HomeMy WebLinkAboutPolicies - BOCCGrant County Personnel Policy
51.9 — WO "k lace Rules (General)
Effect* I 10/11/17........-TRevisi ate 1 Z17
Issue .Date io/ii/i7ive Date on D 0/09
S*
rova-t ignatures
,App
Date ubmitted For Approval
08/31/21
Polk Owner
KirkEsjinger, HRj)irector
Human Resources Review
Board of County Commissioners Approval
rEsq nger, Hjr'qptr
.Cindy Carte Ind Carter, Chairperson
.... ....
Danny Stone, "� hairparson
F R-Dli; I a f 0 mmissioner
519.1 Grant County is committed to providing quality service to citizens and
Visitors, and as such requires the highest standard of conduct and
professionalism, Employment at Grant Co-Lintyis at iArill as previously stated.
This means that employees are free to resign their employment at any time,
for any reason or no reason, nth or without cause, and with or without
notice. The County retains the right to terminate. employment at any time, for
any reason or no reason with or without cause,, and with or without notice.
Nothing in this section shall be construed to alter the fact that employment is
at Will. The folloNAAng conduct, although not a complete list, *18 prohibited at
Grant County.
5
19, - Possessing firearm.or dangerous weapons. 1s .11
FZ F N;;" T)
3 44-1,
n areas
vrohibited by Grant CooP0l.I*CV_t,1!233IP
519.1.2 Assaulting or threatening a fellow employee, citizen, visitor,
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vendor or applicant;
t;
519-1.3 Theft, misuse or removal of County property, another
employee's property or a citizen or visitor's property;
.91 V
Gambling on County property
519-1.4 * 1
519-1.5 Violating the County's Drugs and Alcohol Policy (Policy No. 500,
Section 516)-
519.1,6 Giving or taking a bribe of any nature as 'Inducement for
obtaining or retaining a County Job or position or for services
performed;
519-1.7 Conviction, deferred prosecution, or any other alternative
disposition of a criminal charge, which Grant County believes
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Grant County Personnel Policy
519-1.23 Failure to provide appropriate, non -discriminating services to
the public and employees;
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would have an adverse effect regarding an employee's work and
work relationships 'or brings into question continued suitability
in the office or department;
0
519.1.6
Inappropriate/ improper use of publico ice/authority,
misrepresentation of official authority or omission of
responsibilities based on official. authority and responsibilities*
.
519.1,9
Conflict of interest between. off-duty activities and official
duties;
519.1-10
Failure to properly record, complete, schedule, notify,
communicate, process and/or file any and all matters pertaining
to County business,
519.1.11
Harassment of any kind;
519-1.12
Any breach of confidentiality requirements, whether written or
verbal,
519-1-13
Falsifying any County record or report, such as an application
for .employment, a production record, a time record etc.
519.1-14
Insubordination, including but not limited to, ref isal or failure
to obey orders or instruction in the line of duty, in accordance
with established work rules and policies;
519.1-15
Disrespect displayed toward a supervisor or the County while
performing work for the County;
519A.16
. Dishonesty;
519.1-1.7
Ignoring safety rules. or common safety -Practices including
failure to report exposures/safety hazards to one's supemsor;
519.1-18
Engaging in disorderly conduct, horseplay or immoral conduct;
519.1-19
Using uncivil, profane, insulting, vile, . obscene or abusive
language;
519-1.20
Failure to report occupational injuries or accidents, including
motor vehicle accidents, immediately to one's supervisor
519.1,21
Engaging 'in activities other than, assigned work during I working
hours and/or while operating Countyequipm ent, without prior
approval by one's supervisor;
519-1.22
Acting in an insulting, rude, insolent or uncivil manner toward
any citizen, visitor, vendor, fellow employee or other person
while working for the County, while operating County
equipment, while on County premises or while representing the
County;
519-1.23 Failure to provide appropriate, non -discriminating services to
the public and employees;
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Gra'nt County Personnel Policy
519-1.24 Failure to exercise the care and attention to one's work, required
by the circumstances;
519.1-25 Tobacco use in restricted or prohibited areas, whether on
County property or otherwise;
519-1.26 Acting in any manner inconsistent with common sense rules of
conduct necessary for the welfare of the citizens, County or its
employees;
519-1.27 Unexcused or excessive absences or tardiness or failure to
maintain satisfactory attendance and punctuality;
5191.28 Leaving work before the end of the shift, not being ready to
begin work at the start of the shift or working overtime without
prior approval of one's supervisor;
519-1.29 Sleeping, loitering or spending unnecessary time away from. the
job,
519.1-30 Unauthorized possession or use of any County property,
equipment or materials;
it
519.1-31 Contributing to unsanitary conditions or poor housekeeping;
519.1-32 Using County property or time for personal financial gain or
financial gain of another person;
519.1-33 Careless, reckless or unsafe use of any County property,
equipment or material;
519.1-34 Soliciting and/or accepting payment, gifts or any,item. of value
for services performed during the regular workday or while
representing the County outside of the regular workday;
519.1-35 Deliberate or negligent alteration, destruction or waste of
County property, facilities, records or equipment .or that of
another employee or citizen;
519.1,36 Violating specific departmental rules;
519.1-37 Parking in reserved -parking spaces, including areas specified for
visitor use;
519.1-38 Posting, altering or removing any matter from County bulletin
boards without specific authorization;
519.2 The above is not intended to be a complete list. Employees are expected to
use ordinary, reasonable, common sense rules of conduct throughout the
performance of their work. Employees are expected to adhere to any federal
and/or state regulations related to any of the above. If an employee believes
that federal and/or state regulations are being violated by any department
rules, the employee should notify his/her supervisor immediately. Employees
who violate these rules will be subject to corrective actions, up to and
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,ffrant County Personnel Policy
including termination of employment. (See POlicY 13ooDiscip'linel
Corrective Action).
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