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1.1 PuIpose.
'!be cbjectives of this policy are to:
(a) Facilitate efficient service to the publici and,
(b) Provide equitable personnel managE!JlBlt policies for all
county enp1o,yees.
1.2 ~.
'11lese policies shall a,wly in all circunstances to all awointed county enployees
exoept: .
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(a) lIlere these policies c:xnflict with CXlllective bargaining
c:xntracts and agreements clearly agreed upcn between
authorizEd enployee organizatioos or unioos and the county,
those c:xntract and agreenents shall prevai.li and,
(b) lIlere these policies c:xnflict with any authority vested by
state law in an elected official of county government,
tbestate-mandated authority of the elected. official shall
p:evail.
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SECl'IQI II - lEFIN1TIeJi CF 'l'ERf3
2.1 Ccu1ty.
'!be Ccu1ty of Jefferscn.. a IIU'licipal <X>l:pOratial.
2.2 CaltinUCll1S service.
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Dtployment without interrupticn except for brief leaves of authorized absence.
2.3 DepartnEnt Head.
Elected and awointed officials.
2.4 Dismissal.
'!be discharge of an enployee fran enploynent with the County for just cause.
2.5 Exanination.
Exanination refers to any device or procedure used in the selection process to
measure arplicant's abilities and suitabilities for a position. 'lhis includes but
is not limited to oral interviews, written tests, performance tests, evaluation of
r perfOJ:JlliUJCle during prc:bation and scorEd evaluation of education and experience.
..2.6 Just Cause.
Cause, supported by substantial evidence, for a superior to take disciplinaIy
acticn against a subordinate enployee.
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2.7 layoff.
'l'enIlinatioo of an errp10yee because of lack of funds or lack of
1oIOrlt.
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2.8 Part-Time ~ Positia1.
A positim in which the errp10yee regularly works less than thirty-
five (35) boors per week but not less than twenty (20) OOurs per week,
ex a mininun of eighty (80) hours per m:lIlth.
J 2.9 Part-Tine Noo-llegu1ar Positia1.
A positioo in which the E!Il1?loyee regularly works less than twenty (
(20) boors per week. Fringe benefits shall not be available to those
1oIOrlting in a part-tine, non-regular positia1.
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2.10 'l'enp:)razy atplO}'lle'1t.
atp10yment which neets srort-term needs ex is seascnal in nature.
'1elp)razy errplO}'lle'1t of an individual shall not exceed four (4) m:lIlths
in any one year. Fringe benefits shall not be available to teIporazy
Ellp1oyees.
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2.1l Permanent Appointment.
'lbe aR?Ointment of a per5O'1 to a peDJ1CIIleIlt positia1 up:xl successful -
cx:upletia1 of prGbatia1, when awlicable, which signifies satisfacto~
perfozmance in a pennanent positia1 to which the errployee is assigned.
2.12 Permanent atplo-yee.
An E!Il1?1oyee who has suocessfully cx:upleted a probatialarY period of
six (6) m:lIlths in a pennanent positia1.
2.13 PrOOatia1.
A working test period of up to six (6) m:lIlths during which an
eaployee is required to derocnstrate his ability am capacity to perfoDll
the duties of the positim to which he has been CIF{lOinted.
2.14 ~instatement.
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Return of an Ellployee to his f<mner positia1 in the service of the
<b.nty within one (1) year after la~f or at any tine after successful
aweal of a suspensia1, daootioo. or dismissal.
2.15 SUspensia1.
A t:enp>razy rerooval fran duty with or witha1t pay of an E!Il1?loyee
for disciplinazy purposes or for the purpose of investigating accusatia1
brooght against an E!Il1?loyee.
2.16 '.l'eIIp)rary Appointment.
'lbe CIF{lOintment for a limited period of a persat to a positia1 in a
higher class occupied by a pennanent ClR?Ointee a1 suspension: or to a
positia1 in a higher class occupied by a probaticnary or pennanent
Ellp10yee who is on authorized leave of absence: or a positioo. for which
a vacancy exists.
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2.17 Terminatia1.
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Separatiat fran errployment with the Cbunty.
2.18 U'lifOnted atployees.
atployees who are duly S'NOrn officers of the County Sheriff's
Department am who are under the State maroated Civil Service System of
the O:lunty (R:W Ch.41.l4).
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SfX:'l'IQi In - GENERAL POLICIES
3.1 Recruitrrent.
In general, new esrp10yees will be hired fran the list of perscns
~ have expressed a desire for mployment by filing an applicatioo for
8IplCl',tlll!nt in a manner prescribed by the elected department head or.
'lIlhe1:e the department head is an aRJOinted positioo, by the Chunty Omnissioners.
Selectioo for mployment shall be based solely upon the basis of merit.
fitness and ability to perfOI1ll the required duties. . Jefferson O::utty is
an Equal ~unity atployer and the provisioos of this doc:urent shall
be ocnst:rued in a manner to give effect to the Chunty's Affinnative
ktioo Plan.
3.2 B1p1.oyment.
Elected departnent heads shall, within the scope of the established
budget. El'lploy all persamel for their respective offices. atplo:rouert
far those offices having an aRJOinted department head shall be made by
the OUlty Camdssioners.
3.3 PrtDatiooary Period.
All El'lployment with the Chunty shall be prOOatiooary during the
first six (6) IICIlths of such mployment. If during the probatiooary
period the El'lployee's performance does not meet the standards estab-
lished by the department head or by this doCI.m!nt. or if it is otherwise
deemed advisable to terminate the prcbationary mployee's El'lployment.
that El'lpJ.o.yee may be tenninated wit:hcut any requirement for cause. A
pni)ati.c::l1axy mployee shall have no right to ~ his or her teI:minatia1.
3.4 PraJDtioos.
It is the policy of the Chunty to fill vacancies. insofar as amsistent
with the best interests of the Chunty, by praIDting permanent El'lp1oyees.
Appointments to a higher El'lployee dassificatioo will be made 00 a
<XII'petitive basis by the appropriate elected department head or, where
the department head is an aRJOinted positioo. by the Cbmty Camtissioners
after reviewing the recamendatioos of the aj;p>inted departrre1t head.
An El'lpJ.o.yee ~ is pratOted shall hold the new positioo of E!\llloynert: as
a prcbatiooary mployee for a period of six (6) IICIlths. At the end of
six IOOI1ths. the enployment beccmes pennanent if the praooted enployee
has perfonred satisfactorily. If the pratDted enployee does not perf ODD
satisfactorily, the enployee shall be given his previous jdl classificatioo.
Any positioo filled by one replacing an El'lployee ~ has been pranoted
will be placed in that positioo 00 a prcbaticnary basis regardless of
whether they are newly mployed ar a pratOted Cbmty E!\ll1oyee.
3.5 Political 1\ctivity.
'!be rules governing political activities of mployees shall follCllf
the provisims of Revised Code of Washington 41.06.250. No mployee
shall be tenninated solely 00 the basis of menbership or ncn~p
in a parti.cular political party.
3.6 ~ide B1ployment.
It is the policy of this Cbmty to provide its citizens the nost
efficient and effective service possible within the bounds of County
finances. 'lb foster this policy. Chunty Slployees shall not engage in
mployment other than his County jdl or if sud1 mployment interferes
with the efficient performance of the Cbunty jdl or constitutes a cxnflict
of interest or would result in a poor public image for the O:lunty as
detennined by the elected department head or. where the depart:lrent head
is an aj;p>inted positioo, by the O:lunty Camtissioners.
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3.7 Part-Tine and Tarporary Ehployees.
FraIl time to time it may be necessary to hire part-time or t.erlp)rary
El'lp1oyees. SUch enployees shall be paid 00 an hourly basis.
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4.1 General.
Salaries are set in the annual bOOget ~ by the 0uIt.y QJm1issicners.
Generally. enp10yee salaries will not be reduced fran year to year unless so dictated
by SClUId fiscal policies and b\DgetoI}" calStraints.
_ 4.2 Pay l?eri.od.
&tployees shall be paid m::nth1yon the last wodtiD3 day of the m::nth or as
autrorized by the <l:>\nty Cam\i.ssicners. Probationary enp1ayees who have w:>rked
less than a full m::nth and pennanent EIlployees who have missed w:>rk and used all
CICICImUlated vacaticn and sick leave pay 1IoIi.ll be paid for the time they actually
..xked at the hourly rate of pay for their position. '!be hourly rate of pay shall
be caIp1ted by dividing their m::nthly salcuy by the nu:tler of 10m; to be worked
by an enployee in that position.
4.3 Part-Tine and Temporary Dtp1oyees.
Part-time and tenp:>rary euployees shall be paid on an hourly basis.
4.4 ProI:BtionaIY ElTp1oyees.
Upcn initial aIPOintIrent or praroticn to a positicn, an enp10yee shall receive
the mininun salary far the class to 'Which the position is allocated. After the
enployee <XIIP1etes the six m::nth prdlationary period, the elected depart:Itent head
or, Were the department head is an appointed positicn, the 0:Iunty O:mni.ssi.ooers
may adjust the enployee's salary upwards~ provided the increase is 1IoIi.thin the
department's approved ~t.
4.5 Iaqev.i.ty Pay.
B1ployees shall :receive longevity pay as follows:
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PIementage of Increase
(a) o - 5 years Ol
(b) 6 - 10 years 2\
(c) 11 - 15 years +2\
(d) 16 - 20 years +2\
(e) 21 years and CNer +2\
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'!be arni.versary date for all enplayees far detennininq longevity pay shall be
that enplayee's first day of enploynent in a pennanent positicn.
Iaqev.i.ty pay is based upon a:ntinuous service fran the date of county enp1oyuent.
1tny separation fran CXl\.Iflty enploynent and re-anp1oyment IIDre than thirty (30) days
later shall establish the anniversary date based on the date of re-EI'I1?loynent.
4.6 Mileage Ileintlursements.
Dlp10yees shall be reinbursed IIDDthly far authorized required use of private
vehicles at a rate established by the County O:mni.ssicners. Elected departnent
heads or, where the depart::Irent head is an aptX>inted position, the Cowty Ccmnissicner.;
shall establish procedures and policies to cootrol the use of private vehicles far
DJUnty business. As a standard procedure reiItlburserent far mileage is authorized
Only when an enp10yee is performing his or her duties as a comty enp10yee and a
9JUDty vehicle is not available to that enp1oyee. 'lb! rate of reimbJrseDent shall
be set anrmally by the CoU'lty Cannissicners.
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4.7 Overtime Q:apensaticn.
Persa1nel shall start work at a fiJced tine eadl nnrning unless notified
differently am shall wcrk according to a fixed schedule established by the
elected department head, or where the deparbnent head is an awointed positicn,
by the 0JInt.y OmIlissiooers. In the ellent that the enployee is required to work
~ than forty (40) 00urs per 1oIeek, the euployee shall be oatpensated as fol~:
(a) Calpensatoty Tine.
Jldditiallll tine worked shall be taken off at tine and
one-half as soon as practicable and in aca:>rdanoe with
directions !ran the deparbnent head, but in no instance
later than thirty (30) days fran the date accrued.
(b) If an enployee accumlates forty (40) boors or nore of
CXIIp!nSatOry tine, the departm:nt head may require
the enployee to take tine off to reduce the CCJItlensatozy
time or to pay the enployee for additicnal overtime at
a rate of time and one-half fran the department's approved
bdget. thder no eircm1stances will supervisors be paid
ouertiJIe.
4.8 Ia1ch Peri.odS.
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&1ployees are authorized a daily luoch period. Department heads will
establish procedures to insure that luoch periods dO not interfere with the oooduct
of pjili.c business. Office 00urs for each department shall be set by the department
head mless otherwise established by the Chunty O::mnissicners.
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SBCl'IaJ V - FRIH:;E BENEFrrs
5.1 Sick Leave.
Sick leave is eamed by a pennanent enployee at the rate of one (1) working
day far: each IlO1th of CCIIpleted service. An aJt>loyee may not accmulate nore
than two hundred forty (240) days of sick leave. To receive sick leave, an
enp10yee ltIJSt actually be sick and must be able to furnish proof of the illness.
Falsificaticn or misuse of sick leave shall be grourrls for disciplinary actien,
inclOOing teIJllination of eIlployrrent.
qxn an eap1oyee's death, the aJt>loyee's estate shall be paid twenty-five
peroent (25\) of accmulated sick leave. When an eIlployee becc:ues disabled, or
retires, he shall be paid blenty-five percent (25\) of his acctmJlated sick leave.
If enp10yment is teIJllinated other than by death, disability or retirenent, no
portion of accmulated sick leave shall be paid.
5.2 Bereavement leave.
Bereavement leave shall be authorized pennanent aJt>loyees for a maxinun of
three (3) days en the death of a neniler of the atployee's irmediate family.
"Inmediate family" is defined as follows: grandparent, parent, d1i.ld, grandd1i.ld,
mother and sister, and step relations of the sane degree.
5.3 1\nnual leave.
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All pennanent enployees shall be granted amual leave as follows:
(a) Five (5) days for the first year of atployrrent;
(b) Ten (10) days for the sea:>nd through fifth years of aJt>loyuent;
(e) Fifteen (15) days for the sixth through fourteenth years of aJt>loyrrent. and
(d) 'l\Jenty (20) days on CCIlpleticn of the fifteenth year of etpl.oynent and
annually thereafter.
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With awroval of the departJrent head, annual leave may be taken prior to
atY"l_.lBticn; however, s1o.lld an enployee discontinue anployuent for any reason
pi<< to CX1Ipleticn of that ett>loynent period during which such leave W>Uld have
been accmulate:l, the eaployee shall reinhJ.rse the county on a pro-rata basis for
anmal leave taken b1t not ilCClm1lated. For purp:>ses of this secticn, a leave of
IIJsenoe of fifteen (15) days or IOOre shall be considered a discontin1anoe of
81p1oyment.
Ro IlIOJ:e than ten (10) days annual leave can be a<::cIm.llated fran year to
year. Upon deitth, retirement or tenni.naticn for any reason, an ett>loyee or his
estate shall be paid for any ClCClmllated annual leave.
5.4 Civil Leave.
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Itrr.i necessary leave may be allowed by the elected departnent head or, where
the depart:ment head is an app:>inted positicn, by the County Camlissioners, to
pead.t any regular eslployee to serve as a neni:ler of jury or to take examination
b" state positialS. '!be ett>loyee wOO is granted such leave and wOO, for the
per:facnanoe of such civil duties involved receives any cc.npensatioo, shall be paid
by the Co\nty for the t:i11e he is absent ally in the anount of the excess of his
-mgular salary aver the oatpensatioo so received.
5.5 _ Military Leave.
Jay ett>!oyee wm is a neni:ler of the Washingtm Naticnal Guaxd or of the Arnr:I,
Navy, Air Force, Coast Guard, or l4arine CoqJS Ieserve of the United States or of -
illl!f organized reserve or AImed Forces of the United States shall be entitled to
military leave with pay for a period not to exceed fifteen (15) days during any
Calendar year in omer that the ett>loyee may take part in required active training
&1ty. SUch military leave shall be granted pursuant to the provisions of Fevised
Qlde of Washington 38.40.
Itrr.i ett>1o}ee wm enters upon active duty service or training in the Washington
Rational Guam, the AImed Forces of the United States, or the United States Public
Bealth Service may seek leave of absence for a period not to exceed the actual
act of duty, service or training, and upon return shall be entitled to re-euployment
pEOViding the individual catplies with the provisions of the :Revised Code of
Washington 73.16, or as hereafter amended.
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5.6 Leave of J\bsence.
A leave of absence may be requested by any pennanent employee. '!he decision
as to 'Whether or oot such leave of absence will be granted is with the County
QJmti.ssiooers. N:> leave of absence shall exceed a period of nine (9) IOOnths.
Any re:}Ue5t for leave of absence shall be in writing, and that writing shall
state the tine period for which the request is made. ']he granti.n; of any such
request for leave of absence shall also be in writing and signed by the County
O:lIIInissioners.
Any leave of absence shall be witlx>ut pay and all County benefits of the
eaployee shall cease during the period of the leave of absence. The enployee may,
if satisfactory arrangements can be made, continue insurance plans in effect by
prepayment of the insurance premiums. t4here the leave of absence does not exceed
fifteen (15) days, the County Comnissioners may authorize payment of fringe benefits.
5.7 Holidays.
'n1e following are holidays with pay for pennanent atployees:
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(1) New Years' Day
(2) Lincoln's Birthday
Janucu:y 1
February 12
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'VOl 4 m~ ro 1665
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(3) Washingtal's Birtb:1ay
(4) Memorial Day
(5) Independe.lOe Day
(6) Labor Day
(7) veterans Day
CI) 'lhanksgiving Day
(9) Day After 'lhanksgiving
CI0) 0Iri.stmas Day
(11) CD! Floating Holiday
'1hird M:lnday in February
last M:lnday in May
July 4
Pixst M:lnday in Septentler
Novetber 11
Fourth 'lbJrsday of Novenber
Fourth Friday of Nove1ber
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If a holiday falls en Sunday, it shall be cbserved the following !b1day. If
it falls en a saturday, it shall be cbserved en the previoos Friday. An enployee
will not receive holiday pay if the euployee is absent en his last scheduled work
day prior to the holiday or on his first scheduled \"iOrk day following the holiday
and that absence is unexcused. ~loyees en "leave of absence without pay" shall
not receive holiday pay.
5.8 Hedical Benefits.
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~loyees may participate in basic g:r;oup medical insurance plans as may be
adopted by the County mder the tenns and OCI1di.tions established by the Board of
O:lunty O:mni.ssialers.
Sfrl'ICH VI - DISCIPLINARY 1Cl'ICN
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6.1 Purpose of Disciplinary Jlctien.
'!'he County will attenpt at all times to operate its business in the IlOSt
efficient, econanical and orderly m:mner calsistent with good rnanaganent practices.
All etployees shall caxluct. themselves in a manner that will be calsistent with
established rules and regulations. Disciplinary actien is not primarily intended
to be punitive but rather to maintain the efficiency of day-to-day operations and
in keeping with samd business principles of hunan relations in the COUnty service.
6.2 Causes of Disciplinary J\ctioo.
All appointed etployees may be subjected to disciplinary actioo for cause,
including but not limited to:
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(a) Drinking intoxicating beverages or using ncn-prescription
drugs en the jcb, or arriving 00 the jcb l.B'lder the influence
of intoxicating beverages or drugs;
(b) Violatien of a lawful duty;
Ce) InsI:ixn"dinatioo;
Cd) Breach of discipline:
(e) Being absent fran work witlxlut first notifying and securing
pexmissioo fran the etployee's supervisor:
(f) Being habitually absent or tardy for any reasoo:
(9) Misc:cnduct:
(h) Ca1Vi.ctien of any felooy or of a misdareanor involving
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(1) USing religious, political or fratema1 influenceJ
(j) Acc:ept:ing fees, gifts, or other valuable items in the
perfoDIIance of the enployee' s official duties for the CountyJ
(It) Failure to perform thE! assigned jdJ.
6.3 Pnx:edure for Disciplinary Actioo.
'1be degxee of discipline acinini.stered nnst depend 00 the severity of the
infractioo and nust be in accordance with any appropriate labor caltracts, and,
if applicable, Civil Service Rules and ~atioos. It is the respoosibility of
the supervisor to evaluate tOOroughly the cirClnStanc:es and facts as dJjectively
as possible. 'DIe supervisor will then apply the IIOst suitable fOIIII of discipline
to the best of his or her Iaxlwledge and discretion.
'!'here are sewral types of disciplinary actioo which may be applied to
discourage detriJrental behavior or actioos:.
A. Or'al warning.
(1) Talk to the enployee in private.
(2) '1his type of discipline should be applied for infractioos of
a relatively minor degree. SUpervisors sho.1ld at all times
infOJ:DI the enployee that he or she is cdninistering an oral
warning and that the enployee is being given an cpportunity
to correct the cxnfitioo. If the cxnfitioo is not corrected,
the persa1 will be subject to IIOre severe disciplinary
measures.
(3). A notatioo that an oral warning was given sho.11d be made for
the enployee's persamel file.
.B. Written Waming.
(1) '!his notice will be issued by the supervisor in the event the
enployee caltinues to disregard an oral warning, or if the
infractia1 is severe enough to warrant a written record in
the enployee's persamel file.
(2) '1be supervisor will set forth in the warning notice fom
the nature of the infraction in detail and will sign the
notice. He or she will discuss the warning notice with his
or her iJmediate supervisor, then with the enployee, to be
certain that the enployee understands the reasons for the
disciplirnuy actia1.
(3) A ~ of the warning notice is to be handed to the E!Il>loyee
at the time of the discussion of the discipline. '!be original
copy is to be placed in the enployee' s persamel file.
C. Suspensioo.
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(1) '!his fonn of discipline is administered as a result of a
severe infractioo of rules, standards, or for excessive
violatioos after the enployee has received a written warning
and has made no effort to iJrprove performance. 'Ibis is the
DDSt severe fonn of discipline given by a supervisor short
of discharge.
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(2) All facts leading to the reason for the disciplinary
susperlSWn and the duratioo of suspension will be set forth
em a disciplinary fODll. The employee will be infooned of
the discip1.inaJ:y action and I?rovided an original ccpy of
CXIIp1eted disciplinary actioo form. The maxinun period of
suspensian shall be I .5 days.
(3) SUspensi.c:n of BnY employee will be awlied ally by the elected
c1epIrtment head, or where the Deparbnent head is an ~inted
positial, by the Comty O:mnissiooers.
D. DeiIIDtia1.
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(1) Demoticn is to be used in rare instances where an employee
has been Ellp10yed for or pratDted to a positioo but fails to
perfODll the dutieS and respcnsibilities of that positioo.
Dea'>tia1 should be made only after a thorough evaluatioo
by the Department head and ooly after written waming.
(2) I81Dti.oo of an employee will be made by the elected DepartIlent
head, or where the I:leparbrent head is an awointed positioo,
by the Comt:y Ccmnissiooers.
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. E. Di.scharge.
(1) '1b assure the continuous, successful operatioo of County.
bJsiness, certain rules and policies may not be violated by
its employees. Infraction of certain basic rules by an
Ellployee shall be ooosidered just cause for discharge. The
deci.sian as to whether or not the employee should be discharged
shall depend qxn, aD01lJ other things, the severity of the
infractiat, the previous efforts to counsel the Eflllloyee,
the potential danger to other employees, and the effect 00
the Comty's operatioos.
U in the opinioo of the supervisor or Deparbnent head the
infracti.cn. is so severe as to require i1mediate renoval of
the employee fran his or her employnent situatioo, the .
~ or Departnent head may ir.nediately suspend the
Ellployee. Within five (5) "'Orking days folla'iing any such
suspensioo, the elected Depart::nent head, or where the
Department head is an awointed positioo, the County Carmi.ssioners
will review the circmlstances concerning the incident and
detexmine W1ether or not discharge of the emplo-.,tee is appropriate.
Di.sc:harge of an employee shall be by the elected Department
lEad, or 10bere the Depart::nent head is an awointed positioo,
the Comty O:mnissiooers.
SD:'l'Iaf VII - GRIEVANCE A'ID ARBITRATICN PR:lCEWRES
7.1 Definitial.
A grievance ueans a claim or dispute 17.1 an arployee with respect to the
intexpretatioo, uean.ing, or applicatioo of the provisioos of this policy.
7.2 Pw:pose.
An employee may resort to these grievance :;>rocedures for BnY decisioo or
:- actioo which he or she feels may affect his or her Eflllloynent adversely.
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vel
4 U~~ 01668
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7.3 Procedure.
')be following grievance procedures awly unless other prooedures axe provided
by State 1_, as in the case of the unifDDled services, or by uni.a1 oootract:
(a) If an eap10yee feels he or she has a justified CCIlplaint or
prd:>lem, the 81ployee shall discuss the matter with his or
her Departnalt head. If the carplaint relates to a specific
incident, the discussicn shall take place within fifteen (15)
days frail the date of the incident.
(b) If the eap10yee feels that his or her CCIlplaint is not fairly
MSOlwd by the Department head, he or she may then within five
(5) days subnit a written carplaint to the County CamlissicnP..rs.
If the grievance ocntinues to exist, the County Camlissicners
lIBY agxee to arr:t zeocurse or other- l~ Deans avidlable for
MSOlving the eaployee' s grievance, incluiing arbitraticn in the
DmJner set out below.
7.4 AIbitraticn.
(a) If an eap10yee after carpleting the grievance procedure outlined in
Sec::t:icn 7.3 still believes that his or her grievance has not been dealt with
justly, the enplo:tee nay request fran the County O:mnissioners independent arbi-
tratim of this matter. ArrI grievance involving a dispute with respect to the
app1icaticn, rreaning, or interpretaticn of this Persame1 Policy may be sul::Jni.tted
to amitraticn in the following nanner. If arbitratioo is desired by the aggrieved
enployee(s) and the County Cammissicners, the Amitraticn Cannittee shall ocnsist
of tJuee (3) perscns: cne afPOinted by the enployee or his or her representative,
CD! awointed by the Comty Ccr.missicners and one afP:>inted by agreenent bebleen
the amitrating llBli:lers. If the IllE!IIbers axe unable to agree up:n a third 1\IE!It)er
for the Omnittee within five (5) days after they ueet to detezmine sud1 an
appointee, they may jointly :request the Washington State Departnent of Labor and
Industin!s to provide a list of five (5) arbitrators fran which the parties may
select CD! person. '!be representatives of the enployer and the enployee shall
altematelyeliminate the nane of CD! perscn cn the list until only one remains.
'!be person Wose nane was not eliminated shall be the third IreIIber of the Ccmni.ttee.
'!be tlD.m 1\IE!It)er of the Omnittee shall be the Arbitraticn Cannittee chainnan.
(b) It shall be the duty of the Arbitraticn Ccmni.ttee to represent the
public interest in reviewing enployee appeals, cnly after all other grievance
proceciJres have been exhausted, resulting fran alleged adverse enployer acticn
including violaticns of these procedures or the rules and regulations pramlgated
thereurder, lJI'lWCUranted daooticn, discharge, or suspensicn. During sud1 review,
both the appealing errplo:tee and the County Camlissicners or other perscn whose
acticn is being reviewed shall have the right to be heard publicly, be represented
by a perscn of his or her choice, and to present evidenticu:y facts. At the hearing
of such appeals or grievances, technical rules of evidence shall not apply.
(c) It shall be the duty of the Catmittee chai:anan, within three (3) days of
the o:nclusicn of the hearing, to forwam his or her recamendaticn ccnoeming the
aweal to the County Cannissioners for awropriate acticn.
(d) '!be x=.OtIl.e.1daticn of the Carmittee shall be reviewed by the County
O:mnissicners and within fifteen (15) days follooD] receipt the Board shall advise
the errplo:tee as to itS decisicn regarding the grievance. It is the intenticn of
the County Carmissicners to follow the Ccmni ttee reccmnendaticn except wtEre that
recormendaticn does not a~ to the Comty Ccmnissicners to be in the best
interests of Jefferson County. .
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7.5 Utilizaticn of Grievance Prooedures.
Ii) p.nitive acticn shall be carried out against any euployee for utilizing the
. - grievance procedures rontained herein.
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\\\. 4 U~ 1'"0 1669
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~ VIII - PRIOR PEJlSCRIEL POLlCIlS StPERSE[EI)
'JIJe policies and pmoedures set out herein ate inteOOed to supersede any
previous J:esOluticn of this Board related to COunty Perscnnel Policies and
disciplinary procedures.
DImlD thiS~ of a I.c.rl..;;J:" , 1978.
.,~ Uil.scR cx:umr ~ CF CXMaSSICImIlS
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Ex Clerk of the Board
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Carro M. Mercer,
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B. G. BrOwn, Meni:ler .
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VOL 4 fA!;~ 01670
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