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--- wiki:topic_d [2025/10/07 13:54:41] – Shawn McKinley
+++ wiki:topic_d [2025/10/09 12:08:36] (current) – Shawn McKinley
@@ Line 469: / Line 469: @@
 ==== Section 13-6 Off Site Violations and Convictions / Guilty Please ====
-Disciplinary action may be administered to those Employees who violate this County
+Disciplinary action may be administered to those Employees who violate this County policy and/or are convicted of, or plead guilty to criminal drug statute violations. Employees who are arrested or out on bail on their own recognizance pending trial, or who are convicted for drug-related offenses, raise a question as to compliance with County Policy. In determining what action to take, the County will consider the nature of the charge, the circumstances of the offense, the Employee’s record with the County, current job assignment, and the impact the arrest or conviction may have on Customers, Employees, the Public or the County’s general reputation.
-policy and/or are convicted of, or plead guilty to criminal drug statute violations.
-Employees who are arrested or out on bail on their own recognizance pending trial, or
-who are convicted for drug-related offenses, raise a question as to compliance with
-County Policy. In determining what action to take, the County will consider the nature of
-the charge, the circumstances of the offense, the Employee’s record with the County,
-current job assignment, and the impact the arrest or conviction may have on
-Customers, Employees, the Public or the County’s general reputation.
-==== Section 13-7.  ====
+==== Section 13-7 Education and Rehabilitation ====
-Education and Rehabilitation
-Rehabilitation will be available to any Employee who voluntarily admits to having a drug
-or alcohol problem, and requests assistance prior to the County identifying a drug or
-alcohol problem on the job. The County will not bear any of the treatment expense.
-The Employee will be placed on a medical leave of absence for the time allotted for
-rehabilitation. FMLA will be administered if eligible. Upon successful completion of a
-Rehabilitation Program, the Employee may be eligible for job reinstatement.
-==== Section 13-8. Confidentiality. ====
+Rehabilitation will be available to any Employee who voluntarily admits to having a drug or alcohol problem, and requests assistance prior to the County identifying a drug or alcohol problem on the job. The County will not bear any of the treatment expense. The Employee will be placed on a medical leave of absence for the time allotted for rehabilitation. FMLA will be administered if eligible. Upon successful completion of a Rehabilitation Program, the Employee may be eligible for job reinstatement.
-The Testing Laboratory and the Human Resources Department will maintain all records
-developed or acquired pursuant to this policy under strict confidentiality. The records
+==== Section 13-8 Confidentiality. ====
-will be:
-•
+The Testing Laboratory and the Human Resources Department will maintain all records developed or acquired pursuant to this policy under strict confidentiality. The records will be:
-Maintained separately from other personnel records;
+  * Maintained separately from other personnel records;
-•
+  * Kept in a secured location.
-Kept in a secured location.
-Materials shall not be released to others without the written consent of the affected
+Materials shall not be released to others without the written consent of the affected Employee. Exceptions to this policy will be:
-Employee. Exceptions to this policy will be:
+  * As required by federal law or regulations;
-•
+  * As necessary with regard to a rehabilitation contract;
-As required by federal law or regulations;
+  * In litigation, quasi-judicial and administrative proceedings related to positive test results;
-•
+  * Matters initiated by the Employee; and
-As necessary with regard to a rehabilitation contract;
+  * By court order.
-•
-In litigation, quasi-judicial and administrative proceedings related to positive test
+==== Section 13-9 Policy Acknowledgment. ====
-results;
-•
-Matters initiated by the Employee; and
-•
-By court order.
-==== Section 13-9. Policy Acknowledgment. ====
 All Employees shall be required to confirm receipt of this policy and any revisions by
 signing and dating a Policy Acknowledgement.
-==== Section 13-10. Road and Bridge Employees. ====
+==== Section 13-10 Road and Bridge Employees. ====
-The United States Department of Transportation has established drug-testing rules for
+The United States Department of Transportation has established drug-testing rules for persons employed in positions requiring them to have and maintain a commercial driving license. Parts of this policy differ for these Employees.
-persons employed in positions requiring them to have and maintain a commercial
-driving license. Parts of this policy differ for these Employees.
+If you have a commercial driver’s license, you must notify your supervisor within 30 days of a conviction for a traffic violation, (except parking), regardless of what type of vehicle you were driving at the time of the violation. This requirement applies even if you were driving your personal vehicle.
-If you have a commercial driver’s license, you must notify your supervisor within
-days of a conviction for a traffic violation, (except parking), regardless of what
+In addition, for those employees with a commercial driver’s license, you must notify your supervisor within two (2) business days if your license is suspended, revoked, or canceled, or if you are disqualified from driving. (({{ :wiki:revision_r-8.pdf |Revised 09/24/2018 (R-8)}}))
-type of vehicle you were driving at the time of the violation. This requirement
-applies even if you were driving your personal vehicle.
+===== Section 14 Workplace Violence =====
-In addition, for those employees with a commercial driver’s license, you must
-notify your supervisor within two (2) business days if your license is suspended,
+==== Section 14-1 General Policy. ====
-revoked, or canceled, or if you are disqualified from driving. (Revised 2018-09-24)
+It is the policy of Taney County to promote a safe environment for its Employees. Violence, threats of violence, harassment, threatening behavior, or acts of violence against Employees, Visitors, Guests, or other individuals by anyone on Taney County property or while an Employee is on County business anywhere, will not be tolerated. Such behavior can include oral or written statements, gestures, intimidation, domestic violence or property damage or expressions that communicate a direct or indirect threat of physical and/or emotional harm and etc. Violations of this policy will be investigated and dealt with in an appropriate manner.
-SECTION 14. WORKPLACE VIOLENCE
+Any person who engages in violent acts on Taney County property shall be removed from the premises by the proper authorities as quickly as safety permits and shall remain off Taney County premises pending the outcome of an investigation. The response may include, but is not limited to, suspension and/or termination of any business relationship, reassignment of job duties, suspension or termination of employment, and/or criminal prosecution of the person or persons involved.
-==== Section 14-1. General Policy. ====
-It is the policy of Taney County to promote a safe environment for its Employees.
-Violence, threats of violence, harassment, threatening behavior, or acts of violence
-against Employees, Visitors, Guests, or other individuals by anyone on Taney County
-property or while an Employee is on County business anywhere, will not be tolerated.
-Such behavior can include oral or written statements, gestures, intimidation, domestic
-violence or property damage or expressions that communicate a direct or indirect threat
-of physical and/or emotional harm and etc. Violations of this policy will be investigated
-and dealt with in an appropriate manner.
-Any person who engages in violent acts on Taney County property shall be removed
-from the premises by the proper authorities as quickly as safety permits and shall
-remain off Taney County premises pending the outcome of an investigation.
-The
-response may include, but is not limited to, suspension and/or termination of any
-business relationship, reassignment of job duties, suspension or termination of
-employment, and/or criminal prosecution of the person or persons involved.
 All acts of Workplace Violence shall be reported to the Sheriff’s Office for investigation.
-==== Section 14-2. Employee Responsibility. ====
+==== Section 14-2 Employee Responsibility. ====
-All Taney County personnel are responsible for notifying their immediate Supervisor,
-Department Head, Elected Official, or a member of Human Resources of any threats
+All Taney County personnel are responsible for notifying their immediate Supervisor, Department Head, Elected Official, or a member of Human Resources of any threats which they have witnessed, received, or has been told that another person has witnessed or received. Even without an actual threat, personnel should also report any behavior they have witnessed which they reasonably regard as threatening or violent, and is connected to County employment. Employees are responsible for making this report regardless of the relationship between the individual who initiated the threat or threatening behavior. Employees failing to report such an incident will be subject to disciplinary action up to and including termination. All reports of incidents will be treated with confidentiality to the fullest extent possible of any information requested in recognition and respect of the privacy of the reporting Employee(s) and will only be released on a “need to know basis”.
-which they have witnessed, received, or has been told that another person has
-witnessed or received. Even without an actual threat, personnel should also report any
+==== Section 14-3 Reporting of Workplace Violence ====
-behavior they have witnessed which they reasonably regard as threatening or violent,
-and is connected to County employment. Employees are responsible for making this
+In all situations, if violence appears to be imminent, Employees should take the precautions necessary to assure their own safety and the safety of others. Threats or assaults that require immediate attention by the police or Sheriff should be reported by dialing 911.
-report regardless of the relationship between the individual who initiated the threat or
-threatening behavior. Employees failing to report such an incident will be subject to
+==== Section 14-4 Protective / Restraining Order ====
-disciplinary action up to and including termination. All reports of incidents will be treated
-with confidentiality to the fullest extent possible of any information requested in
-recognition and respect of the privacy of the reporting Employee(s) and will only be
-released on a “need to know basis”.
-==== Section 14-3. Reporting of Workplace Violence. ====
+All Employees who apply for or obtain a protective or restraining order which lists County locations as being protected areas must provide a copy of the petition and declarations used to seek the order, a copy of any temporary protective or restraining order which is granted, and a copy of any protective or restraining order which is made permanent to their immediate Elected Official, Department Head, Supervisor and to Human Resources.
-In all situations, if violence appears to be imminent, Employees should take the
-precautions necessary to assure their own safety and the safety of others. Threats or
-assaults that require immediate attention by the police or Sheriff should be reported by
-dialing 911.
-All Employees who apply for or obtain a protective or restraining order which lists
-County locations as being protected areas must provide a copy of the petition and
-declarations used to seek the order, a copy of any temporary protective or restraining
-order which is granted, and a copy of any protective or restraining order which is made
-permanent to their immediate Elected Official, Department Head, Supervisor and to
-Human Resources.
-The cooperation of each Taney County Employee is needed to effectively implement
-this policy and to maintain a safe working environment.
-==== Section 14-4. Protective / Restraining Order. ====
+The cooperation of each Taney County Employee is needed to effectively implement this policy and to maintain a safe working environment.