HomeMy WebLinkAboutResolution 2021 (50) Resolution No. 50 (2021)
ST. RO LINTY RESOLUTION UPDATING PERSONNEL POLICIES - CHAPTER 1
INTRODUCTION
1 WHEREAS, on September 2, 2014 St. Croix County adopted the current version of the
2 St. Croix County Personnel Policies and Procedures Handbook; and
3
4 WHEREAS, the handbook was further amended in 2015-2021; and
5
6 WHEREAS, the Staff Advisory Committee and Department Heads have been provided
7 copies of the updated policies for review; and
8
9 WHEREAS, on October 19, 2021 the Administration Committee has reviewed the
10 amendments and recommends approval to the St. Croix County Board of Supervisors.
11
12 NOW, THEREFORE, BE IT RESOLVED by the St. Croix County Board of
13 Supervisors that the St. Croix County Personnel Policies and Procedures Handbook is hereby
14 amended as follows:
15
16 Create Chapter 1 Introduction
Legal—Fiscal—Administrative Approvals:
Legal Note:
Fiscal Impact: This chapter in the personnel policy manual has no fiscal impact.
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K- "-� u y dmin r r 10/14/2021
10/19/21 Administration Committee RECOMMENDED
......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... ......... .........
RESULT: RECOMMENDED [UNANIMOUS]
MOVER: Scottie Ard, Vice Chair
SECONDER: William Peavey, Supervisor
AYES: Long, Koch, Ard, Peterson, Peavey
Vote Confirmation.
Eo b Long Administrafidn,Chaii rr"', 10/20/2021
St. Croix County Board of Supervisors Action:
Roll Call -Vote Requirement— Majority of Supervisors Present
....................................................................................................................................................................................................................................................................................................................................
RESULT: ADOPTED [UNANIMOUS]
MOVER: Bob Long, Supervisor
SECONDER: Scottie Ard, Supervisor
AYES: Schachtner, Anderson, Long, Leaf, Koch, Hall, Berning, Ottino, Feidler, Ostness,
Counter, Hansen, Ard, Tellijohn, Peterson, Anderson, Achterhof, Tomtschik,
Peavey
This Resolution was Adopted by the St. Croix County Board of Supervisors on November 2, 2021
Cindy Campbell, County Clerk
Chapter 1 - Introduction
1.1 Policy Statement
This policy manual is not a contract of employment. This policy manual supersedes and replaces
all previous personnel policies and procedures on issues that are addressed in this policy
manual. This policy manual applies to non-represented, general municipal employees
(management and non-management employees).
For employees who remain covered under a collective bargaining agreement, the terms of the
bargaining agreement supersede the terms of this policy manual. Those provisions in this policy
manual that are not addressed in the relevant collective bargaining agreement(s) shall apply to
all employees of the County.
Nothing contained in this policy manual shall imply, either implicitly or explicitly, that this policy
manual is a contract between employer and employee. Nor is there any guarantee of
employment or job tenure.
This handbook shall not be interpreted as infringing upon the Constitutional powers of Elected
Officials.
Employees found to be in violation of this policy handbook shall be subject to disciplinary action
up to and including termination.
1.2 Overall Purpose Statement
To establish a uniform system of policies, procedures, and practices in order to recruit, select,
develop and maintain an effective and responsive workforce for St. Croix County.
1.3 General Definitions
The following definitions may be used throughout the entirety of this handbook. Additional
definitions will be defined within the individual policies as they are used.
Days: Unless otherwise stated in this handbook, days are equal to calendar days.
Interested Stakeholders: Interested stakeholders include the County Administrator, Human
Resources Director, Corporation Counsel, Department Heads, Staff Advisory Committee, and the
Employee Focus Groups and their Representative(s).
1.4 Authority
This handbook is promulgated under the authority of Wisconsin Statute 59.22 (2)(c)1. c.
1.5 Equal Opportunity Employment
1.5.1 Policy
St. Croix County provides equal opportunity in employment to all qualified employees and
applicants for employment.
St. Croix County, WI Updated: November 2021
Equal consideration to all qualified persons includes, but is not limited to, the following
functions:
• Hiring, placement, promotion, transfer, or demotion
• Recruitment
• Compensation for employment
• Conditions of employment
• Training
• Involuntary layoff or separation from employment
1.5.2 Purpose
To employ individuals who are qualified for specific work by such job-related standards as
experience, demonstrated attitude and skill, education, training, overall ability and other
relevant considerations.
1.5.3 Definitions
Equal Employment Opportunity(EEO): The practice of providing equal consideration to all
qualified persons.
1.5.4 EEO Statement
St. Croix County is an equal opportunity employer and complies with the principles and practices
of equal opportunity employment applicable by Federal, State and local laws and regulations
prohibiting employment discrimination on the basis of race, color, age, religion, sex, sexual
orientation, national origin, disability, marital status, veteran status, political affiliation, arrest
and conviction record or other non-job related factors protected by law.
In compliance with the Americans with Disabilities Act, St. Croix County shall provide reasonable
accommodation to qualified individuals with disabilities and encourages employees to discuss
potential accommodations with the employer.
1.5.5 Responsibilities
Positive action is required from all employees to help ensure that St. Croix County complies with
its obligations under state and federal law.
Violations and/or complaints of this section shall be referred to the Human Resources
Department or County Administrator.
Issues will be handled within a timely and appropriate manner.
1.6 Affirmative Action
1.6.1 Policy
St. Croix County takes affirmative action as called for by applicable laws and executive orders to:
• Provide equal employment opportunities to all qualified persons and recruit, hire, train,
terminate, promote, and compensate persons in all positions without regard to race
color, religion, sex, sexual orientation, gender identity, national origin, age, disability,
St. Croix County, WI Updated: November 2021
genetic information or characteristics, protected veteran status, or other protected
classifications in accordance with federal law.
• Administer personnel actions in areas such as compensation, benefits, transfers, layoffs
and recalls, Organization-sponsored education training, tuition assistance, and social
and recreational programs to ensure that no employees are discriminated against.
• Ensure employment decisions are made in furtherance of the objective of equal
employment including, but not limited to:
o Recruitment and selection—Recruitment and hiring of all personnel is
accomplished without discrimination against any individual whose status is
protected by applicable state or local law.
o Promotion—Individuals will be upgraded and promoted on the basis of their
abilities, skills, and experience. SCC will undertake good faith efforts to ensure
that minority and women employees, disabled individuals, and covered
veterans,who are qualified, as well as those who become qualified through
training, are considered for promotion.
o Transfers—When vacancies occur, the County will make every good faith effort
to effect transfers of qualified minority and women employees, disabled
individuals, and covered veterans, into areas where such employees may have
been or may now be underutilized.
o Terminations—When reductions in the county work force occur, they will be
based on nondiscriminatory factors and make every good faith effort to ensure
that minorities and women, disabled individuals, and covered veterans are
treated in a nondiscriminatory manner.
1.6.2 Purpose
To provide fair and equal access to employment opportunities in order to create a workforce
that accurately reflects the demographics of the qualified available job market.
1.6.3 Definitions
Affirmative Action: The actions taken by an organization to recruit and advance qualified
minorities,women, persons with disabilities, and covered veterans.
1.6.4 Retaliation
Applicants and employees will not be subjected to harassment, intimidation, or any type of
retaliation because they have:
• Filed a compliant
• Assisted or participated in an investigation, compliance review, or any other activity
related to the administration of any federal, state, or local law requiring equal
employment opportunity
• Opposed any act or practice made unlawful by any federal, state, or local law requiring
equal opportunity
St. Croix County, WI Updated: November 2021
• Exercised any other legal right protected by federal, state, or local law requiring equal
opportunity
1.6.5 Affirmative Action Plan Location
St. Croix County's affirmative action plan can be found on the County website within the Human
Resources department information.
1.7 Employment Relationship
1.7.1 Policy
An employment relationship is the day to day interactions between an employee and the
employer.
An employment relationship under the Fair Labor Standards Act (FLSA) shall be distinguished
from a strictly contractual one. Such relationship shall exist for any provision of the FLSA to
apply to any person engaged in work which may otherwise be subject to the act.
In the application of the FLSA, an employee is distinguished as a person who is engaged in a
business of their own, is one who, as a matter of economic reality,follows the usual path of an
employee and is dependent on the business which they serve. The employer-employee
relationship under the FLSA is tested by "economic reality" rather than "technical concepts." It
is not determined by the common law standards.
1.8 Elected Officials
1.8.1 Policy
Elected Officials shall apply the rules and procedures contained in this handbook to the
employees in their department, like any other department.
1.9 Human Resources section of the Administrative Policies and Procedures
Manual
1.9.1 Policy
The Human Resources Department may develop a standard set of policies and procedures to
administer the personnel system based upon the policies established in this handbook. These
policies and procedures shall be a part of the County's Administrative Policies and Procedures
Manual. The Human Resources section as well as the rest of the County's Administrative
Policies and Procedures Manual shall be subject to periodic review.
1.10 Department Work Rules
1.10.1 Policy
Nothing herein shall preclude a Department Head from promulgating Department Work Rules
covering topics not covered by this Handbook or the HR Section of the county's Administrative
Policies and Procedures Manual.
St. Croix County, WI Updated: November 2021
Work rules so promulgated must not be inconsistent with this handbook nor with the Human
Resources Section of the Administrative Policies and Procedures Manual.
1.11 Non-elected Department Heads
1.11.1 Policy
Non-elected Department Heads are at-will employees and may be removed at the discretion of
the County Administrator.
Removal of the Corporation Counsel by the County Administrator requires the concurrence of
the County Board.
Subject to confirmation by the County Board,the County Administrator shall be the appointing
authority for non-elected Department Heads.
1.12 Amendments
1.12.1 Policy
This handbook may be amended in accordance with the provisions of this section and shall be
subject to review and approval by the Administration Committee and the County Board.
1.12.2 Purpose
To provide a process and guidelines for amending policies within this handbook.
1.12.3 Policy Review and Amendment Process
Periodically the County Administrator shall seek policy guidance from the Administration
Committee regarding any adoption, amendment, or termination of provisions in this Handbook.
The County Administrator may provide notice to and meet with interested stakeholders to
comprehensively review, discuss, and obtain input concerning proposed changes to the
handbook. Interested stakeholder shall be given the opportunity to provide verbal and written
input.
After receiving input from the interested stakeholders,the County Administrator shall prepare a
draft resolution containing any proposed revisions and shall share the draft with the
Administration Committee and interested stakeholders.
Upon request, the Administration Committee may meet with interested stakeholders to discuss
the draft revisions.
The Administration Committee may recommend approval of a Resolution to the County Board
for adoption incorporating changes to this handbook. The County Board may adopt, adopt with
amendments or reject the proposed changes to this handbook.
1.12.4 Exceptions
The County Administrator may make individual, temporary or situation-specific exceptions to
handbook provisions after notice to, and, if requested, meeting with interested stakeholders.
St. Croix County, WI Updated: November 2021
Exceptions to the handbook provisions shall be documented by the County Administrator.
Upon request by an affected employee, individual exceptions may be subject to complaint
procedures as set forth in this handbook.
1.13 The Role of Management
1.13.1 Policy
St. Croix County reserves any and all management rights regarding employees' employment
status. These rights and responsibilities include, but are not limited to,the right to:
• Manage and direct the employees
• Hire, promote, schedule,transfer and assign employees
• Discharge employees or take disciplinary action
• Plan and schedule training programs
• Layoff and recall employees
• Abolish or create positions
• Develop class specifications and determine job qualifications for hiring
• Create job descriptions and determine the composition thereof
• Contract out goods and services
• Determine the type, kind, and quality of service to be rendered to client and citizens
• Establish work rules
• Plan and schedule work
• Assign all work duties
• Determine and enforce regulations governing conduct and safety
• Determine the location, operation and type of physical structures, facilities, equipment
of the County
• Direct all operations of St. Croix County
1.13.2 Purpose
To abide by the rights and responsibilities that are imposed by state and federal laws and
regulations. Many of these rights and responsibilities have implications for policies and
procedures governing employment.
1.14 Representation
1.14.1 Policy
St. Croix County employees have the right to organize,join, and participate or refuse to
organize,join, and participate, in any employee organization, freely and without fear of penalty
or reprisal as pursuant to the municipal employment Relations Act (Wis. Stat. §111.70).
Represented employees should review the policies detailed in this handbook as well as their
union contracts for specific conditions of employment.
Non-represented employees should familiarize themselves with the policies and procedures
contained herein as well as the union contracts covering employees under their supervision.
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Nothing in this handbook shall prohibit non-represented employees from participating in an
employee focus group for the purposes as outlined this handbook.
1.14.2 Definitions
Represented Employees: Those employees in positions which are in a collective bargaining unit
certified by the Wisconsin Employment Relations Commission pursuant to Wis.Stats. §
111.70(4)d.
Non-represented employees: Employees in positions which are not represented by a collective
bargaining agreement authorized by the Wisconsin Employment Relations Commission.
St. Croix County, WI Updated: November 2021