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--- wiki:topic_k [2025/10/03 11:41:02] – Shawn McKinley
+++ wiki:topic_k [2025/10/23 21:50:28] (current) – Shawn McKinley
@@ Line 5: / Line 5: @@
 ====== Topic K — Records: (Sections 28,29,30) ======
-===== Section 28. Appeals and Grievances =====
+====== Section 28. Appeals and Grievances ======
+-----
 ==== Section 28-1. Grievance Policy ====
-The County of Taney has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by the American with Disabilities Act (ADA) and implementing Sect 504 of the Rehabilitation Act of 1973 as amended (29 U.S.C. 794 Section 504 states, in part, that “no otherwise qualified individual with a disability shall, solely by reason of his or her disability, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal assistance”.
+The County of Taney has adopted an internal grievance procedure providing for prompt and equitable resolution of complaints alleging any action prohibited by the American with Disabilities Act (ADA) and implementing Sect 504 of the Rehabilitation Act of 1973 as amended (29 U.S.C. 794 Section 504 states, in part, that “no otherwise qualified individual with a disability shall, solely by reason of his or her disability, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal assistance”.
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 ==== Section 28-2. Complaints ====
- - Complaints should be addressed to the Director of Human Resources, who has been designated by the County to coordinate Section 504/ADA compliance efforts. Complaints should be filed in writing or verbally, contain the name and address of the person filing it, and briefly describe the alleged violation of the regulations.
+  - Complaints should be addressed to the Director of Human Resources, who has been designated by the County to coordinate Section 504/ADA compliance efforts. Complaints should be filed in writing or verbally, contain the name and address of the person filing it, and briefly describe the alleged violation of the regulations.
- - A complaint should be filed within ten (10) days after the complainant becomes aware of the alleged violation. (Processing allegations of discrimination that occurred before this Grievance Procedure was in place will be considered on a case- by-case basis.)
+  - A complaint should be filed within ten (10) days after the complainant becomes aware of the alleged violation. (Processing allegations of discrimination that occurred before this Grievance Procedure was in place will be considered on a case- by-case basis.)
- - An investigation, as may be appropriate, will follow a filing of a complaint. The Section 504/ADA Coordinator will be in charge of the investigation. These rules contemplate informal but thorough investigations that afford all interested persons and their representatives an opportunity to submit evidence relevant to a complaint.
+  - An investigation, as may be appropriate, will follow a filing of a complaint. The Section 504/ADA Coordinator will be in charge of the investigation. These rules contemplate informal but thorough investigations that afford all interested persons and their representatives an opportunity to submit evidence relevant to a complaint.
- - A written determination as to the validity of the complaint and a description of the resolution, if any, will be issued by the Section 504/ADA Coordinator and a copy forwarded to the complainant no later than thirty (30) days after its filing.
+  - A written determination as to the validity of the complaint and a description of the resolution, if any, will be issued by the Section 504/ADA Coordinator and a copy forwarded to the complainant no later than thirty (30) days after its filing.
- - The Human Resources Director will maintain the files and records for the County relating to the complaints filed.
+  - The Human Resources Director will maintain the files and records for the County relating to the complaints filed.
- - The complainant can request a reconsideration of the case in instances where he/she is dissatisfied with the resolution. The request for reconsideration should be made within ten (10) days to the Presiding Commissioner.
+  - The complainant can request a reconsideration of the case in instances where he/she is dissatisfied with the resolution. The request for reconsideration should be made within ten (10) days to the Presiding Commissioner.
- - Using the Grievance Procedure is not a prerequisite to the pursuit of other remedies, including the filing of a Section 504 or related complaint with the responsible Federal department or agency.
+  - Using the Grievance Procedure is not a prerequisite to the pursuit of other remedies, including the filing of a Section 504 or related complaint with the responsible Federal department or agency.
- - These rules will be construed to protect the substantive rights of interested persons, meet appropriate due process standards, and assure that the County complies with the ADA, Section 504 and all implementing regulations.
+  - These rules will be construed to protect the substantive rights of interested persons, meet appropriate due process standards, and assure that the County complies with the ADA, Section 504 and all implementing regulations.
 This Grievance Procedure was adopted by the County of Taney, Missouri, on the 19th day of April, 2012.
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 ===== Section 29. Records and Reports =====
@@ Line 42: / Line 49: @@
 The Human Resources Department retains and destroys personnel records in accordance with County policies and federal and state laws governing records retention. The following outlines the Human Resources Department’s operating procedures for the personnel records retention and destruction of documents, being the minimum time of retention and destruction for Taney County. (In most cases, Human Resources will elect to maintain specific records, up to indefinitely.) Human Resources will notify and consult with The County Clerk before destroying personnel records.
 Human Resources maintain Employee record information. (The County Clerk’s Office maintains government compliance reports. The Administrative Services Office maintains payroll reports, timesheets & tax records.
 Human Resources Employee information records are maintained in segregated personnel files as noted:
- - Pre-employment Information
+  - Pre-employment Information
- - General Employees’ Personnel Records
+  - General Employees’ Personnel Records
- - I-9 Forms
+  - I-9 Forms
- - Benefit Records
+  - Benefit Records
- - Worker’s Compensation / Safety Data
+  - Worker’s Compensation / Safety Data
- - FMLA / USERRA
+  - FMLA / USERRA
- - COBRA (Consolidated Omnibus Budget Reconciliation Act)
+  - COBRA (Consolidated Omnibus Budget Reconciliation Act)
- - Drug Test Records
+  - Drug Test Records
- - Polygraph Test Records
+  - Polygraph Test Records
 Personnel records and confidential employee data maintained by Human Resources may be destroyed by shredding after retention dates have passed. This pertains to all personnel records, not just those governed by the Fair and Accurate Credit Transactions Act (FACTA). Application materials submitted by applicants for employment who were never employed may also be shred after retention dates have passed.
@@ Line 58: / Line 67: @@
 Personnel records include electronic as well as paper records. Human Resources will interface with the Information Systems Department periodically to review for purging.
-The following set forth the periods of retention for Human Resources of terminated Employees and applicant records and compliance reports: ((Revised 3/11/2024))
+The following set forth the periods of retention for Human Resources of terminated Employees and applicant records and compliance reports: ((Revised 03/11/2024))
 === Pre-employment Information ===
-  * Resumes/applications and related employment materials including interview records/notes for **applicants not hired: Three years.**
+  * Resumes/applications and related employment materials including interview records/notes for **applicants __not__ hired: Three years.**
   * Resumes/applications and related employment materials including interview records/notes for hired **Employees:** A minimum of **Six years** after date of termination.
-  * Background checks, drug test results, driving records, County employment verifications, letters of reference, and related documents for **applicants not hired: Three years.**
+  * Background checks, drug test results, driving records, County employment verifications, letters of reference, and related documents for **applicants __not__ hired: Three years.**
   * Background checks, drug test results, driving records, County employment verifications, letters of reference, and related documents for Employees: A minimum of **Six years after termination.**
@@ Line 88: / Line 97: @@
 **Compliance Reports / Records:**
-  * State New Hire Reports, W-4’s: A minimum of one year after report filed.
+  * State New Hire Reports, W-4’s: A minimum of **one year** after report filed.
-  * EEO-4 Reports: A minimum of four years after report filed.
+  * EEO-4 Reports: A minimum of **four years** after report filed.
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 ===== Section 30. Prohibitions and Penalties =====