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Policy Manual Dist #1 Dist #1 Dist #11
Dist #21 Dist #2 Dist #2
Dist #3 Y� Dist #3 Dist
100.1 PURPOSE AND SCOPE
The manual of Grant County is hereby established and shall be referred to as the Policy Manual or
the manual. The manual is a statement of the current policies, procedures, rules, and guidelines
of Grant County. All employees are to conform to the provisions of this manual.
All prior and existing manuals, orders, and regulations that are in conflict with this manual are
rescinded, except to the extent that portions of existing manuals, orders, and other regulations that
have not been included herein shall remain in effect where they do not conflict with the provisions
of this manual.
100.2 POLICY
Except where otherwise expressly stated, the provisions of this manual shall be considered
as guideline-.s. It is recognized that circumstances may arise that warrant departure from these
guidelines. It is the intent of this manual to be viewed from an objective standard, taking
into consideration the sound discretion entrusted to employees of Grant County under the
circumstances reasonably available at the time.
100.2.1 DISCLAIMER
The provisions contained in the Policy Manual are not intended to create an employment contract
nor any employment rights or entitlements. The policies contained within this manual are for the
internal use of Grant County and shall not be construed to create a higher standard or duty of care
for civil or criminal liability against the Grant County, its officials, or its employees. Violations of
any provision of any policy contained within this manual shall only form the basis for administrative
action, training, or discipline, Grant County reserves the right to revise any policy content, in whole
or in part.
100.3 AUTHORITY
The Board of County Commissioners shall be considered the ultimate authority for the content
and adoption of the provisions of this manual and shall ensure compliance with all applicable
federal, state, and local laws, rules, and ordinances. The Board of County Commissioners or
the authorized designee is authorized to issue directives, which shall modify those provisions of
the manual to which they pertain. Directives from the Board of County Commissioners or the
authorized designee shall remain in effect until such time as they may be permanently incorporated
into the manual.
100.4 DEFINITIONS
The following words and terms shall have these assigned meanings throughout the Policy Manual,
unless it is apparent from the content that they have a different meaning:
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Board of County Commissioners (BOCC) -The Board of county Commissioners is . They are
elected officials responsible for making decisions that affect the county's residents and operations,
including setting policies, approving budgets, and overseeing various county functions.
Department Head Dhi) - Any individual who serves in the Grant County government based upon
selectlon by the Board of County Commissioners. A. person in a position of authority that may
Include responsibility for hiring, transfer, suspension, promotion, discharge, assignment, reward,
or discipline of other employees, directing the work of other employees, or having the authority
to adjust grievances. The Department Lead's exercise of authority may not be merely routine or
clerical In nature but requires the use of independent judgment.
Elected Official (EO) - .Any individual who serves In Grant County government based upon
selection by a public Grote, as well as any individual who Is appointed or otherwise selected
to fill such a position that has been vacated prior to the conclusion of the elected Individual's
term. A person In a position of authority that may Include responsibility for hiring, transfer,
suspension, promotion, discharge, assignment, regard, or discipline of other Grant county
employees, directing the work of other employees, or having the authority to adjust grievances.
The Elected Official's exercise of authority may not be merely routine or clerical in nature but
rewires the use of independent judgment.
Employee - Any person employed b� Grant county, including:
Full- and part-time employees.
Appointed personnel. This does notinclude persons appointed to All an elected official
vacancy'
Manual - Grant County Policy Manual.
May r Indicates a permissive, discretionary, or conditional action.
Shall orr ill - Indicates mandatory action.
Should M Indicates a generally required or expected action, absent a rational basis for failing to
con -form.
Supervisor & Manager- The terms "supervisor" and "manager' may also include any person
(e.g., lead or senior worker) given responsibility for the direction of the work of others without
regard to a formal Job title, rank, or compensation.
100.5 ISSUING THE POLICY MANUAL
An electronic version of the Policy Manual will be .made available to all employees on the Grant
County network for viewing and printing. No changes shall be Made to the manual without
authorization from the Board of county Commissioners or the authorized designee.
Each employee shall acknowledge hawing access to and having the opportunity to review the
Policy Manua] and any directives issued by the Board of County Commissioners or the authorized
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ual
designee. Employees shall seek clarification as needed from an appropriate supervisor for any
provisions that they do not Billy understand.
100.6 PERIODIC REVIEW OF THE POLICY MANUAL
The Board of County Commissioners will ensure that the Policy Manual is periodically reviewed
and updated as necessary.
100.7 REVISION
All revisions to the Policy Manual will be provided to each employee on or before the date the
policy becomes effective. Each employee will be required to acknowledge having reviewed the
revisions and shall seek clarification from an appropriate supervisor as needed.
Employeea are responsible for keeping abreast of all Policy Manual revisions.
All Grant County employees suggesting revision of the contents of the Policy Manual shall forward
their written suggestions to their supervisors, who will consider the recommendations and forward
them to the Beard of County Commissioners as appropriate.
100o6 UNION EMPLOYEE POLIO' GUIDANCE NOTICE
Please note that in the absence of specific provisions in the applicable Collective Bargaining
Agreement (CBA), County policies will apply. when Interpreting CBA and County poll+cles, the
following order of precedence will be observed:
(a) Federal Law
(b) State Law
(c) Collective Bargaining Agreement (CBA)
(d) County Policies
Pilo" 006
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f 20
Governme i day oJ�DIXC A _Zti
01
- a rd of County Commiss*
Grant County, Wasbi
ington
Appro e rAbstain
Standards o and u ct f r Off ici a I s Dig, u
Dist 112 Dist, #2
r.
'3
101.1 PURPOSE AND SCOPE Dist #3 Dist #3 Dist M'
This policy establishes standards of conduct expected of al1 Elected i la _s. e ra rid _: 8_7d
contained in this policy are not intended to be an exhaustive list of requirements and prohibitions,
but they do identify many of the important matters concerning conduct.
101.1.1 DEFINITIONS
Definitions related to this policy include:
Conflict of interest - Any actual, perceived, or potential conflict in which it reasonably appears
that an Elected -Iected Official's action, inaction, or decisions are or may be influenced by a personal or
business relationship, It includes conflicts defined and prohibited by state law.
101.2 POLICY
Elected Officials of Grant County are expected to conduct themselves with the utmost professional
integrity and objectivity. The service of every Elected Official of Grant County shall be based on
conductthat reasonably conforms to the guidelines in this policy and Grant County's policy manual.
101.3 UNLAWFUL DIRECTIVES
Elected Officials should not knowingly direct action or inaction that, if carried out, would result in
a violation of any law or Grant County policy. Elected Officials should not make new policies that
conflict with any previous command without making reasonable clarification that the new policy is
intended to countermand the earlier policy.
101.4 GENERAL STANDARDS
Elected Officials should conduct themselves in accordance with the federal and state constitutions
and all applicable laws, ordinances, and rules.
Elected Officials should familiarize themselves with policies and procedures applicable to their
conduct and the conduct of all employees under their supervision.
101.5 ETHICS
Elected Officials should avoid engaging in the following conduct:
(a) Using one's status as an Elected Official of Grant County in any way that could
reasonably be perceived as an attempt to gain influence or authority for non -Grant
County business or activity.
(b) The wrong or unlawful exercise of authority for malicious purpose, personal gain, willful
deceit, or any other improper purpose,
Acceptance of fees, gifts, money, tangible or intangible personal property, or any
service, gratuity, favor, entertainment, hospitality, loan, promise, or any other thing
of value from any person, business, or organization that is doing business with, or
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seeking to do business with, Grant County, or contrary to the rules of Grant County
and/or laws of the states
(d) Offer or acceptance of a bribe or gratuity.
(e) Misappropriation or misuse of public funds, property, personnel, or services.
(f) Any other failure to abide by the standards of ethical conduct.
101.6 DISCRIMINATION, OPPRES810N, OR FAVORIT18M
Elected Officials should not discriminate against, oppress, or provide favoritism to any person
based on a ciassification or status protected by law,
101,7 UNAUTHORIZED ACCESS, DISCLOSURE, OR USE
Elected Officials should avoid:
(a) Unauthorized or Inappropriate release of confidential or protected Information,
materials, data-, forms, or reports obtained as a result of the Elected Official's position
with Grant Qaunty,
{h) The use of any information, photograph, video, or other recording_ obtained or
accessed as a result of the Elected Official's position with Grant County for personal
or financial gain.
{c) Using Grant County resources in association with any portion of an Independent civil
action. These resources include but are not limited to personnel, vehicles, equipment,
and non -subpoenaed records.
{d) Waning, selling, allowing unauthorized use, giving away, or appropriating any Grant
County badge, uniform, Identification card, or property for personal use, personal gain,
or any other improper or unauthorized use or purpose.
(e) Using Grant County resources for a campaign or other political purposes.
101.8 CONFLICTS OF INTEREST
Elected Officials shall fbilow all laws regarding actual, perceived, and potential conflicts of Interest
and should avoid the appearance of actual or perceived conflicts of interest.
Elected Officials should avoid directly supervising any employee who Is a relative or with
whom they are involved in a personal or business relationship. Elected Officials should also
avoid participating in, contributing to, or recommending promotions, assignments, perforrjance
vol
evaluations, transfers, or other personnel decisions affecting an employee who is a relative or with
whom they are involved in a personal or business relationship.
101.9 ETHICAL COMPLIANCE DOCUMENTATION
Elected Officials should ensure that all required documentation pertaining to ethics, conflicts
of interest, or any other matter related to conduct are timely completed and submitted to the
appropriate authorities,
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101-10 OUTSIDE EMPLOYMENT
Elected Officials should avoid maintaining any outside employment or accepting any appointment
that creates an actual, perceived, or potential conflict of Interest or that Inhibits their ability
to competently complete the requirements of the office to which they have been elected or
appointed. All laws related to the maintenance of outside employment for Elected Officials should
be observed.
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Governme I
Policy Manugoard of County Commissioners
Grant County, Washington
Standards of Conduct for
102.1 PURPOSE AND SCOPE
Dist # l Dist # I Dist #I
�St 1,0"pS Dist #2
Dist 03 Dis #3 Dist #3
This policy establishes standards of conduct that are consistent with the values and mission of
Grant County and are expected of all employees. The standards contained in this policy are not
intended to be an exhaustive list of requirements and prohibitions, but they do identify many of
the important matters concerning conduct. In addition to the provisions of this policy, employees
are subject to all other provisions contained in this manual, as well as any additional guidance
on conduct that may be disseminated by Grant County or an employee's supervisor, manager,
Department Head or Elected Official.
102.1.1 DEFINITIONS
Definitions related to this policy include:
Conflict of interest -Any actual, perceived, or potential conflict in which it reasonably appears that
an employee's action, inaction, or decisions are or may be influenced by a personal or business
relationship. It includes conflicts defined and prohibited by state law.
102.2 POLICY
The continued employment or appointment of every employee of Grant County shall be based on
conduct that reasonably conforms to the guidelines set forth herein. Failure to meet the guidelines
set forth in this policy, whether during work hours or non -work hours, may be cause for disciplinary
action.
102.3 GENERAL STANDARDS
Employees shall conduct themselves in accordance with the federal and state constitutions and
all applicable laws, ordinances, and rules enacted or established pursuant to legal authority.
Employees shall familiarize themselves with policies and procedures and are responsible for
compliance with each. Employees should seek clarification and guidance from supervisors in the
event of any perceived ambiguity or uncertainty.
Discipline may be initiated for any good cause. It is not mandatory that a specific policy or rule
violation be cited to sustain discipline. This policy is not intended to cover every possible type of
misconduct.
Grant County encourages its employees to bear in mind that their off -duty conduct may serve
to reflect either positively or negatively upon their employer. Employees should ensure that their
off -duty conduct does not adversely affect their work performance or cause them to violate any
County policies while they are on the job.
102.4 CAUSES FOR DISCIPLINE
The following are illustrative of causes for disciplinary action. This list is not intended to cover every
possible type of misconduct and does not preclude the recommendation of disciplinary action for
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violation of other rules, standards, or ethics, and specific action or inaction that is detrimental to
Grant County's ability to effectively serve the public.
102.4.1 LAWS, RULES, AND ORDERS
(a) Violation of, or ordering or instructing a subordinate to violate, any policy, procedure,
rule, order, directive, or requirement, or failure to follow instructions contained in Grant
County manuals.
(b) Disobedience of any lawful direction or order.
(c) Violation of federal, state, local, or administrative laws, rules, or regulations.
102.4.2 ETHICS
(a) Using or disclosing one's status as an employee of Grant County in any way that could
reasonably be perceived as an attempt to gain influence or authority for non -Grant
County business or activity.
(b) The wrongful or unlawful exercise of authority on the part of any employee for malicious
purpose, personal gain, willful deceit, or any other improper purpose.
(c) The receipt or acceptance of a reward, fee, or gift from any person for service incident
to the performance of the employee's work with Grant County.
(d)
(e) Offer or acceptance of a bribe or gratuity.
(f) Any other failure to abide by the standards of ethical conduct,
(g) Grant County employees shall not accept any gifts, gratuities, loans, goods or services
from any individuals or firms who are either conducting or seeking to conduct business
with, or seeing to obtain approvals fromGrant County. Employees will neither use their
official position nor accept gifts, loans, gratuities for personal gain.
(h) This policy does not pertain to reimbursements for Grant County -related business or
the receipt of goods or services available to the general public.
Exception: Gifts of the Heart:
• Employees who are approached with monetary donations following major disasters
shall direct the person or entity to the Board of County Commissioners for instruction
on proper ways to donate,
At no time should an employee accept any monetary donation from the public. If a
citizen offers a gift of a non -monetary nature, such as food or a product, the gift shall
be placed in an area of the facility or office to be shared by all employees.
At no time shall an employee consider a gift of the heart as a personal present.
102.4.3 DISCRIMINATION, OPPRESSION, OR FAVORITISM
Unless required by law or policy, discriminating against, oppressing, or providing favoritism to
any person because of actual or perceived characteristics such as race, ethnicity, national origin,
religion, sex, sexual orientation, gender identity or expression, age, disability, economic status,
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cultural group, veteran status, marital status, and any other classification or status protected
by law, or intentionally denying or impeding another in the exercise or enjoyment of any right,
privilege, power, or immunity, knowing the conduct is unlawful.
102.4.4 RELATIONSHIPS
(a) Unwelcome solicitation of a personal or sexual relationship during work hours or
through the use of one's official capacity.
(b) Engaging in sexual activity during work hours, including but not limited to sexual
intercourse, excessive displays of public affection, or other sexual contact.
(c) Establishing or maintaining an inappropriate personal- or financial relationship as a
direct result of any official business.
(d) Associating with or joining a criminal gang, organized crime, and/or criminal syndicate
when the employee knows or reasonably should know of the criminal nature of the
organization.
102.4.5 ATTENDANCE
(a) Leaving the job to which the employee is assigned during work hours without
reasonable excuse and proper permission and approval.
(b) Unexcused or unauthorized absence or tardiness.
(c) Excessive absenteeism or abuse of leave privileges.
(d) Failure to report to work or to the place of assignment at the time specified and fully
prepared to work without reasonable excuse..
102.4.6 UNAUTHORIZED ACCESS, DISCLOSURE, OR USE
(a) Unauthorized and/or inappropriate intentional release of confidential or protected
information, materials, data, forms, or reports obtained as a result of the employee's
position with Grant County.
(b) The use of any information, photograph, video, or other recording obtained or
accessed as a result of employment or appointment to Grant County for personal or
financial gain or without the express authorization of Board of County Commissioners
or their authorized designee.
(c) Loaning, selling, allowing unauthorized use, giving away, or appropriating any Grant
County badge, uniform, identification card, or property for personal use, personal gain,
or any other improper or unauthorized use or purpose.
(d) Using Grant County resources in association with any portion of an independent civil
action. These resources include, but are not limited to, personnel, vehicles, equipment,
and non subpoenaed records.
102.4.7 EFFICIENCY
(a) Neglect of duty.
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(b) Unsatisfactory work performance, including but not limited to failure, incompetence,
inefficiency, or delay in performing and/or carrying out proper orders, work
assignments, or the instructions of supervisors without a reasonable and bona fide
excuse.
(c) Concealing, attempting to conceal, removing, or destroying defective or incompetent
work.
(d) Unauthorized sleeping during work hours or assignments.
(e) Failure to notify Grant County within 24 hours of any change in residence address or
contact numbers,
(f) Failure to notify a supervisor of changes in relevant personal information (e,g.,
information associated with benefits determination) in a timely fashion.
102.4.8 PERFORMANCE
(a) Failure to disclose or misrepresenting material facts or making any false or misleading
statement on any application, examination form, or other official document, report, or
form, or during the course of any work -related investigation.
(b) The falsification of any work -related records, making misleading entries or statements
with 'th the intent to deceive,
or the willful and unauthorized removal, alteration,
destruction, and/or mutilation of any Grant County record, public record, book, paper,
or document.
(c) Failure to participate in investigations, or giving false or misleading statements, or
misrepresenting or omitting material information to a supervisor or other person in a
position of authority, in connection with any investigation or in the reporting of any
Grant County -related business.
(d) Being untruthful or knowingly making false, misleading, or malicious statements that
are reasonably calculated to harm the reputation, authority, or official standing of Grant
County or its employees.
(e) Disparaging remarks or conduct concerning duly constituted authority to the extent
that such conduct disrupts the efficiency of Grant County or subverts the good order,
efficiency, and discipline of Grant County or that would tend to discredit any of its
employees.
(f) Unlawful gambling or unlawful betting at any time or any place. Legal gambling or
betting under any of the following conditions:
1. While on Grant County premises.
2. At any work site, during work hours, or while using any Grant County equipment
or system.
(g) Improper political activity, including:
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1. Grant County employees may participate in political or partisan activities of their
choosing provided that County resources and property are not utilized and the
activity does not adversely affect the responsibilities of the employees in their
positions. Employees may not campaign on Grant County time or in a Grant
County uniform or while representing Grant County in any manner. Employees
may not allow others to use Grant County facilities or funds for political activities,
except as otherwise allowed by law,
2. Any County employee who meets with the public, may be observed by the public,
or otherwise represents Grant County to the public while performing regular
duties, may not wear or display any hats, buttons, badges, or stickers relevant to
any candidate or ballot issue during working hours. Employees shall not solicit a
contribution for partisan political cause(s) on Grant County time or Grant County
property, except in specific cases, such as the Fair or Museum.
3. Unauthorized attendance during work hours at official legislative or political
sessions.
4. Solicitations, speeches, or distribution of campaign literature for or against
any political candidate or position during work hours or on Grant County
property except as expressly authorized by Grant County policy, an employment
agreement or contract, or Board of County Commissioners or the authorized
designee.
(h) Engaging in political activities during work hours except as expressly authorized
by Grant County policy, any employment agreement or contract, or Board of County
Commissioners or the authorized designee.
(i) Any act that brings discredit to Grant County.
102.4.9 CONDUCT
(a) Failure to promptly and fully report activities on the employee's part or the part of any
other employee where such activities resulted in contact with any law enforcement
agency or that may result in criminal prosecution or discipline under this policy.
(b) Unauthorized or unlawful fighting, or threatening or attempting to inflict unlawful bodily
harm on another.
(c) Engaging in horseplay that reasonably could result in injury or property damage.
(d) Discourteous, disrespectful, or discriminatory treatment of any member of the public
or any employee of Grant County.
(e) Use of obscene, indecent, profane, or derogatory language during work hours or in
uniform.
(f) Criminal, dishonest, or disgraceful conduct that adversely affects the employee's
relationship with Grant County.
(g) Unauthorized possession of, loss of, or damage to Grant County property or the
property of others or endangering it through carelessness or maliciousness.
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(h) Attempted or actual theft of Grant County property; misappropriation or misuse of
public funds, property, personnel, or the services or property of others; unauthorized
removal or possession of Grant County property or the property of another person.
(i) Activity that is incompatible with an employee's conditions of employment or
appointment as established by law or that violates a provision of any employment
agreement or contract, including fraud in securing the appointment or hire.
(j) Initiating any civil action for recovery of any damages or injuries incurred in the course
and scope of employment or appointment without first notifying Board of County
Commissioners or the authorized designee of such action.
(k) Any other conduct that any employee knows or reasonably should know is
unbecoming an employee of Grant County, is contrary to good order, efficiency, or
morale, or tends to reflect unfavorably upon Grant County or its employees.
(1) Grant County does not allow non -employees to come upon our premises to solicit
employees, citizens or visitors or to distribute literature or other materials for any
purpose at anytime. 4
(m) Employees are prohibited from distributing any form of literature or other material in
their work areas, which is not related to Grant County's business purpose, unless
authorized by management, Department Head, and/or Elected Officials or soliciting
other employees for any cause during their assigned working time. For the purpose
of this policy, working time means the time during which either employee is expected
to be actively engaged in their assigned work.
102.4.10 SAFETY
(a) Failure to observe or violating Grant County safety standards or safe working
practices.
(b) Failure to maintain current licenses or certifications required for the assignment or
position (e.g., driver's license, first aid certification).
(c) Failure to maintain good physical condition sufficient to adequately and safely perform
the work assigned, if applicable.
(d) Unsafe firearm or other weapon handling, including loading or unloading firearms in
an unsafe manner.
(e) Carrying, while on the premises of the work site, any firearm or other weapon that is
not authorized by law or, the employee's Department Head or Elected Official.
(f) Unsafe or improper driving habits or actions in the course of employment or
appointment.
(g) Any personal action contributing to a preventable traffic accident.
(h) Concealing or knowingly failing to report any on-the-job or work related accident or
injury as soon as practicable and within 24 hours.
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102.4.11 INTOXICANTS
(a) Reporting for work or being at work while intoxicated or when the employee's ability
to work is impaired due to the use of alcohol, medication, or drugs, whether legal,
prescribed, or illegal.
(b) Possession or use of alcohol during work hours.
(c) Unauthorized possession, use of, or attempting to bring a controlled substance, illegal
drug, or non -prescribed medication to work.
102.4.12 CONFLICTING OUTSIDE ACTIVITIES
(a) Moonlighting
Regular employees considering outside employment or association membership
must ensure that such activity does not interfere or conflict with their employment
at Grant County. The Outside Employment policy should be consulted for
specifics and examples of conflicts of interest.
2. Employees must not accept a position that would pose a conflict of Interest,
compete with or negatively affect their performance at Grant County, or requires
the use of Grant County property. Employees are to inform their supervisors,
Department Head and/or Elected Official of any prospective employment, in
addition to that of Grant County.
3. Specific policies regarding conflicting outside activities may vary between
offices/departments, based on the nature of service, labor contracts, and/
or federal and/or state regulations. The employee's Supervisor, Manager,
Department Head and/or Elected Official will inform the employee of their office/
department's policy. Employees may be required to notify their supervisors,
Department Head, and/or Elected Official of any employment or outside activities
in addition to those of Grant County.
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Employment
103.1 EQUAL OPPORTUNITY
--
Datedthis 16 day of December 2425
,�
Gr ourr+
Govern rent Policy Magggd of County Commissioners
Grant County, Washington
App-tove v1sannmy, Ahs,qin
Dist # 1 k Dist # 1 Dist # 1
Dist #2 Dist #2 Dist #2
Dist #3 Dist #3 Dist #3
(a) Specifics: Grant County is an equal opportunity employer and is committed to ensuring
that every employee has the right to work in surroundings which are free from unlawful
discrimination. The current Equal Employment Opportunity Plan is available on Grant
County's intranet.
1. It is Grant County's policy to provide equal employment opportunity to qualified
persons, while ensuring that Grant County employees are treated equitably,
without regard to race, color, gender, creed, religion, age, marital status,
sexual orientation, national origin, political ideology, union activity, industrial
injury, whistleblower activities, the presence of any sensory, mental or physical
disability, except as otherwise provided by law, veteran status, and other basis
that is prohibited by local, state, or federal laws.
2. This policy applies to recruitment, placement, promotion, training, demotion,
transfer, layoff, recall, termination, rates of pay, employee benefits, and
participation in Grant County -sponsored activities.
(b) Reporting Procedure
1. If employees believe they have not received equal opportunity as set forth in
the preceding paragraph, they should report it to the Human Resources Director
who will take the necessary steps to initiate an investigation of discrimination. If
the alleged action involves the Human Resources Director, the report should be
made to the Chair of the Board of County Commissioners.
2. Grant County will conduct its investigation in as confidential a manner as
possible. Grant County's goal is to reach a timely resolution of each complaint
and communicate to the employee and the other parties involved on a "need
to know" basis. Appropriate corrective action will be administered against any
employee engaging in discrimination. Retaliation against any employee for filing
a valid complaint or participating in an investigation is strictly prohibited.
103.2 SUGGESTIONS
Grant County relies on its employees for suggestions regarding improvements in all aspects of
the work process. Employees are encouraged to direct their suggestions to their supervisors,
Department Head or Elected Official in a positive manner for discussion.
103.3 COMMUNICATION
In addition to encouraging healthy spoken communication between coworkers, leaders, and
management, Grant County also communicates regularly with employees through e-mail,
Grant County's intranet site, as well as its website. Comprehensive employee information is
located outside of the Human Resources department. Other boards throughout County facilities
contain various announcements, job postings, benefits information, important dates, community
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Grant County
Government Policy Manual
Employment
information, and/or Grant County information. Employees should check communication resources
regularly to keep informed of important Grant County information and updates.
Grant County Policies & Procedures updates and information are sent to employees on a Grant
County -wide basis via e-mail, with the request that employees without e-mail access be advised
of the information being transmitted.
103.4 PROBLEM RESOLUTION
Grant County believes that each employee deserves to be treated fairly and with respect.
Occasionally, problems may arise and Grant County recognizes the importance of resolving
employment concerns in a timely manner. In order to accomplish this, we must be made aware
of any problems or concerns. We encourage honest and informative communication.
We suggest employees talk first to their immediate supervisor about any problem. If the problem
concerns the employee's immediate supervisor, or if they cannot resolve the problem, the
employee should talk to the next -level supervisor, moving up the reporting structure as necessary.
If employees are not able to resolve the situation within their office or department, employees are
encouraged to contact the Human Resources Director.
103.5 EMPLOYEE LOUNGES
Employee lounges are located throughout Grant County facilities. Employees are welcome and
encouraged to use these facilities and all appliances, and are expected to keep them clean after
use. Employees should be considerate of others by leaving counter areas, refrigerators, and tables
clean by properly disposing of trash and taking any other reasonable measures necessary to clean
up after themselves.
103.6 AT -WILL EMPLOYMENT
Employment at Grant County is at -will. This means that employees are free to resign from their
employment at any time, for any reason or no reason, with or without cause, and with or without
prior notice.Grant County retains the right to terminate an employee's employment at anytime, for
any reason or no reason, with or without cause and with or without prior notice while adhering to
Equal Employment Opportunity, Non -Discrimination, Anti -Harassment policies and/or applicable
collective bargaining agreements. No agent or representative of Grant County, other than the
Board of County Commissioners, has the authority to enter into an agreement for employment for
any specified period of time, or to enter into any employment agreement that in any way modifies
the at -will status of employment at Grant County.
Nothing in any statement or policy shall be construed to create an employment contract, nor shall
it be construed to alter the fact that employment is at will.
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Government Policy Manual
Employment
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103.7 PROFESSIONAL MEMBERSHIPS AND LICENSES
Employees may have an opportunity to participate in professional associations and acquire
licenses or certifications, which promote Grant County's goals and the employee's own
professional development. The request shall be in writing and document the cost and benefit to
the employee and Grant County and is subject to prior written approval by the supervisor.
103.8 FORMS
All forms referenced in the Grant County Policy Manual, ordinances, etc. are centrally located on
the Intranet under Human Resources.
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Grart��Mt,V 16eh deyof December 2025.
Government Policy Mans ard of County Commissioners
IGrant County, Washington
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104.1 PURPOSE AND SCOPE
Grant County's discipline/corrective action policy and procedures are designed to provide a
structured corrective action process to improve and prevent a recurrence of undesirable employee
behavior and performance issues.
104.2 RESPONSIBILITIES OF DEPARTMENT HEADS, ELECTED OFFICIALS, MANAGER,
AND SUPERVISORS
It is the responsibility of every Grant County immediate Supervisor, Manager, Director, Department
Head, or Elected Official to hold employees accountable for performance and workplace behavior.
Expectations should be clearly and consistently communicated to employees. If necessary,
corrective measures should be approached in an objective manner.
104.3 RESPONSIBILITIES OF HUMAN RESOURCE DEPARTMENT
It is the responsibility of the Human Resources Department to oversee all aspects of the discipline/
corrective action process and to work with Department Heads and Elected Officials to ensure
compliance with policy, employment law, and collective bargaining agreements.
104.4 THE STEPS OF PROGRESSIVE DISCIPLINE
(a) Outlined below are the steps of Grant County's progressive discipline policy and
procedure:
1. Verbal Reprimand/Warning (Level 1)
2. Written Reprima nd/Warning(Level 2)
3. Suspension without Pay
4. Discharge from Employment
(b) Grant County reserves the right to apply the steps of progressive discipline in the order
and manner which best addresses the situation.
1. Steps may be combined or skipped based on the facts of each situation and the
nature of the offense.
2. An employee may be terminated for a single occurrence of behavior or violation
of policy without having been previously warned or reprimanded, depending
upon the severity of the offense.
3. Some of the factors that will be considered are whether the offense is repeated
despite coaching, counseling or training, the employee's work record, and the
impact the conduct and performance issues have on the organization.
(c) This process should not restrict the opportunity for less formal communication
with Supervisors, Managers, Department Head and Elected Officials, Grant County
encourages open dialogue regarding all issues and concerns between employees and
their immediate supervisor.
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(d) In certain cases where it is necessary and appropriate to remove an employee from
the workplace pending discipline and/or to conduct an investigation, the employee
may be placed on Administrative Leave with or without pay. This shall be reviewed by
the Human Resources Department prior to implementation.
104.4.1 COACHING AND COUNSELING
Coaching and counseling is non -disciplinary, informal interactions intended to communicate
expectations, performance levels, and/or behavioral concerns. Such counseling is documented in
writing and is maintained by the immediate supervisor. Included in the employee's personnel file.
Coaching actions are not disciplinary actions and are not viewed as being punitive. The intent is
to guide the employee toward improved performance. Coaching actions may be referenced within
a performance evaluation, but the reference does not constitute a coaching action.
Another form of corrective communication, which is not part of the formal discipline process,
is a coaching, counseling, and/or performance improvement plan (PIP). Such corrective
communication, whether verbal and/or written, is not discipline. A Performance Improvement Plan
(PIP) is considered coaching and counseling.
These may include:
(a) Coaching and Counseling
(b) Performance Improvement Plans
(c) Remedial Training
104.4.2 VERBAL REPRIMAND/(LEVEL 1)
A verbal reprimand (Level 1) is a formal notice provided to the employee. Warnings are
documented in writing and placed in the employee's personnel file. Employees shall sign warnings
as evidence only of having received the warning. Warnings shall include an explanation of the
violation or problem and request for corrective action required of the employee. Written reprimands
should include the following:
Statement of the facts
Statement of discipline administered
Corrective action required of the employee
Definite period during which the employee must clearly demonstrate improvement
Statement of further potential corrective action to be taken if corrective action is not
achieved; and
• Employee's comments and acknowledgement of receipt of discipline.
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104.4.3 WRITTEN REPRIMAND/(LEVEL 2)
A written reprimand(Level 2) indicates that a subsequent incident of the issue(s) identified and
discussed in the verbal reprimand/Level 1 has occurred and has progress to a higher level of
discipline without further warning. The content and structure of this level of reprimand is identical
to a "Level I" reprimand.
104.4.4 SUSPENSION WITHOUT PAY
Suspension without pay is an involuntary period of unpaid leave imposed for disciplinary reasons.
Documentation of suspensions are to be signed by the employee and placed in the employee's
personnel file. The number of days of suspension is dependent on the nature of the violation and
the employee's record. In the case of Fair Labor Standards Act (FLSA) exempt employees, the
suspension without pay shall not be less than one (1) week. Employees serving a suspension shall
not be employable with any other County office, department or funded organization during the
suspension. Written documentation of suspensions should generally follow the outline provided for
written warnings with the addition of a statement that it is a "final warning" and that the employee
will be discharged upon the occurrence of any other violationlinfraction.
104.4.5 DISCHARGE FROM EMPLOYMENT
Discharge is involuntary termination of employment. Employment at Grant County is at -will. Grant
County retains the right to terminate an employee's employment at any time, for any reason or no
reason and with or without notice. Written documentation of discharge may include the reason(s)
for the discharge, but not necessarily because employment is at -will. Prior to discharge being
implemented, the Human Resources Department shall review the matter.
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(a) Paid Administrative Leave. In certain cases where it is necessary and appropriate
to remove an employee from the workplace pending discipline and/or to conduct
an investigation, the employee may be placed on Administrative Leave with or
without pay. This shall be reviewed by the Human Resources Department prior to
implementation.
(b) Performance [mgrovement ,Plans,r The Department Head or Elected Official may
choose, in conjunction with any step of the progressive discipline process, to
implement a performance -improvement plan in instances in which it is viewed
that the employee would benefit from a clearly outlined plan of action in order to
improve performance. The plan will include a clear description of: the performance
improvements needed, the steps required for improvement, the expected outcome,
the process for interim review, and a final determination date.
(c) Name -Clearing Hearings. If Grant County has publicly announced the grounds for the
employee's discipline or discharge, it will provide the employee with the opportunity
for a "name -clearing hearing". A name -clearing hearing allows the employee to refute
statements or documentation that he or she may view as false or stigmatizing.
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Government Policy Manual
1' The employee must request a in writing tothe Human
Resources department within ten (10) days following the date of the
public announcement.
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