employees Merit System Commission business
under this part of the Personnel Administration Program and the rules of the
County Employees Merit System Commission.
6. The Secretary shall be responsible for keeping minutes of all meetings of the County
Employees Merit System Commission so that an accurate record of all proceedings
shall be kept.
7. Vacancies or absences on the County Employees Merit System Commission caused

by death, incapacity, resignation, expiration of term, or failure to attend three ( 3)
consecutive regular meetings shall be filled forthwith by appointment pursuant to
Article VIII, Section 8. 5, of the Charter.
8. The County Employees Merit System Commission shall, by resolution, establish rules
of procedure for all matters that come before it. The rules so established must be
consistent with the rules set forth herein, as well as the rules set forth in the Charter
and Missouri law.
9. A majority of the County Employees Merit System Commission must be present to

conduct business except as provided in Section 120.640( A)(3)( a) regarding conduct
of hearings by a member of the County Employees Merit System Commission when
functioning as a hearing officer.
10. Records of all the proceedings of the County Employees Merit System Commission
shall be maintained in accordance with Federal or State law or County ordinance.
Minutes, once approved, shall be filed with the Clerk of Jefferson County. Minutes
from closed meetings or other records closed pursuant to the Missouri Sunshine Law
shall be forwarded to and stored by the Human Resources Manager in a secured
location. Records of the County Employees Merit System Commission, when they are
no longer needed by the County Employees Merit System Commission, shall be
archived in the office of the Clerk of Jefferson County. Such records shall be
maintained in accordance with the rules established by Missouri law.
11. An oath of office shall be administered by the Clerk of Jefferson County to each
County Employees Merit System Commissioner upon appointment or reappointment
to ensure that the spirit and intent of the County Merit System shall be observed, the
welfare of the public upheld and substantial justice is done.
B. Duties And Responsibilities Of The County Employees Merit System Commission.
1. Pursuant to Article VIII of the Jefferson County Charter, the County Employees Merit
System Commission shall:
a. Recommend to the County Council a personnel administration program under the

direction of the Director of Administration that implements policies and
procedures consistent with the Home Rule Charter of Jefferson County, Missouri;
and
b. Review and evaluate the Merit System operation and from time to time
recommend to the County Council and the County Executive changes in policies
and procedures for improved operation of the Merit System; and
c. Hear appeals filed in accordance with Article VIII, Section 8. 2( 3), in cases of
disciplinary actions by Elected or Appointed County Officers and shall issue
written findings of facts and conclusions setting forth its determination.
1) After hearing and consideration of the evidence for and against a suspension,
reduction in pay or dismissal, the County Employees Merit System
Commission shall sustain, overturn or modify the action of the Elected or
Appointed County Officer in accordance with the standards listed below:
a) The County Employees Merit System Commission shall sustain the action
of the Elected or Appointed County Officer when the facts as set forth in
the notice of discipline are supported by a preponderance of the evidence;
or
b) The County Employees Merit System Commission may overturn the

discipline imposed by the Elected or Appointed County Officer when the
Elected or Appointed County Officer fails to prove, through a
preponderance of the evidence, the actions listed as the reasons for
imposing the discipline; or the discipline was on account of race, creed,
disability, color, age, religion, national origin, gender, ancestry, political
affiliation or activity or lack thereof; or union membership or non-
membership; or
c) The County Employees Merit System Commission may modify the

discipline imposed by the Elected or Appointed County Officer when the
validity of substantial portions of the reasons listed by the Elected or
Appointed County Officer for imposing the discipline are not supported by
the preponderance of the evidence.
2) The County Employees Merit System Commission may order back pay, but
only to the extent such back pay is within the appropriation of funds by the
County Council to that department for payroll, and such award shall be
calculated as follows;
a) An award of back pay for income lost by reason of suspension, reduction

in pay, demotion or dismissal, subject to the availability and appropriation
therefor, shall be calculated at the rate the aggrieved party earned at the
time of suspension, reduction in pay, demotion or dismissal, including any
increases received by the class of the aggrieved party during that period
less any unemployment compensation payments or other earned income
received during that period of time, less any mitigation income earned by
the employee. The aggrieved party shall be required to furnish any
documents necessary to determine his income or whether the income was

received from other sources, including copies of Federal income tax
returns, bank records, payroll check stubs or other documentation; or
b) Where the appropriation of funds to a department is insufficient to pay a

back pay award, the County Employees Merit System Commission may
recommend to the County Executive and the County Council an additional
appropriation of funds to a department for the benefit of an aggrieved
party.
3) The County Employees Merit System Commission may not award

attorney fees or costs.
4) The number of votes required in order to modify or overturn a disciplinary

decision of an Elected or Appointed County Officer shall be a majority of
all votes of the County Employees Merit System Commission if no seats
were vacant and all members were present and voting. Failure to achieve
the required number of votes shall cause the Elected or Appointed County
Officer' s decision to stand as final.
C. Powers and Duties Of The Elected Or Appointed County Officer.

1. Elected County officers who are not Administrator supervised have the duty to
establish by directive from time to time systems of administrative organization for the
departments they head, after consultation with the Director of Administration and the
County Executive, so that all systems of administrative organization in the County
Government are as consistent as possible given the different governmental functions
of the departments. Any systems so established must be consistent and in harmony
with the Personnel Administration Program and the Merit System.
2. Appointed County officers may promulgate department rules for personnel

administration consistent with the Charter, the Personnel Administration Program and
the Merit System, subject to the approval of the Director of Administration after
consultation by the appointed County officer with the Human Resources Manager.
Such rules shall be forwarded to the office of the County Counselor for review as to
consistency with this and other applicable ordinances and laws.
3. The appointed County officers of each department shall, subject to direction by the
Director of Administration and/or the County Executive, manage, direct and supervise
all personnel activities of the department; shall appoint all officers, deputies,
assistants and employees of the department in accordance with the provisions of the
Personnel Administration Program and the Merit System, unless otherwise provided
by Charter or ordinance; and shall assign functions and duties to such officers,
assistants and employees and direct and control their work.
4. The elected County officers of each department shall manage, direct and supervise all
personnel activities of the department; shall appoint all officers, deputies, assistants
and employees of the department in accordance with the provisions of the Personnel
Administration Program and the Merit System, unless otherwise provided by Charter
or ordinance; and shall assign functions and duties to such officers, assistants and
employees and direct and control their work.
D. Powers And Duties Of The Director Of Administration Under The Merit System. In
addition to those powers and duties pertaining to the administration of the overall
Personnel Administration Program, the Director of Administration, who may delegate the
powers set forth below to the Human Resources Manager, shall administer the Merit
System and have the power and duty to:
1. Report to the County Executive and perform any duties, functions, and managerial or
investigative responsibilities assigned by the County Executive not inconsistent with
the Charter, applicable laws, the Personnel Administration System or Merit System;
and
2. Exercise those powers and perform those duties required by the Charter, applicable
laws, the Personnel Administration System or Merit System; and
3. Maintain the official employee personnel files for all County employees; and
4. Certify all additions, deletions and changes in payroll for Merit System employees to
the County Executive; and
5. Recruit applicants as prescribed by policy to fill position vacancies; and

6. Consult with elected and appointed County officers as to the qualifications of

applicants and establish and maintain eligible lists; and
7. Forward names of applicants to elected and appointed County officers for filling
vacancies covered by the Merit System; and
8. Recommend new positions within the Merit System to position classifications

included in the Position Classification Plan as set forth in the Personnel
Administration Program; and
9. Remove from consideration for appointment any applicant and/ or recommend

discipline in accordance with this part of the Personnel Administration Program of
any current Merit System employee for attempting, or assisting anyone else who is
attempting, to gain advantage over other applicants for appointment or promotion to
Merit System positions through deceit, misrepresentation or fraud.
Section 120. 550 Position Classification.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Position Description. Each elected and appointed County officer shall maintain a current
position description for each position in his or her department. Copies of each position
description shall be forwarded to the Human Resources Manager.
B. Classification Specifications. The Human Resources Manager, under the direction of the
Director of Administration, shall maintain a classification specification for each position
classification in each occupational series included in the Position Classification Plan. The
classification specifications shall be broad enough in scope so that positions with similar
responsibilities and duties and which require similar knowledge, skills and abilities can be
allocated to the same position classification. The classification specifications shall
accurately distinguish between levels of position within the occupational series.
C. Allocation Of Positions To Classifications. The Human Resources Manager, under the

direction of the Director of Administration, after consultation with the Elected or
Appointed County Officer is responsible for comparing the descriptions for each position
within the departments with the classification specifications and then is responsible for
allocating each position to the most appropriate position classification.
1. The position classification of a position is determined when the position is created,

and is reviewed each time it is vacated and refilled. The position classification may
also be reviewed whenever the Elected or Appointed County Officer has reason to
believe that the responsibilities and duties have changed so significantly that the
position should more properly be allocated to a different classification.
2. Whenever it is determined, after consultation with the Elected or Appointed County

Officer, the classification of any position is inappropriate, the position shall be
reallocated to the position classification that is most appropriate. The Elected or
Appointed County Officer and the reclassified employee, if any, shall be notified of
the change in classification. All requests for reclassification shall be submitted no
later than September 1 of the current fiscal year.
3. The effective date for any reclassification shall be the later of the date on which the
Human Resources Manager, under the direction of the Director of Administration,
issued the classification decision, or the date on which all necessary changes to the
Classification Plan, the Basic Pay Plan, and the budget have been adopted.
D. Establishment OfNew Position Classifications.
1. By Human Resources Manager.
a. Except as set out in Subsection ( D)( 2) below, whenever the Human Resources
Manager, acting under the direction of the Director of Administration, and after
consultation with the Elected or Appointed County Officer, determines that there
is no appropriate position classification existing in the Classification Plan to
which to allocate a merit position or proposed merit position, he or she shall
develop a job description for the proposed new position. Following adoption of
the new classification, the Human Resources Manager shall notify the Elected or
b. If the Elected or Appointed County Officer and the Human Resource Manager are
in agreement on the new proposed classification, recruitment activity may
commence.
2. By executive power. The County Executive may, pursuant to Article V, Section 5. 21,
et seq., create new position classifications in conjunction with Government Re -
Organization, as that process is set forth in the Charter.
E. Official Titles And Working Titles Of Positions. The position classification shall be the
official title of the employee' s position and shall be the title utilized for payroll and
budgeting purposes. The Elected or Appointed County Officer may use working titles for
other purposes whenever this is useful.
Section 120. 560 Recruitment,

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Requisition Process. Whenever an Elected or Appointed County Officer wishes to fill a

vacancy, he/ she shall, after consulting with the Human Resources Manager, prepare and
submit a completed personnel requisition to the Director of Administration. The
personnel requisition shall be accompanied by a current position description and a list of

minimum qualifications, special knowledge, skills or ability required for the individual
position. The personnel requisition shall be submitted as far in advance of the desired
appointment date as possible. The Director of Administration, in consultation with the
Elected or Appointed County Officer, shall make the final determination of the
qualifications and the recruitment strategy.
B. Position Announcements.
1. Whenever a personnel requisition has been submitted in the proper form to the
Director of Administration, and the Director of Administration has preliminarily
approved the change in the payroll, the position shall be given notice in the form of a
position announcement by the Human Resources Manager, in a manner consistent
with the process identified in Part 1 of this Personnel Administration Program, unless:
a. The position is to be filled at the discretion of the Elected or Appointed County

Officer by the appointment of an individual from the re- employment list pursuant
to Section 120.570 of this Part 2 of the Personnel Administration Program or by
transfer or demotion; or
b. There is a need to fill the position quickly to preserve the public interest and a
current eligible list exists containing the names of suitably qualified individuals.
The certification from such an eligible list must be approved by the Elected or
Appointed County Officer and the Director of Administration.
2. Position announcements shall be posted for a minimum of five ( 5) working days and
may be posted for a longer period of time if the Human Resources Manager or the
Elected or Appointed County Officer feels additional time shall be needed to attract a
sufficient number of qualified applicants.
3. The position announcement shall include the position classification title, the pay
range, a summary of the position description, the minimum necessary qualifications,
an equal opportunity statement, an Americans with Disabilities Act statement, a
deadline by which applications must be received in order to assure consideration, or
notice that applications shall be received until further notice, and any other
information deemed to be appropriate.
4. When the Elected or Appointed County Officer and the Human Resources Manager
agree that there is a sufficient supply of non -probationary County employees who
possess the qualifications and are available for promotion, the position announcement
may specify that only non -probationary County employees will be considered.
5. All applications received prior to the deadline shall be included in the screening
process. The deadline may be extended by reissuing the position announcement.
When so noted on the position announcement, applications received after the deadline
may be considered if necessary to assure that a sufficient supply of qualified
applicants is available for consideration.
6. Position announcements and recruitment will follow the procedures established in the
Personnel Administration Program and this Merit System.
Section 120. 570 Eligible Lists and Certification.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Eligible Lists. The Human Resources Manager shall maintain lists of candidates for
consideration for employment with the County.
1. Eligible lists may be specific to a single position classification, either within a
particular department, or throughout the County service. Alternatively, eligible lists

may be specific to a series of related position classifications, whether within a
particular department or throughout the County service. Whenever any such eligible
list is used to fill a position, the Human Resources Manager shall certify for
consideration only those applicants who meet the qualifications set forth in the
position announcement.
2. The types of eligible lists are as follows:
a.
Re- employment list. A list of all former non -probationary employees who were
laid off during the last two ( 2) years in the same department and in the particular
position classification. It shall be the responsibility of the former employees to
notify the County of any address changes.
b. Open competitive list. A list of all applicants who within the last year have met all
of the minimum qualifications and successfully completed the necessary
components established in accordance with Merit System rules, including former
non -probationary employees who were laid off from the County service during the
last two (2) years.
B. Certification. Upon receipt of an approved personnel requisition, the Human Resources

Manager shall forward the names of applicants from the re- employment list, the open
competitive list and any other applications received for the position to the Elected or
C. Removal From Eligible Lists.
1. The Human Resources Manager may remove an applicant's name from the eligible
list for the following:
a. The applicant is no longer available for employment; or
b. The applicant fails to respond to letters or phone calls concerning his/ her
availability for employment or interview or fails to provide notice of changed
address or phone number; or
c. The applicant refused to accept employment that he/ she had previously agreed to
accept; or
d. The applicant fails the pre -employment drug testing; or
e. The applicant is appointed to a position in the same or higher pay grade; or
f. One ( 1) year has passed since the applicant' s name was placed on the open
competitive list, except for individuals who were laid off, whose names shall
remain on the open competitive list for two ( 2) years.
2. After consultation with the Director of Administration, the Human Resources

Manager may remove the name of an applicant:
a. When background investigations, reference checks, or other pre -employment

procedures conducted following the candidate' s inclusion on the eligible list reveal
information materially affecting their suitability for employment; or
b. The applicant has falsified his/ her application or given false information during
the evaluation or selection process.
Section 120. 580 Appointment.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Competitive Appointments.
1. Appointments from list of eligible. Except in cases of re- employment, emergency and
transfer appointments, vacancies in Merit System positions are filled by the Elected or
Appointed County Officer from a selection of persons forwarded by the Human
Resources Manager. If the Elected or Appointed County Officer cannot find an
adequate appointment from among those certified, the Director of Administration
shall instruct the Human Resources Manager to begin the recruitment and certification
process again.
2. Temporary promotional appointments.
a. An employee who is given a temporary promotional appointment may apply for

regular appointment to the position but may not be given any specific credit in the
recruitment procedure for time spent in the temporary promotional status.
b. The temporary promotional appointment shall end, and the appointee returned to
his or her former position and rate of pay (or the rate he or she would be receiving
except for the temporary promotional appointment) upon the regular appointment
of a person to fill the vacancy.
3. Certification ofpayroll changes. No additions, deletions or changes to Merit System

employee payrolls may occur without the certification of the Director of
Administration. The Director of Administration's decision to certify or not to certify
changes in the payroll may be overturned by the County Executive, subject to appeal
to the County Employees Merit System Commission.
4. Probation. Appointments to positions are awarded on a probationary basis and are

subject to the provisions of probation.
a. Probation, except for situations described in Subsections ( A)(4)( b) and ( B)( 4)( b)
of this Section, is initially for a term of six ( 6) months. An extension of probation
of up to three ( 3) months is at the discretion of the Elected or Appointed County
Officer, but the Human Resources Manager and the employee must be notified
prior to the end of the original probationary period. After a six-month term of
probation, the probationary employee gains non -probationary employee status
unless the Elected or Appointed County Officer extends probation.
b. There are certain positions where the duties and responsibilities require a longer
period of probation. Twelve-month probationary periods, without the possibility
of extension except as provided in Subsection ( A)(4)( c) below, may be required
for these positions as a condition of employment upon the recommendation of the
Elected or Appointed County Officer and with the prior approval of the Director
of Administration.
c. When a probationary employee is unable to report for duty due to illness, injury or
leave of absence ( other than military leave), the term of the probation may be
extended by the length of the period of absence at the discretion of the Elected or
Appointed County Officer in consultation with the Director of Administration.
B. Non -Competitive Appointments.
1. Reappointments.
a. A former employee who was laid off within the last two ( 2)
years shall be
returned to duty when a vacancy exists for the same position classification in the
same department from which he was laid off. If there are two ( 2) or more former
employees laid off from the same position classification in the same department,
the employee returned to duty shall be determined in the reverse order of layoff.
b. Non -probationary employees who are promoted, then fail to successfully complete
their promotional probationary period, shall have the right to return to the same
position classification in the same department from which they were promoted. At
the expiration of the thirty (30) days, the employee shall no longer be considered a
promotional probationary employee and shall not have the right to return to
his/her former position as allowed by this Subsection.
c. Non -probationary employees who are appointed to a position that is exempt from
the Merit System shall retain the right to be returned to a position in the same
position classification and department as previously held if such position exists
and is vacant. If not, such employees shall be placed on the re- employment list
pursuant to the Personnel Administration Program and Merit System as though
they had been laid off on the date their exempt appointments end.
d. Former employees whose names appear on the re- employment list may be
appointed within twenty-four (24) months of their date of separation to a similar
position in the same or lower pay grade when the qualifications for the position
are similar and they have been certified as eligible for appointment by the Director
of Administration and Human Resources Manager.
2. Emergency appointments. When an Elected or Appointed County Officer determines

it is essential to immediately fill a position to meet an emergency that may result in
loss of public property or public revenue, or that may threaten the public health, safety
or welfare or cause serious inconvenience to the public, the Elected or Appointed
County Officer may request approval of the Director of Administration to make an
emergency appointment. If the Director of Administration grants that approval, the
Human Resources Manager shall certify the candidate of the Elected or Appointed
County Officer subject to the following procedures and conditions:
a.
No person may serve under emergency appointments for more than twenty ( 20)
working days unless authorized to do so by the Director of Administration; and
b. The Director of Administration may extend the length of emergency appointments

to a maximum of ninety ( 90) calendar days; and
c. No person may serve under one ( 1)

or more emergency appointments for more
than ninety (90) calendar days in a twelve-month period.
d. Individuals appointed to an emergency appointment are not subject to this Merit

System and shall have no right of appeal to the County Employees Merit System
Commission.
3. Transfers.
a.
An Elected or Appointed County Officer may at any time permanently assign an
employee from one position to another in the same position classification in the
same department. Upon such assignment, the Elected or Appointed County
Officer shall immediately notify the Human Resources Manager.
b. The Elected or Appointed County Officer may, with approval of the Director of
Administration, transfer an employee from a position in one classification to
another position in a different classification if the Human Resources Manager
confirms that the positions are in the same department, are in the same pay grade
and have the same or similar minimum qualifications.
c. Upon request of an employee and approval of both the Elected or Appointed

County Officer and the Director of Administration, an employee may move from
one position to another position in another department or in the same depaitinent
if the Human Resources Manager confirms that the positions are in the same or
lower pay grade and have the same or similar minimum qualifications.
d. This Section does not affect the power and duty of the County Executive to make
transfers pursuant to, Article V, Section 5. 21, et seq. of the Charter.
4. Temporary promotional appointments. An Elected or Appointed County Officer, with

the approval of the Director of Administration, may make a temporary promotional
appointment when a vacancy in the position of an assistant or deputy director,
division manager, superintendent or assistant superintendent or chief deputy occurs,
with the exception of those managers that must be appointed pursuant to, Article V,
Section 5. 14. 6 of the Home Rule Charter of Jefferson County, Missouri. Such
appointments shall be approved only when leaving the position vacant while the
normal recruitment and selection process occurs would jeopardize the proper
oversight of one ( 1) or more significant County functions or services. The following
conditions and provisions apply:
a.
An employee who is given a temporary promotional appointment may apply for
regular appointment to the position but may not be given any specific credit in the
recruitment procedure for time spent in the temporary promotional status.
b. The temporary promotional appointment shall end and the appointee returned to
his former position and rate of pay ( or the rate he would be receiving except for
the temporary promotional appointment) upon the regular appointment of a person
to fill the vacancy.
5. Temporary appointments. When an Elected or Appointed County Officer determines

it is essential to immediately fill a position to meet a temporary increase in the volume

of work or to temporarily fill a position from which an employee has been promoted,
the Elected or Appointed County Officer may request approval of the Director of
Administration to make a temporary appointment. If the Director of Administration
grants that approval, the Human Resources Manager shall certify the candidate of the
Elected or Appointed County Officer, subject to the following procedures and
conditions:
a. No person may serve under a temporary appointment for more than sixty ( 60)
working days unless authorized to do so by the Director of Administration; and
b. The Director of Administration may extend the length of temporary appointments

to a maximum of ninety (90) calendar days; and
c. No person may serve under one ( 1) or more temporary appointments for more
than ninety (90) calendar days in a twelve-month period.
d. Individuals appointed to temporary appointments are not subject to this Merit

System and shall have no right of appeal to the County Employees Merit System
Commission.
Section 120. 590 Performance Evaluations.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. In order to provide employees with information regarding their level of performance,

acknowledge their efforts and suggest areas of improvement, it is the policy of Jefferson
County that performance evaluations of employees shall be given. They shall be given
consideration in determining the following matters:
1. Whether employees successfully complete the probationary period; and
2. Salary adjustments; and
3. Fitness for promotion, transfer, and re- employment; and
4. Order of layoff whenever a reduction in force is necessary; and
5. Severity of disciplinary actions.
B. The Human Resources Manager shall structure an employee performance evaluation form
to be utilized that shall be approved by the Director of Administration.
C. Performance evaluations shall be performed at the following times:
1. During the last thirty ( 30) days of a probationary period and again during the last
fifteen ( 15) days of any extensions of the probationary period; and
2. For non -probationary employees, on an annual basis during the second quarter of the
fiscal year covering the preceding twelve- month period; and
3. At the discretion of the Elected or County Officer, as an interim

Appointed
performance evaluation, whenever the level of performance significantly improves or
deteriorates.
D. Performance evaluations shall be completed by the immediate supervisor as designated

by the Elected or Appointed County Officer or by the Elected or Appointed County
Officer as applicable and signed by the Elected or Appointed County Officer. The
immediate supervisor or Elected or Appointed County Officer shall review the evaluation
with the employee.
E. When employees have worked for more than one ( 1)

supervisor during the evaluation
period, the evaluation shall be performed by the current supervisor, but that supervisor
shall consult with the previous supervisor if available regarding the employee' s
performance.
F. The employee shall have the opportunity to comment within ten ( 10) days and shall be
requested to sign the evaluation to attest that the rating has been presented. The signature
does not signify that the employee agrees with the rating. If the employee refuses to sign
the evaluation, a witness shall be asked to note on the evaluation that it was presented to
the employee who refused to sign.
G. A copy of the evaluation shall be made by the Elected or Appointed County Officer and
presented to the employee once it has been discussed and signed. The original copy of all
completed evaluations shall be forwarded to the Human Resources Manager in a
confidential manner for placement in the personnel records.
Section 120. 600 Involuntary Termination From County Service.

A. Dismissal From Employment. All non -probationary and promotional probationary
employees may be dismissed from their employment with the County in accordance with
the provisions of Section 120.630, Disciplinary Action. In addition, non -probationary and
promotional probationary employees may be separated from their employment in the
County service as set out in Subsections ( B) through (F) below.
B. Failure To Satisfactorily Complete The Probationary Period. Probationary employees

and promotional probationary employees are hired by the County on a trial basis to
determine their suitability to become a full-time employee in that position.
1. Probationary employees may be dismissed at any time for failure to make satisfactory
progress or successfully complete their probationary period. A probationary employee
has no right of appeal to the County Employees Merit System Commission when such
employee is separated from County service during the probationary period.
2. Employees in
promotional probationary status may be removed from their
promotional positions for failure to satisfactorily complete their probationary period.
3. Employees in probationary status do not have merit system rights or privileges and
may not appeal their termination for failing to successfully complete their
probationary period. Employees in promotional probationary status may fail to
successfully complete their promotional probationary period. Such failure to complete
the promotional probationary period is addressed by Section 120. 580( B)( 1)( c).
Employees in promotional probationary status may also be terminated for cause as set
out in Subsection ( A) above and Section 120.630. Such forms of disciplinary action
including dismissal from the County service) may be taken against promotional
probationary employees pursuant to the Merit System. When a promotional
probationary employee is discharged or suspended without pay, the employee may
appeal to the County Employees Merit System Commission as set out in Section
120. 640( A)(1)( a). If a promotional probationary employee is returned to his or her
former position, the employee may not appeal the decision to the County Employees
Merit System Commission, even if the decision is accompanied by a reduction in pay.
C. No -Fault Separation.
1. An employee will be separated from County employment and removed from the
payroll under the following circumstances:
a. The employee is unable or unwilling to report for duty and perform the essential
duties of his or her position and light duty ( in accordance with Section 120.485,
Light Duty) is not available or is not granted; and
b. The employee has exhausted any Family Medical Leave Act (FMLA) entitlement;
and
c. The employee is not on approved leave of absence without pay; or
d. The employee has exhausted his or her accrued paid vacation, sick or other leave
and his or her accrued earned compensatory time, if any; and the employee has
exhausted any Family Medical Leave Act (FMLA) entitlement.
2. A no- fault separation shall not be processed unless the employee has received written
notice of the action at least five ( 5) calendar days before the employee is to be
removed from County service. A no- fault separation shall not be appealable to the
County Employees Merit System Commission.
D. Job Abandonment. When an employee fails to report for scheduled duty without calling in
as required, and such failure persists for three ( 3) consecutive scheduled workdays, the
employee has abandoned his or her employment and the Elected or Appointed County
Officer shall proceed to notify the Human Resources Manager that the employee is to be
removed from County service as follows:
1. Following three ( 3) consecutive scheduled workdays during which the employee

failed to report for scheduled duty or called in as required, the Human Resources
Manager shall send notice by registered mail with return receipt, or like mail service
with delivery confirmation, to the last known address of the employee.
a. The notice shall be sent to the employee in a manner that allows for proof of
mailing.
b. The notice shall state that the employee has abandoned his or her job as of the
close of business of the third consecutive scheduled workday for which the
employee failed to report and for which the employee did not call in, and thus has
been removed from the County service.
c. The notice shall inform the employee that the employee has seven ( 7) calendar
days from the date of mailing to contact the Human Resources Manager and
apply, in writing, for reinstatement. Such application for reinstatement shall set
forth the employee' s justification for failing to report or call in. If the employee
fails to contact the Human Resources Manager within seven ( 7) days from the
date of mailing, the employee has forfeited his or her right to reinstatement, but
may apply for employment through the normal County employment process.
2. If the employee applies for reinstatement, the Elected or Appointed County Officer in
consultation with the Human Resource Manager, shall review the justification for
failing to report or call in and shall determine whether to reinstate the employee.
a. If the Elected or Appointed County Officer determines separation from County

service for job abandonment is not appropriate, the Elected or Appointed County
Officer may impose disciplinary action and/or denial of paid leave. All employees
reinstated shall have their leave balances, all other benefits and seniority restored
as if the employee had not experienced a break in service. If an Elected or
Appointed County Officer, after consultation with the Director of Administration,
determines separation from County service is not appropriate, he or she shall
notify the employee in writing of his or her decision, including any alternative
disciplinary action, if appropriate, and forward that decision to the employee in a
manner that allows for proof of mailing and proof of receipt.
b. If an Elected or Appointed County Officer determines separation from County

service is appropriate, he or she shall notify the employee in writing of his or her
decision and forward that decision to the employee in a manner that allows for
proof of mailing and proof of receipt.
3. An employee who has been removed from the County service for job abandonment
may seek review of the Elected or Appointed County Officer's decision from the
Director of Administration. The employee' s request for review by the Director of
Administration must be received by the Director of Administration within seven ( 7)
calendar days of the date of receipt of the notice.
4. A request for review by the Director of Administration shall contain the following:
a. The name, home address and phone contact information of the person seeking
review; and
b. The specific information concerning the employee's claims of circumstances

which mitigate the employee' s failure to report or call in.
5. The Director of Administration shall issue a decision in writing, and such decision
shall be final. The review is to be limited to verification of proper notice. The decision
of the Director of Administration shall not be appealable to the Merit Commission.
E. Layoffs. The County shall make every reasonable and proper effort to avoid the necessity
to lay off employees. However, when there is a need to reduce the number of employees
because of a lack of funds, a lack of work or other circumstance, the County shall proceed
to make the necessary layoffs in accordance with the following procedures:
1. The Director of Administration, in agreement with the Elected or Appointed County

Officer, shall determine the department's needs and decide from which classification
the layoffs are to be made.
2. The number of positions in each classification to be eliminated shall be reported to the

Elected or Appointed County Officer by the Director of Administration. If, after
agreement with the Elected or Appointed County Officer, it is determined that the
needs of the County dictate that one ( 1) or more employees possessing specialized
skill, knowledge, ability, certification or licensure be retained, this requirement shall
be included in the notification. The Elected or Appointed County Officer shall
determine the order of layoff by applying the following criteria:
a. Employees hired on an emergency appointment; followed by
b. Employees occupying temporary positions in reverse order of their length of

service [ except that non -probationary employees occupying temporary positions
shall be considered in the group described in Subsection ( E)( 2)( d) below];
followed by
c. Employees who are in their probationary period ( except those who have been in a
temporary promotional position or temporary assignment long enough that they
have successfully completed their promotional probationary period) in reverse
order of their length of service; followed by
d. Remaining employees in the affected classes, including those who have been in a
temporary promotional position or temporary assignment long enough that they
have successfully completed their promotional probationary period, who shall be
designated for layoff by the Elected or Appointed County Officer, with the
approval of the Director of Administration, giving consideration to their merit and
ability.
3. The effective date of the layoff shall be established by the Director of Administration
with the advice of the Elected or Appointed County Officer.
4. Employees who are to be laid off shall be given as much notice as possible.
5. When the layoffs have occurred, the Human Resources Manager shall be advised and
shall certify the removal of the employees from the payroll.
6. The decision to lay off an employee shall not be subject to appeal to the County
Employee Merit System Commission.
F. It is the purpose of the Personnel Administration Plan and Merit System to establish a
system of personnel administration that will attract, select and retain employees who will
provide proficient, technically competent and loyal service to the public at all times and
to render such service according to the highest ethics. Jefferson County retains employees
on the basis of the adequacy of their performance, correcting inadequate performance
where possible and appropriate and separating employees whose performance is

inadequate. The Merit System is intended to promote public service and establish
conditions of service that will attract and retain employees of character and capacity and
to increase efficiency and economy in governmental departments by the improvement of
methods of personnel administration with full recognition of the requirements and needs
of management. To that end, employees hired into the Merit System, reclassified or
promoted from one Merit System position to another position, who have successfully
completed probation, are non -probationary employees for so long as their performance is
satisfactory as determined by their annual performance evaluation.
1. Mandatory Performance Improvement Plans ( may also be cited as " MPIP") shall be
used when training, retraining or instruction can reasonably be expected to provide an
employee the opportunity to overcome a problem in their job performance or when
specific behaviors of the employee are impairing the efficient delivery of services to,
or on behalf of, the public by County Government as set forth in a performance
evaluation which has an average score of 2. 5 or less or a score of 1. 0 in any area when
utilizing a 5. 0 point scoring system. The purpose of the MPIP is to improve the
performance of the employee to an acceptable level or, where the employee' s
performance does not reach such an acceptable level, to separate the employee from
County service. [ Ord. No. 15- 0302 §§ 1— 3, 6- 23- 2015]
2. Employees hired, promoted or reclassified on or after the effective date of this

provision or those receiving a position upgrade are merit employees with a property
interest in their employment only during good behavior and satisfactory performance.
Employees who fail to exhibit such good behavior and/ or satisfactory performance as
described in Section 120. 600( F)( 2)( a) through ( b) below shall be subject to the use of
Mandatory Performance Improvement Plans in any of the following instances:
a. The non -probationary employee has received a performance evaluation of 3. 0 or

lower overall on the County's performance evaluation system; or
b. The non -probationary employee has received a performance evaluation in one ( 1)

or more areas that is below 2. 0 and which is in an area that the employee is not
effectively performing his/her job as documented in the employee' s annual
performance plan.
3. The Elected or Appointed County Officer may institute a Mandatory Performance

Improvement Plan on a non -probationary employee meeting the criteria set out in
Section 120. 600( F)( 2). The Elected or Appointed County Officer shall supply the
Director of Administration with copies of the employee's performance plans and a
draft Mandatory Performance Improvement Plan for approval of the content of the
MPIP. The MPIP shall not be instituted prior to the Director of Administration' s
approval of the content of the MPIP. The plan shall provide for the following:
a. The employee shall be given notice of areas of poor behavior or deficient

performance that have been identified by the Elected or Appointed County Officer
as the reason for the imposition of the MPIP.
b. The employee will be apprised of the additional training, retraining, instruction,

practice or performance improvement that the employee needs to undertake or
behaviors that must be changed in undertaking job performance. While subject to

the MPIP, the Elected or Appointed County Officer shall conduct periodic reviews
at such intervals as are determined as a part of the MPIP.
c. The employee will be apprised of the measurable performance expectations that

will be used to determine his/ her success on the MPIP.
d. The employee will be apprised of the deadline for the employee to receive review
under the MPIP. The deadline shall allow sufficient time for any training or
retraining and for any skill development that must occur. The deadline may be as
short as thirty ( 30) calendar days in instances in which the deficiency or
deficiencies are primarily caused by inattention or non-compliance. The deadline

shall not be in excess of one ( 1) year.
e. The employee will be apprised that compliance with the MPIP shall be determined
by the Elected or Appointed County Officer. If the Elected or Appointed County
Officer determines that the employee has not complied with the MPIP,
compliance shall be determined by a three -member panel comprised of the
Director of Administration, the Human Resources Manager and the Elected or
Appointed County Officer. The Elected or Appointed County Officer may
designate a supervisor in the line of authority over the employee subject to the
MPIP to sit on the panel as designee of the Elected or Appointed County Officer.
The Director of Administration shall chair the panel.
f. While subject to an MPIP, the employee shall be considered a probationary

employee and shall not have a right to file an appeal to the County Employees
Merit System Commission.
4. If the Director of Administration approves the form of the Mandatory Performance

Improvement Plan, the Elected or Appointed County Officer shall review the plan
with the employee and give the employee a copy of the plan as approved by the
Director of Administration. The employee shall be requested to sign the MPIP, and a
copy of the plan shall be provided to the Human Resources Manager.
5. The Elected or Appointed County Officer, or the panel, as set forth above, shall
determine whether the employee has met the performance criteria set out in the MPIP.
a.
If the Elected or Appointed County Officer or the panel determines that the
employee has successfully met the criteria, the employee shall be returned to good
standing and shall be eligible for all performance based increases in salary and
benefits that occur after the employee has been returned to good standing.
b. If the panel unanimously determines that the employee has not met the criteria and
Subsection ( F)(5)( c) below is not invoked by the panel, then the panel shall meet
with the employee and the employee shall be provided written notification that the
employee is immediately separated from County service, along with a written
determination that the panel has unanimously found the employee failed to meet
the criteria of the MPIP. Such determination shall be a final decision and shall not
be appealable to the County Employees Merit System Commission.
c. If the panel unanimously determines that the employee has not met the criteria,
but unanimously agrees the employee has made significant improvement, the
panel may grant an extension to the employee of up to ninety ( 90) days and
review the employee' s progress in meeting the MPIP criteria at that time. If at that
time the panel determines that the employee has successfully met the criteria, the
employee shall be returned to good standing and shall be eligible for all increases
in salary and benefits that occur after the employee has been returned to good
standing. However, if the panel unanimously determines that the employee has not
met the criteria, the employee shall be provided written notification that the
employee is immediately separated from County service, along with a written
determination that the panel has unanimously found the employee failed to meet
the criteria of the MPIP. Such determination shall be a final decision and shall not
be appealable to the County Employees Merit System Commission. If at the time
of the additional review the panel is split, the employee shall be returned to good
standing subject to monthly merit reviews by the Elected or Appointed County
Officer or the employee may be terminated or disciplined where appropriate, for
cause, subject to County Employees Merit System Commission review.
d. If the panel is split, the employee shall be returned to good standing subject to
monthly merit reviews or the employee may be terminated or disciplined where
appropriate, for cause, subject to County Employees Merit System Commission
review.
6. Any non -probationary merit employee, including, but not limited to, a non -
probationary merit employee retained prior to the effective date of this Section and
facing disciplinary action of suspension without pay, reduction in pay or dismissal,
may waive normal Merit System disciplinary procedures and review and agree to
utilize the MPIP if the Elected or Appointed County Officer and the Director of
Administration so agree. Any such waiver shall be made in writing.
Section 120. 610 Non -Competitive Conversion.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. When the County acquires or assumes responsibility for the management and operation of
any governmental, public or quasi -public agency or utility, non- profit service
organization, or any component or subgroup thereof, all individuals who are employed by
the acquired organization may be granted non-competitive conversion to the Merit
System and are subject to all it entails.
1. Status. The status of individuals who are employed by the acquired organization,
whether probationary, promotional probationary or non -probationary, shall be
determined and shall remain unchanged and continue unaffected by the conversion.
2. Employee relations. Effective on the date of conversion, any previously negotiated

contracts, understandings between the individuals and the former employer, and
conditions of employment, whether stated or implied, shall be deemed null and void.
3. Classification and pay administration. The County's Position Classification Plan and
Basic Pay Plan shall apply in all instances of non- competitive conversion. In such
cases, the Human Resources Manager shall allocate each position to the appropriate
position classification prior to conversion. No individuals shall suffer reduced pay by

virtue of conversion. Any pay increases shall be subject to the following rules:
a. If the compensation for the position is below the pay range for its new position
classification, the compensation shall be raised to the minimum of that pay range;
b. If the compensation for the position is within the pay range for its new position
classification, the compensation shall remain unchanged, but may be augmented
later as permitted by the Personnel Administration Program.
c. If, and so long as the compensation for the position is above the pay range for its
new position classification, the compensation shall remain unchanged but may be
augmented thereafter as permitted by the Personnel Administration Program.
4. Paid leave benefits. Eligibility for accrual and use of paid leave benefits of the
County's leave programs shall begin upon conversion. Accrual rates shall recognize
prior service with the acquired agency or jurisdiction as if its employees had been
employed by the County. Existing leave balances documented by the Elected or
Appointed County Officer and consistent with the County's leave program shall be
transferred after audit and adjustment by the Human Resources Manager. Accrued
benefits not consistent with County leave programs and all accrued compensatory
time balances must be used or paid to the individuals prior to conversion.
5. Other compensation. Only the forms of compensation and benefits permitted by the
County shall be provided to individuals who are converted to the Merit System in
accordance with terms of the conversion.
Section 120. 620 Political Activity.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The Home Rule Charter of Jefferson County, Missouri, specifies that the Merit System
shall ensure that participation or non -participation in any political activity must not be a
term or condition of employment. This Section is designed to implement Article VIII,
Section 8. 2. 6, of the Home Rule Charter of Jefferson County, Missouri.
1. Political activity outside working hours.
a. Merit System employees may voluntarily participate in political activities outside

working hours subject to the prohibitions listed in this Section and in accordance
with the Merit System.
b. Merit System employees are encouraged to be informed citizens, to vote and to

take part in the political process. This Section does not prohibit, subject to the
provisions listed in Subsection ( A)(2) below, any employee in the Merit System
from membership in a political club or organization, from attendance at political
meetings, from enjoying entire freedom from all interference in casting his/ her
vote, from expressing his/ her opinions on all political questions while off duty and
away from the work site, nor from seeking or accepting appointment or election to
public office.
2. Prohibited political activity.
a. Political activity may not take place on County work sites. Political activity shall
include:
1) The solicitation of contributions for a political candidate, a political party or a

partisan or non -partisan political purpose;
2) The solicitation of votes for a political candidate;
3) The distribution of campaign literature at the work site; and
4) Initiating or circulating partisan or non -partisan nominating petitions at the

work site.
b. The wearing of political buttons, stickers or other sign of the person' s private
political belief on the person of the Merit System employee is prohibited in the
workplace. Bumper stickers or other political signs on the personal vehicle of a
Merit System employee shall be considered to be private political expression and
shall not be prohibited.
c. County uniforms or County -issued identification badges shall not be worn or

displayed while engaged in political activity.
d. Partisan and/or non -partisan election materials shall not be stored in, distributed
from or made available at or on any County property or County vehicle. Historical
political materials may be used as decoration or displayed in office space assigned
to an individual employee only if that space is not generally accessible to the
public. No such materials may be affixed to windows or doors of any office.
Materials or memorabilia which depict a current office holder of a particular state,
local or national elected office are allowed.
e.
County equipment, materials, supplies, transportation, etc., may not be utilized for
any political activity.
f. Neither Elected or Appointed County Officers nor employees shall personally

solicit or require any Merit System employee to pay any assessment or
contribution or perform any service that shall benefit anyone occupying or seeking
employment, nomination or election to any public office.
g. Neither Elected or Appointed County Officers nor employees shall promise or

threaten to promote, remove or reduce any employee under the Merit System for
making or refusing to make any contribution for any political party or purpose, or
for rendering or refusing to render any political service.
3. Reporting alleged prohibited political activity. Reports of alleged prohibited political

activity shall be made in writing and in detail. Complaints shall be signed and contain
the phone number of the complainant. The complaint shall be sent to the Director of
Administration. The envelope shall be sealed and marked as confidential. The
complaint shall be forwarded directly to the Director of Administration and shall not
be opened by anyone else. Any complaints so received shall be investigated by the

Director of Administration. If the complaint is directed at activities conducted by the
Director of Administration, the complaint shall be forwarded directly to the
Chairperson of the Jefferson County, Missouri, Council. Any complaints so received

shall be investigated by the Jefferson County, Missouri, Council.
4. Sanctions. When a Merit System employee has been found by the Director of
Administration to have engaged in political activities forbidden by the Charter, the
Personnel Administration Program, or this Merit System, the employee shall be
disciplined in accordance with the Personnel Administration Program, or this Merit
System.
5. Authority for opinions on political activity. Employees in doubt as to whether a

proposed activity is in conflict with this Section should seek an opinion from the
Director of Administration before engaging in such activity.
6. The Hatch Act. If any Merit System employee, due to the source of departmental
funding, becomes covered by the Hatch Act or other similar Federal or State law
governing political activities, it shall be the duty of the Elected or Appointed County
Officer to so advise the employee. It shall then be the employee' s responsibility to
comply with the provisions of the Federal or State law in addition to the provisions of
the Personnel Administrative Program and Merit System.
7. Voting. Employees shall be encouraged to exercise their privilege to vote. Normally

employees shall be expected to vote during off duty - hours. In accordance with
applicable law, voters may be absent from employment for a period of three ( 3) hours
while the polls are open for the purpose of voting without threat of discharge,
discipline or deduction in pay. The employee shall request a leave of absence for
voting purposes from the Elected or Appointed County Officer prior to the day of an
election when he/ she does not have three ( 3) successive hours while the polls are open
in which he or she is not scheduled to work. The Elected or Appointed County Officer
may specify any three ( 3) hours between the time of opening and the time of closing
the polls during which such employees may be absent.
Section 120. 630 Disciplinary Action.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Possible Disciplinary Actions.
1. Possible disciplinary actions that may be taken include, but are not limited to;
a. Oral counseling or retraining. The employee is told of the problem and what is
expected in the future. If a training problem exists, the necessary remedial training
is given. The emphasis is on solving the problem quickly upon discovery. All oral
counseling or retraining is documented in the supervisor's records with copies
forwarded to the Human Resources Manager.
b. Written reprimand. The employee is presented with a written account of the

problem and a description of the actions to be taken or the type of behavior that is
expected in the future. Whenever there is a violation of a particular written policy
or work rule, this shall be referenced. A copy of the written reprimand shall be
forwarded to the Human Resources Manager for inclusion in the personnel file of
the employee.
c. Suspension. The employee is removed from work and suspended without pay for a
specified period of time.
d. Dismissal. The employee is terminated from the County position.
2. Not all steps as listed above must be utilized. These possible disciplinary actions are
not exclusive and may include actions not listed here. Furthermore, nothing herein
shall be construed as preventing, limiting, or delaying the County from taking
appropriate disciplinary action against an employee, up to and including dismissal or
termination without prior warning, where such action is deemed appropriate.
B. Investigation Prior To Severe Disciplinary Action.
1. Prior to taking severe disciplinary action, an Elected or Appointed County Officer

shall investigate or cause to be investigated the facts and allegations warranting the
proposed action.
2. The Elected or Appointed County Officer may conduct the investigation personally.
Alternatively, the Elected or Appointed County Officer may designate another to
conduct the investigation. The results of any investigation shall be forwarded to the
Director of Administration prior to any disciplinary action being taken.
3. For many alleged infractions, an employee may continue to work while the matter is
being investigated and disciplinary action is being considered. However, the Elected
or Appointed County Officer may, with prior approval by the Director of
Administration, suspend an employee from duty for not more than five ( 5) working
days pending an investigation into alleged disruptive, destructive or grossly
inappropriate behavior or performance, or when the employee's presence jeopardizes
the investigation or preservation of evidence. The Director of Administration may
extend the length of the suspension beyond five ( 5) working days when additional
time is needed to complete the investigation.
C. Processing And Imposing Disciplinary Action.
1. Oral counseling, retraining, and written reprimands are issued in accordance with
procedures established for the department by the Elected or Appointed County Officer
and in accordance with the Personnel Administration Program and Merit System,
Copies of all written reprimands shall be sent to the Human Resources Manager for
inclusion in the employee' s file.
2. If an Elected or Appointed County Officer decides to take severe disciplinary action,

the Elected or Appointed County Officer shall give prior notice of the proposed action
to the Director of Administration. Following discussion of the proposed action with
the Director of Administration, the Elected or Appointed County Officer shall give
written notice of the chosen disciplinary action to the employee and to the Human
Resources Manager. The written notice shall include the following:
a.
The effective date of the chosen disciplinary action;
b. The reasons for the action, which may include one ( 1) or more of the following:
1) The employee is unwilling or unable to perform the duties of his/ her position
in a satisfactory manner; or
2) The employee has committed an act or acts prejudicial to the County service;
or
3) The employee has failed to perform an act or acts it was his or her duty to
perform; or
4) The employee has rendered service that is below satisfactory standards or has
otherwise become subject to disciplinary or other corrective measures; or
5) The employee has violated the Charter, the Personnel Administration

Program, constitutional or statutory rules, requirements or regulations,
including prohibitions against conflicts of interest.
c. The appropriate details, which shall include:
1) References to prior disciplinary actions; and
2) Except in cases of dismissal, a warning that further unacceptable performance

or inappropriate behavior will result in more severe disciplinary action up to
and including dismissal. Immediately upon receiving notice of severe
disciplinary action, the Human Resources Manager shall place it in the
employee' s personnel file and certify resulting changes in payroll.
Section 120. 640 Appeals, Hearings, Reviews and Grievances.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The following provisions shall govern appeals filed under this Section.
1. Appeal rights.
a. A non -probationary or promotional probationary merit system employee may

appeal disciplinary action taken against him or her in the form of a:
1) Suspension without pay; or
2) Reduction in pay; or
3) Involuntary dismissal, excluding those reasons set forth in Section 120. 600 ( C)
through ( E) and any other Section of this Merit System where appeal to the
County Employees Merit System Commission is specifically disallowed.
b. Only those actions set forth in Subsection ( A)(1)( a) of this Section are appealable
to the County Employees Merit System Commission. Verbal counseling and
written reprimand are not appealable, but the employee may submit, within ten
10) business days, a written response to a written reprimand that shall become
part of the employee' s personnel file.
c. Waiver of appeal rights. The failure of an aggrieved party to appeal in the manner,
form and within the time required under this Merit System or the failure to
prosecute an appeal before the County Employees Merit System Commission
shall be a waiver of all appeal rights.
d. Time to appeal. An aggrieved party shall have five (5) businesscalendar days from
receipt of the notice of a decision to file an appeal.
e. Form of appeal. All appeals shall be submitted to the Director of Administration

in writing on forms provided by the Human Resources Manager and shall contain
the following:
1) The name, home address, and home and work phone numbers of the aggrieved
party;
2) The position held (if any) by the aggrieved party;
3) The nature of the action taken;
4) The reason for the appeal;
5) The remedy requested; and
6) The name, address and phone number of the appellant's legal counsel if
represented.
f. Notification procedure. Within three ( 3) business days of receipt of an appeal, the

Director of Administration shall notify all members of the County Employees
Merit System Commission and all other parties to the appeal, in writing, of the
appeal and shall provide all members of the County Employees Merit System
Commission and parties to the appeal with copies of the appeal form filed by the
employee.
2. Hearing date. The Chairperson of the County Employees Merit System Commission
shall within a reasonable time set the hearing date giving consideration to:
a. The presence of other appeals and requests for consideration pending before the
County Employees Merit System Commission;
b. The impact of the action appealed upon the individual and the County; and
c. The availability of a quorum of County Employees Merit System Commissioners,

the appellant, the Elected or Appointed County Officer or his/her representative,
and legal counsels.
d. In no event shall an appeal hearing be held later than ten ( 10) business days after
receipt by the County Employees Merit System Commission of the appeal from
the Director of Administration unless all parties consent in writing to a later
hearing date.
3. Hearing procedure.
a.
The matter shall be heard by a quorum of the County Employees Merit System
Commission as set forth in Section 120. 540( A)(9) of this Merit System. In the
alternative, the County Employees Merit System Commission Chairperson may
appoint a neutral hearing officer, who is a member of the County Employees
by the County Employees Merit System Commission which shall then make the
decision.
b. All hearings shall be held at the location designated in the notice.
c. Hearings shall be closed to the public unless both parties agree to an open hearing
in conformance with Chapter 610, RSMo. ( the Sunshine Law) and amendments
thereto.
d. Aggrieved parties may be represented by counsel.
e. No member of the County Employees Merit System Commission may participate

in a hearing or appeal in which there appears any conflict of interest between the
County Employees Merit System Commissioner and the employee or when the
County Employees Merit System Commissioner is related to any of the parties
within the fourth degree by consanguinity or affinity.
4. Attendance and witnesses. The following parties shall attend hearings:
a.
The aggrieved party;
b. The Elected or Appointed County Officer or the Elected or Appointed County

Officer' s designee;
c. The Human Resources Manager; and
d. Witnesses appearing voluntarily, at the time such witnesses are required to testify,
subject to requests by parties for the exclusion of witnesses from hearings except
when testifying.
5. Decisions of the County Employees Merit System Commission. All decisions of the
County Employees Merit System Commission shall be final.
a. The decision shall be rendered

by County Employees Merit System
Commissioners who are qualified to vote on the appeal by attending the entire
hearing, listening to the tape recording or reading the transcript of the hearing and
reviewing the exhibits. The number of votes required for a decision is set forth in
Section 120. 540( B)( 1)( c)( 4) of this Merit System.
b. No party or his or her counsel shall be present at deliberations of an appeal unless

all parties or their representatives are present or have been provided the
opportunity to attend. Deliberations may be closed pursuant to Section
610. 021( 3), RSMo.
c. All decisions following hearings shall be in writing. The County Employees Merit
shall „
System Commission et merel may adopt the findings and conclusions
proposed by a party, but shallor author a decision and order which shall include
findings of fact, conclusions and a decision. The findings of fact shall be stated
separately from the conclusions and shall include a concise statement of the
findings on which the County Employees Merit Commission bases its order.
d. All decisions shall be rendered within ten ( 10) businesscalendar days following
the end of the hearing and the final submittal of all evidence closing date for
acceptance of suggested findings of fact and conclusions of law. The County
Employees Merit System Commission shall give written notice of its decision by
delivering or mailing such notice to each party or his or her attorney of record.
e. The County Employees Merit System Commission may order remedies in

accordance with, Section 120.540( B)( 1)( c) of this part of the Merit System.
6. Employee grievance procedure.
a. Sometimes situations occur on the job that have a negative effect upon employee
morale and for which no other avenue of relief is available in the Personnel
Administration Program or Merit System. Employees need to feel that a
mechanism exists to allow consideration and resolution of these issues. The
Employee Grievance Procedure is meant to address these issues and includes the
following steps:
1) Step 1.
a) The employee meets with his/her immediate supervisor in an attempt to

resolve the matter informally and quickly. The employee describes the
nature of the grievance and the specific relief or actions that he/ she is
requesting. This initial informal meeting should occur within five ( 5)
business working days
following the incident. The supervisor is
responsible for consulting his/ her superiors, through the chain of command
and making any necessary investigation. The supervisor shall inform the
employee in writing within ten ( 10) business working days of the initial
meeting with the employee as to whether the relief or action requested can
or will be implemented. As part of Step 1, other members of the chain of
command, including the Elected or Appointed County Officer, may choose
to meet informally with the employee.
b) Every effort should be made to resolve the matter at Step 1. However,

when the employee requests and the Elected or Appointed County Officer
concurs, Step 1 may be bypassed and the employee may start with Step 2.
2) Step 2.
a)
If the matter is not resolved to the satisfaction of the employee at Step 1,
he/ she may submit an employee grievance procedure form available from
the Human Resources Manager. The employee shall describe in writing
the nature of the grievance and the specific relief or action that he/ she is
requesting. The form shall be forwarded to the appropriate Elected or
Appointed County Officer within five ( 5) business working days. The
Elected or Appointed County Officer will consider the information given
and may conduct any necessary investigation. The Elected or Appointed
County Officer will respond by completing the appropriate section of the
employee grievance procedure from advising the employee as to whether
the relief or action requested can or will be implemented. This form shall
be returned to the employee within ten ( 10) business working days
following receipt.
b) When the employee requests and the Elected or Appointed County Officer
concurs, Step 2 may be bypassed and the employee may start with Step 3.
3) Step 3.
a) If the matter is not resolved at Step 2 to the satisfaction of the employee,

he/ she may complete the appropriate section of the employee grievance
procedure form indicating why he is dissatisfied with the decision of the
Elected or Appointed County Officer. The form is then forwarded to the
Director of Administration for final determination as to whether the relief
or action requested can or will be implemented. The written conclusion of
the Director of Administration shall be entered in the appropriate section
of the form, Copies of the completed form will be returned to the
employee, and the Elected or Appointed County Officer, both of whom
will be expected to abide by the decision of the Director of Administration.
If the elected County officer is not satisfied with the decision of the
Director of Administration, the Elected or Appointed County Officer may
appeal the matter to the County Employees Merit System Commission.
The decision of the County Employees Merit System Commission shall be
final and shall be based solely on the written record compiled and
maintained by the Human Resources Manager. No evidentiary hearing will
be conducted by the County Employees Merit System Commission.
b) The employee grievance procedure may not be used for classification or

compensation actions or disagreements with policies established by the
County Council or the County Executive. The employee grievance
procedure shall not apply to appeals that are heard by the County
Employees Merit System Commission pursuant to this Merit System.
c) The Human Resources Manager shall be provided with a copy of all

grievance procedure forms and attachments for inclusion in the employee' s
personnel file.
d) Nothing in this grievance procedure precludes any employee from

reporting or discussing serious concerns or complaints regarding
workplace conduct with the Human Resources Manager or Director of
Administration.
Part 3
Pay Plan
Section 120. 730 Basic Pay Plan Definitions.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
As used in this Part 3, the following terms shall have these prescribed meanings:
BASE PAY
The fixed compensation paid to an employee that excludes other forms of pay or
compensation such as, but not limited to, bonuses, commissions, overtime, shift
differentials, benefits, etc.
MIDPOINT
A reference point in a pay range that is halfway between the minimum and maximum
of the range, or fifty percent ( 50%) of the range.
OPEN PAY RANGE

A specified range of pay rates with a defined minimum salary and maximum salary,
but without defined steps. Individual salaries can be any amount within the specified
range.
PAY GRADE
An identifying number assigned to a specified pay range and the class of positions
that are assigned to the grade.
PAY PLAN
The County's codified pay policies.
PAY SCHEDULE
A chart of all pay grades and the specified pay range for each pay grade.
PAY STRUCTURE
General term to describe the inter -relationship of applying pay policies, utilizing pay
grades and pay schedules to establish pay rates and a compensation strategy for the
organization.
PERCENTAGE INCREASE
A salary increase provided based on a percentage of base pay. The increase may be of
any percentage.
Section 120. 740 Pav Grades.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
The Merit System position classifications established by the Merit System Commission in the
Position Classification Plan are hereby assigned to pay grades as reflected in Section
120. 850.
Section 120. 750 Pay Ranges.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
The pay ranges as set out in Section 120.850 shall be utilized for the pay grades established in
Section 120.740 for all positions covered by the Merit System, effective upon adoption of the
Personnel Administration Program.
Section 120. 760 Starting Rate of Pay.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. Upon completion of the conversion to the pay grades established in Section 120. 850, the
normal rate of pay for new employees, except as otherwise specified by this Section, shall
be at the minimum of the pay range established for the class of that position.
B. An advanced starting rate may be approved by the Director of Administration upon

recommendation of the Elected or Appointed County Officer after consultation with the
Human Resources Manager based upon exemplary qualifications or lack of available
similarly qualified candidates willing to accept the position at; or closer to, the normal
hiring rate.
Section 120. 770 Rate of Pay Generally.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The rate for intermittent employees shall be the hourly equivalent of the minimum of the
pay range or at a higher rate recommended by the Human Resources Manager, after
consultation with the appointing authority, for approval by the Director of
Administration. The rate shall not be more than the equivalent of the maximum of the
range.
B. Programs to provide within -range pay increases may be established to compensate for
such things as exceptional performance, attainment of education or credentials, schedule
or task premiums, or other incentive pay programs approved by the Director of
Administration. Within -range pay programs provide a written description, rules for
eligibility, administration and schedule of pay increase( s),
which may be a lump sum or a
temporary or permanent increase to base pay and specify the pay program, which must be
within the annual appropriation of funds in the approved County budget.
Section 120. 780 Rate of Pay for Promotion.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The rate of pay for an employee who is promoted to a position in a higher pay grade shall
be determined according to the Pay Plan.
1. If the promotion is to a position assigned to a pay grade one ( 1) grade higher, the
employee' s pay shall be increased seven percent ( 7%) or to the minimum of the new
pay range, whichever is greater.
2. If the promotion is to a position assigned to a pay grade two ( 2) or more grades

higher, the employee' s pay shall be increased ten percent ( 10%) or to the minimum of
the new pay range, whichever is greater.
3. A pay rate upon promotion may be established at a rate higher than that called for by
Subsections ( A)(1) and ( 2) of this Section when recommended by the Human
Resources Manager after consultation with the Elected or Appointed County Officer
for approval by the Director of Administration. This provision is only applicable
when the amount of increase provided would not sufficiently compensate the
employee for the additional duties and responsibilities to be assumed upon promotion.
Section 120. 790 Rate of Pay for Demotion.

Ord. No. 11- 0218 §§ 1— 2, 6- 18- 2011]
A. The rate of pay for an employee who is demoted shall be adjusted to the same relative
point in the new pay range, except:
1. If the employee has previously occupied, within the last two ( 2) years, the same class
of position, he/ she will be returned to the same relative point within the range as
previously occupied.
2. The rate of pay for employees who demote to a position in a lower pay grade in lieu
of layoff resulting from a lack of funds or a lack of work or for the good of the service
to the County as determined on a case -by -case situation, in consultation by the elected
or appointed County Officer, Human Resources Manager and the Director of
Administration, may be placed within the range at a rate approved by the Director of
Administration upon recommendation of the Elected or Appointed County Officer
and the Human Resources Manager.
B. The demoted employee may not be paid above the maximum of the range for the new
position.
Section 120. 800 Rate of Pay for Re -Allocation To Different Classification.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
A. The rate of pay for an employee whose position is reallocated to a different classification
as a result of a gradual change in duties and responsibilities shall be adjusted in
accordance with the following provisions, subject to appropriation of adequate funds and
adequate full-time positions in the budget:
1. If the employee' s position is reallocated after January 1, 2011, to a classification that

is assigned to a higher pay grade in the Pay Plan, the employee' s rate of pay shall be
adjusted in accordance with Section 120. 780 or to the minimum of the pay range for
the new classification, whichever is greater.
2. If the employee' s position is reallocated to a classification that is assigned to a lower

pay grade by the Basic Pay Plan, the employee' s rate of pay shall remain unchanged.
If the employee' s salary is above the maximum of the range, it shall remain
unchanged, but will be subject to any provisions for future pay increases for salaries
above the maximum of the range.
3. If the employee' s position is reallocated to a classification that is assigned to the same

pay grade by the Pay Plan, the employee's rate of pay shall not be adjusted.
Section 120. 810 Rate of Pay for Transfer.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
The rate of pay for an employee who transfers from one position to another position that is in
the same classification or in the same pay grade shall not be changed by reason of the
transfer.
Section 120. 820 Pay Plan Amendments.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
If the Pay Plan is amended and the pay grade for a position classification is adjusted, those
employees occupying positions in the classification shall have their rate of pay adjusted in
accordance with the procedures outlined in Section 120. 800, except that all pay adjustments
must be within the appropriation of funds in the approved County budget. The County may
develop a transitional Pay Plan which takes into consideration factors to both balance the
budget and provide equity if the appropriation of funds in the approved County budget does
not adequately allow the recommended rate of pay for all classifications to be adjusted to a
different pay range.
Section 120. 830 Re -Appointment of Former Employee.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
If a former non -probationary employee who has resigned in good standing, or been laid off,
from the County service is re -appointed within twenty-four ( 24) months to the same or a
similar class in the same pay grade, his or her rate of pay shall be placed within the range at a
rate to be recommended by the Human Resources Manager with approval of the Director of
Administration.
Section 120. 840 Pay Plan Salary Conversion.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0364 § 1, 9- 9- 2013]
The salaries to be granted to Jefferson County employees shall be governed by converting to

a new pay structure as contained in this document. The method of transition to this Pay Plan
shall be determined by the members of the County Council through the budget appropriation
process.
Section 120. 850 Class Titles and Grade By Class Title.

Ord. No. 11- 0218 §§ 1- 2, 6- 28- 2011; Ord. No. 13- 0191 § 2, 3- 25- 2013; Ord. No. 13- 0364
1, 9- 9- 2013; Ord. No. 15- 0302 §§ 1 — 3, 6- 23- 2015; Ord. No. 15- 0584 §§ 1 — 3, 11- 24-
2015]
Class Title Grade Min Mid Max
Administrative Assistant 207 $ 29, 744. 00 39, 410. 80 49, 077. 60
Administrative Specialist I 203 $ 23, 608. 00 31, 280. 60 38, 953. 20
Administrative Specialist II 204 $ 24, 960. 00 33, 072. 00 41, 184. 00
Administrative Specialist III 205 $ 26, 520. 00 35, 139. 00 43, 758. 00
Administrative Specialist IV 206 $ 28, 080. 00 37, 206. 00 46, 332. 00
Administrative Supervisor 207 $ 29, 744. 00 39, 410. 80 49, 077. 60
Animal Control Manager 214 $ 47, 736. 00 63, 250. 20 78, 764. 40
Animal Control Officer 208 $ 31, 824. 00 42, 166. 80 52, 509. 60
Animal Control Supervisor 210 $ 36, 400. 00 48, 230. 00 60, 060. 00
Assistant Maintenance Manager 212 $ 41, 704. 00 55, 257. 80 68, 811. 60
Assistant Transportation Planner 208 $ 31, 824. 00 42, 166. 80 52, 509. 60
Athletic Coordinator 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Attorney I 213 $ 44, 616. 00 59, 116. 20 73, 616. 40
Attorney II 214 $ 47, 736. 00 63, 250. 20 78, 764. 40
Attorney III 215 $ 51, 584. 00 68, 348. 80 85, 113. 60
Benefits Specialist 209 $ 34, 008. 00 45, 060. 60 56, 113. 20
Bookkeeper 206 $ 28, 080. 00 37, 206. 00 46, 332. 00
Building Inspector 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Certified Commercial Appraiser 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Certified Mapping Technician 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Certified Residential Appraiser 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Chief Deputy Auditor 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Chief of Staff 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Chief Deputy Recorder 209 $ 34, 008. 00 45, 060. 60 56, 113. 20
Chief Deputy Treasurer 209 $ 34, 008. 00 45, 060. 60 56, 113. 20
Civil Engineer I 215 $ 51, 584. 00 68, 348. 80 85, 113. 60
Civil Engineer II 216 $ 55, 744. 00 73, 860. 80 91, 977. 60
Civil Engineer Technician 210 $ 36, 400. 00 48, 230. 00 60, 060. 00
Code Enforcement Manager 215 $ 51, 584. 00 68, 348. 80 85, 113. 60
Construction Inspector 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Contracts Coordinator 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Custodian 202 $ 22, 256. 00 29, 489. 20 36, 722. 40
Deputy Auditor 208 $ 31, 824. 00 42, 166. 80 52, 509. 60
Deputy Collector 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Deputy Director of Administration 218 $ 65, 000. 00 86, 125. 00 107, 250. 00
Deputy Director of County Services 218 $ 65, 000. 00 86, 125. 00 107, 250. 00
Deputy Director of Emergency Management 214 $ 47, 736. 00 63, 250. 20 78, 764. 40
Deputy Director of Public Works 218 $ 65, 000. 00 86, 125. 00 107, 250. 00
Deputy Public Administrator 211 $ 39, 000. 00 51, 675. 00 64, 350. 00
Deputy Treasurer 208 $ 31, 824. 00 42, 166. 80 52, 509. 60
Election Clerk 204 $ 24, 960. 00 33, 072. 00 41, 184. 00
Electrical Inspector 211 $ 39, 000. 00 51, 675. 00 64, 350. 00

Executive Assistant 209 $ 34, 008. 00 45, 060. 60 56, 113. 20
Facility Maintenance Manager 215 $ 51, 584. 00 $ 68, 348. 80 $ 85, 113. 60
Fleet Services Manager 214 $ 47, 736. 00 $ 63, 250. 20 $ 78, 764. 40
GIS Coordinator 213 $ 44, 616. 00 $ 59, 116. 20 $ 73, 616. 40
Highway Superintendent 216 $ 55, 744. 00 $ 73, 860. 80 $ 91, 977. 60
Highway Supervisor 213 $ 44, 616. 00 $ 59, 116. 20 $ 73, 616. 40
Housekeeping Supervisor 210 $ 36, 400. 00 $ 48, 230. 00 $ 60, 060. 00
HR Manager 216 $ 55, 744. 00 $ 73, 860. 80 $ 91, 977. 60
HR Specialist 209 $ 34, 008. 00 $ 45, 060. 60 $ 56, 113. 20
Inspection Supervisor 212 $ 41, 704. 00 $ 55, 257. 80 $ 68, 811. 60
Investigator I 210 $ 36, 400. 00 $ 48, 230. 00 $ 60, 060. 00
Investigator II 211 $ 39, 000. 00 $ 51, 675. 00 $ 64, 350. 00
Lead Mechanic 211 $ 39, 000. 00 $ 51, 675. 00 $ 64, 350. 00
Legal Assistant 209 $ 34, 008. 00 $ 45, 060. 60 $ 56, 113. 20
Lien Search Clerk 206 $ 28, 080. 00 $ 37, 206. 00 $ 46, 332. 00
Maintenance Division Manager 214 $ 47, 736. 00 $ 63, 250. 20 $ 78, 764. 40
Maintenance Worker 207 $ 29, 744. 00 $ 39, 410. 80 $ 49, 077. 60
Mapping Division Supervisor 213 $ 44, 616. 00 $ 59, 116. 20 $ 73, 616. 40
Mapping Technician 210 $ 36, 400. 00 $ 48, 230. 00 $ 60, 060. 00
Mechanic 209 $ 34, 008. 00 $ 45, 060. 60 $ 56, 113. 20
Municipal Court Administrator 213 $ 44, 616. 00 $ 59, 116. 20 $ 73, 616. 40
Municipal Court Prosecutor 216 $ 55, 744. 00 $ 73, 860. 80 $ 91, 977. 60
Office Administrator 211 $ 39, 000. 00 $ 51, 675. 00 $ 64, 350. 00
Office Coordinator 206 $ 28, 080. 00 $ 37, 206. 00 $ 46, 332. 00
Payroll Specialist 209 $ 34, 008. 00 $ 45, 060. 60 $ 56, 113. 20
Personal Property Division Supervisor 213 $ 44, 616. 00 $ 59, 116. 20 $ 73, 616. 40
Plan Reviewer 210 $ 36, 400. 00 $ 48, 230. 00 $ 60, 060. 00
Planner I 210 $ 36, 400. 00 $ 48, 230. 00 $ 60, 060. 00
Planner I/ GIS Technician 211 $ 39, 000. 00 $ 51, 675. 00 $ 64, 350. 00
Planner II 212 $ 41, 704. 00 $ 55, 257. 80 $ 68, 811. 60
Planning Inspector 209 $ 34, 008. 00 $ 45, 060. 60 $ 56, 113. 20
Planning Manager 214 $ 47, 736. 00 $ 63, 250. 20 $ 78, 764. 40
Planning Technician 205 $ 26, 520. 00 $ 35, 139. 00 $ 43, 758. 00
Plumbing Inspector 211 $ 39, 000. 00 $ 51, 675. 00 $ 64, 350. 00
Program Manager - CSEO 215 $ 51, 584. 00 $ 68, 348. 80 $ 85, 113. 60
Project Manager 213 $ 44, 616. 00 $ 59, 116. 20 $ 73, 616. 40
Property Valuation Specialist 206 $ 28, 080. 00 $ 37, 206. 00 $ 46, 332. 00
Public Works Inspection Supervisor 212 $ 41, 704. 00 $ 55, 257. 80 $ 68, 811. 60
Purchasing Specialist 208 $ 31, 824. 00 $ 42, 166. 80 $ 52, 509. 60
Purchasing/ Contracts & Grants Manager 215 $ 51, 584. 00 $ 68, 348. 80 $ 85, 113. 60
Real Estate Dvision Supervisor 213 $ 44, 616. 00 $ 59, 116. 20 $ 73, 616. 40
Recreation Aide 202 $ 22, 256. 00 $ 29, 489. 20 $ 36, 722. 40
Recreation Division Manager 214 $ 47, 736. 00 $ 63, 250. 20 $ 78, 764. 40
Recycling Coordinator/ Solid Waste Inspector I 208 $ 31, 824. 00 $ 42, 166. 80 $ 52, 509. 60
Rescue Coordinator 205 $ 26, 520. 00 $ 35, 139. 00 $ 43, 758. 00
Residential Appraiser 208 $ 31, 824. 00 $ 42, 166. 80 $ 52, 509. 60
Right -Of -Way Abstractor 207 $ 29, 744. 00 $ 39, 410. 80 $ 49, 077. 60
Right -Of -Way Agent 210 $ 36, 400. 00 $ 48, 230. 00 $ 60, 060. 00
Right -Of -Way Representative 208 $ 31, 824. 00 $ 42, 166. 80 $ 52, 509. 60
Risk and Safety Coordinator 210 $ 36, 400. 00 $ 48, 230. 00 $ 60, 060. 00
Senior Engineer 217 $ 60, 216. 00 $ 79, 786. 20 $ 99, 356. 40
Senior Maintenance Worker 208 $ 31, 824. 00 $ 42, 166. 80 $ 52, 509. 60
Shelter Attendant 202 $ 22, 256. 00 $ 29, 489. 20 $ 36, 722. 40
Solid Waste Inspector I 208 $ 31, 824. 00 $ 42, 166. 80 $ 52, 509. 60
Solid Waste Inspector II 209 $ 34, 008. 00 $ 45, 060. 60 $ 56, 113. 20
Solid Waste Manager 214 $ 47, 736. 00 $ 63, 250. 20 $ 78, 764. 40
Stormwater Analyst 209 $ 34, 008. 00 $ 45, 060. 60 $ 56, 113. 20
Stormwater Manager 214 $ 47, 736. 00 $ 63, 250. 20 $ 78, 764. 40
Treatment Program Administrator 213 $ 44, 616. 00 $ 59, 116. 20 $ 73, 616. 40
Veterinary Technician 208 $ 31, 824. 00 $ 42, 166. 80 $ 52, 509. 60
Victim Advocate 207 $ 29, 744. 00 $ 39, 410. 80 $ 49, 077. 60
Zoning & Compliance Officer 218 $ 65, 000. 00 $ 86, 125. 00 $ 107, 250. 00
Class Title Grade Minimum Mid Maximum
Account Clerk I 3- $ 24, 325. 91 $ 32, 231. 87 $ 40, 137. 80

Account Clerk II 4$ 25, 785. 50 $ 31, 165. 78 $ 42, 546. 07
Account Clerk III 5$ 27, 332. 63 $ 36, 215. 73 $ 45, 098. 83
Accounts Manager 5$ 27, 332. 63 $ 36, 215. 73 $ 45, 098. 83
Accounts Secretary 5$ 27, 332. 63 $ 36, 215. 73 $ 45, 098. 83
Administrative Assistant 6$ 28, 972. 58 $ 38, 388. 67 $ 17, 801. 76

Administrative Clerk I 3- $ 24, 325. 91 $ 32, 231. 87 $ 40, 137. 80
Administrative Clerk II 4$ 25, 785. 50 $ 34, 165. 78 $ 42, 546. 07
Administrative Clerk III 5$ 27, 332. 63 $ 36, 215. 73 $ 45, 098. 83
Animal Control Field Supervisor 9$ 31, 506. 81 $ 45, 721. 52 $ 56, 936. 21
Animal Control Manager 12 $ 11, 098. 16 $ 51, 155. 07 $ 67, 811. 97
Animal Control Officer 7$ 30, 710. 91 $ 40, 691. 99 $ 50, 673. 05
Assistant Planner Transportation 7$ 30, 710. 91 $ 40, 691. 99 $ 50, 673. 05
Assistant Chief of Staff 44 $ 38, 771. 85 $ 51, 372. 70 $ 63, 973. 56
Assistant Director 49 $ 61, 796. 11 $ 81, 880. 29 $ 101, 964. 13
Assistant Maintenance Manager 12 $ 11, 098. 16 $ 51, 155. 07 $ 67, 811. 97

Assistant Superintendent 4-4 $ 16, 177. 90 $ 61, 185. 71 $ 76, 193. 53
Construction
Athletic Coordinator 4-0 $ 36, 577. 22 $ 48, 464. 82 $ 60, 352, 4I
Attorney I 43 $ 13, 561. 05 $ 57, 722. 37 $ 71, 880. 69
Attorney II 4-4 $ 46, 177. 90 $ 61, 185. 71 $ 76, 193. 53
Attorney III 15 $ 48, 918. 57 $ 61, 856. 86 $ 80, 765. 11
Benefits/ Loss Prevention Specialist 7$ 30, 710. 91 $ 10, 691. 99 $ 50, 673. 05
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Grade Minimum
m Mid Maximum
Tech Division Planning And $ 48, 948. 57 $ 64, 856. 86 $ 80, 765. 111
Inspections Superintendent
Utility Technician 5$ 27, 332. 63 $ 36, 215. 73 $ 45, 098. 83
Veterinary -Technician 7$ 30, 710. 911 $ 40, 691. 99 $ 50, 673. 05
Victim Advocate 6$ 28, 972. 58 $ 38, 388. 67 $ 47, 804. 76

Web Site MGR/ ASST 4$ 25, 785. 50 $ 34, 165. 78 $ 42, 546. 07
Booldceeper/Bankruptcy Clerk
Youth Care Worker a$ 24, 325. 91 $ 32, 231. 87 $ 40, 137. 80
Zoning and Compliance Officer 19 $ 61, 796. 44 $ 81, 880. 29 $ 101, 964. 13

18-0636 A1 - Additional Documentation - Draft Redlined Personnel Administration Program (2) (Amended Before Passed)

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18-0636 A1 - Additional Documentation - Draft Redlined Personnel Administration Program (2) (Amended Before Passed)

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PERSONNEL ADMINISTRATION PROGRAM

Policy and Procedures

Section 120. 010 Personnel Administration Established.

Section 120. 020 Equal Employment Opportunity Policy

1. It is the policy of Jefferson County to provide equal employment opportunity to all

3. It is the responsibility of each Elected or Appointed County Officer to create an

a. Specifically, with respect to sexual harassment, the County prohibits:

1) Unwelcome sexual advances;

2) Requests for sexual favors; and

3) All other verbal or physical conduct of a sexual or other offensive nature

a) Submission to such conduct is made either explicitly or implicitly a term

b) Submission to or rejection of such conduct by an individual is used as a

c) Such conduct has the purpose or effect of unreasonably creating an

2. Upon receipt of a complaint, the Division of Human Resources will undertake an

5. At the conclusion of the investigation by the Division of Human Resources, in

Section 120. 030 Affirmative Action Policy.

Section 120. 040 Americans with Disabilities Act Employment Policy.

C. Reasonable accommodation is available to all employees and applicants. All employment

Section 120. 050 Hiring Policy.

3. The Division of Human Resources is responsible for soliciting qualified applicants

4. Jefferson County believes in considering employees for promotional opportunities and

9. Applications for employment will be made on forms approved by the Director of

shall be reviewed by the Human Resources Manager prior to the scheduled

5. Applications of external candidates will be forwarded to the Elected or Appointed

7. An offer of employment will be extended to the candidate by the Elected or

involved in relationships due to the potential conflicts of interest in the working

basis of business necessity and in accordance with applicable law. No relative,

C. Procedure. The following procedure will apply when employees in supervisory -

2. When a voluntary transfer is not possible, the Director of Administration, in

Section 120. 070 through Section 120. 090. ( Reserved)

Section 120. 100 Pay Practice.

2. General hours ofwork.

b. Non-exempt bargaining unit employees are paid on a biweekly basis. Employees

applications are available from the Division of Human Resources.

Section 120. 110 Overtime and Compensatory Time.

B. The elected or appointed County Officer is authorized to require employees to work

D. Non -Exempt Employees.

3. Authorization to work overtime must be approved by the Elected or Appointed

E. Compensatory Time Off.

9. Acknowledgement. To ensure clear understanding of Jefferson County's

1. An employee who is required to work on a holiday observed by the County will be

G. Compensatory Timc Off. To ensure clear understanding of Jefferson County's Overtime

Section 120. 120 through Section 120. 130. ( Reserved)

Section 120. 140 Holidays.

New Year' s Day First day of January

Martin Luther King Day Third Monday of January

Lincoln' s Birthday Twelfth day of February

Presidents' Day Third Monday of February

Truman' s Birthday Eighth day of May

Memorial Day (observed) Last Monday in May

Independence Day Fourth day of July

Labor Day First Monday in September

Veterans Day Eleventh day of November

Thanksgiving Day Fourth Thursday in November

Friday following Thanksgiving Day Fourth Friday in November

Christmas Day Twenty-fifth day of December

a. Exempt employees. Exempt employees who work on a holiday will receive an

b. Non- exempt employees. Non-exempt employees required to work on a holiday

determined by his/her Elected or Appointed County Officer. Holiday leave time

c. Upon termination of employment, an employee will be compensated for accrued

Section 120. 150 Annual Leave.

3. Annual leave entitlement. For full-time regular employees:

Years of Service Annual Leave