HomeMy WebLinkAbout062821_ra03 Regular Agenda
JEFFERSON COUNTY
BOARD OF COUNTY COMMISSIONERS
AGENDA REQUEST
TO: Board of County Commissioners
FROM: Mark McCauley, Interim County Administrator
Andy Rowlson, Human Resources Manager
DATE: June 28,2021
SUBJECT: Discussion and Possible Approval of a Resolution re: Updating the
Jefferson County Personnel Administration Manual
STATEMENT OF ISSUE:
Jefferson County's Personnel Administration Manual outlines allowable use of sick leave by employees.
When working to sunset certain temporary County policies pertaining to the COVID-19 emergency, one of
the temporary policies sunsetting allowed employees to use sick leave for those:
• Who are ordered not to come to their workplace by federal, state or local government officials or so
advised by a health care professional, even though they are not sick.
The Administration Manual does not have this benefit. Thus, if an employee was ordered by a health care
professional to quarantine, the manual does not explicitly allow use of sick leave.
RECOMMENDATION:
Update the Jefferson County Personnel Administration Manual to add as an allowable use of sick leave:
• 8. Ordered by a healthcare professional to quarantine, or is caring for their quarantined child under
the age of 18;
The proposed update will be communicated to employee bargaining units for any concerns or issues.
FISCAL IMPACT:
N/A
RECOMMENDATION:
Approve the Resolution adopting the updated Personnel Administration Manual.
REVIEWED BY:
Mark McCauley nterim County Admin. for IlVtte
JEFFERSON COUNTY
STATE OF WASHINGTON
In the Matter of Updating )
the Jefferson County Personnel ) RESOLUTION NO.
Administration Manual )
WHEREAS,the Board of Commissioners of Jefferson County believe it is in the best
interest of the County to have personnel rules, regulations, and policies that facilitate efficient
service to the public and provide a personnel management system within the County that deals
with all employees in an equitable and uniform manner; and,
WHEREAS, it is in the best interest of County employees to have written personnel
policies to help prevent misunderstandings and problems and to ensure that all employees know
what is expected of them; and,
WHEREAS, it is in the best interest of County employees to keep the personnel
administration manual as up to date as possible with federal and state statues enacted since
adoption of the current personnel administration manual, and to have it reflect current practices;
and,
NOW,THEREFORE, BE IT RESOLVED, by the Jefferson County Board of County
Commissioners, Jefferson County, Washington that the attached updated Jefferson County
Personnel Administration Manual is hereby adopted for use by all Jefferson County departments
and offices.
BE IT FURTHER RESOLVED,that this Resolution repeals and replaces Resolution
No. 01-21.
BE IT FINALLY RESOLVED,that this Resolution becomes effective on June 28,
2021.
APPROVED AND ADOPTED this day of June, 2021.
JEFFERSON COUNTY
BOARD OF COMMISSIONERS
SEAL:
Kate Dean, Chair
Greg Brotherton, Member
ATTEST:
Carolyn Gallaway, CMC Heidi Eisenhour, Member
Clerk of the Board
Jefferson County Personnel Administration Manual
thousand nine hundred twenty)hours and accrual continues while an employee is on paid leave
status (e.g., vacation, authorized holiday, or sick leave) When an employee is on unpaid leave status,
they do not accrue sick leave benefits.
Regular part-time employees shall accrue sick leave at the rate of 0.0462 hours for each full straight
time compensable hour of service after two (2) consecutive years of employment pursuant to Chapter
10, Section 1.1.
Section 5.2—Eligibility
Employees shall be eligible for sick leave for the following purposes (See also Section 5.6):
1. Illness or injury(to include child bearing or related circumstances of the employee)
2. Medical or dental care
3. To care for their sick child under the age of 18 (eighteen)
4. As provided in State law, an employee may use any or all of their choice of sick leave or
other paid time off to care for:
a. A child, including a biological, adopted, or foster child, stepchild, or a child to whom the
employee stands in loco parentis, is a legal guardian, or is a de facto parent, regardless of
age or dependency status;
b. A biological, adoptive, de facto, or foster parent, stepparent, or legal guardian of an
employee or the employee's spouse or registered domestic partner, or a person who stood
in loco parentis when the employee was a minor child;
c. A spouse;
d. A registered domestic partner;
e. A grandparent
f. A grandchild; or
g. A sibling.
5. An absence resulting from an employee's mental or physical illness, injury, or health
condition; to accommodate the employee's need for medical diagnosis, care, or treatment of a
mental or physical illness, injury, or health condition; or an employee's need for preventive
medical care;
6. To allow an employee to provide care for a family member with a mental or physical illness,
injury, or health condition; care of a family member who needs medical diagnosis, care, or
treatment of a mental or physical illness, injury, or health condition; or care for a family
member who needs preventive medical care;
7. When an employee's place of business has been closed by order of a public official for any
health-related reason, or when an employee's child's school or place of care has been closed
for such a reason;
8. Ordered by a healthcare professional to:quarantine, or is caring,for their quarantined child
under the age of 18;
9. An absence that qualifies for leave under the Domestic Violence Leave Act, Chapter 49.76
RCW as follows:
a. Seeking legal or law enforcement assistance or remedies to ensure the health and safety of
employee's and their family members including, but not limited to, preparing for, or
participating in, any civil or criminal legal proceeding related to or derived from domestic
violence, sexual assault or stalking.
Adopted: January 4,2021
Chapter 6
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