Taney County

SECTION 31. FINAL REMARKS

Use of Vehicles and Equipment

Reporting Vehicle Accidents

Commercial Driver’s License

Cell Phone Policy

Open Flame Policy

(Employee Report of Injury/Illness and Supervisors Report of Injury/Illness) TOPIC K - RECORDS: (SECTIONS 28.29. 30) APPEALS AND GRIEVANCES

Grievance Policy

Complaints RECORDS ABD REPORTS

Personal Records

Reports

Public Records

Human Resource Records Retention and Destruction Policy PROHIBITIONS AND PENALTIES

TOPIC L - FINAL REMARKS (SECTION 31)

Purpose of Personnel Policy Manual It is 'the purpose of this Personnel Policy Manual to provide in writing some of the County's guidelines in. order to promote smooth operation of the County. The contents of this manual are the Employee's responsibility. The Employee shall sign a disclaimer and acknowledgement stating that they have been given a' Personnel Policy Manual, and that a member of Human Resources has reviewed the Personnel Policy Manual with them, that they understand the policies within, and will abide by them. Thank you in advance for your adherence to the rules, policies, procedures and guidelines brought forth in this Personnel Policy Manual. Please direct any and all questions to your Elected Official, Department Head, Immediate Supervisor or Human Resources.

Sheriffs Supplement to the Taney County Personnel - Work Period. The work period/pay period for law enforcement personnel is fourteen (14) days. A Commissioned Employee will receive regular rate from 80 to 85.5 hours within the 14-day period. After that the Commissioned Employee will receive time and a half rate. This work period is different than other Taney County Employees because Employees of law enforcement personnel fall under the “law enforcement emergency service classifications. * All staff members referenced are engaged in law enforcement activities; * Are deputized; • Have successfully completed or will complete the required training program required by the Missouri Department of Public Safety, and; * Are empowered by state statute to enforce laws and to protect and maintain public peace and order. Employees meeting these guidelines fall under the 85.5 hour/14 day ruling of the Fair Labor Standards Act (FLSA), except for certain exempted secretarial and/or non-commissioned support Employees, who are not covered and who do not have the power of arrest and/or custody. - Work Schedules. The Employees of the Sheriffs Office may be required to work on Holidays that are normally granted to other Employees of the County. Whenever this occurs, the Employee shall be granted equal time off in exchange for that Holiday worked. The selection of time off shall be made by the Employees under the policy adopted by the Taney County Sheriff. Because the policy of the Sheriffs Office is to schedule time off a year in advance, Employees in the Sheriffs Office must understand that leaving employment with the County will result in a deduction on their last paycheck if holidays are taken off, but not worked. The maximum accrual of compensatory time within the Sheriffs Office is eighty '(80) hours. - Vacation and Personal Days. Although the Sheriffs Office is subject to follow the policies within that Office, Vacation Time and Personal Days will still be earned the same as all other Employees within the County. Section. 31-3. DISCLAIMER AND ACKNOWLEDGEMENT STATEMENT This handbook is not intended to create any contractual or other legal rights for any Emplpyee of Taney County. It is designed solely as a guide for Employees. Employment with the Taney County is “at will”, meaning that employment may be terminated by the County or an Employee at any time without restriction. Nothing in this Personnel Policy Manual is intended or should be construed as altering the employment “at will” relationship. Taney County reserves the right to modify, amend, or terminate policies within this personnel manual at any time. This version of the Personnel Policy Manual supersedes all previous Personnel Policy Manuals. !,_(Name of Employee), the under signed, acknowledge that a copy of this Personnel Policy Manual was provided to me on the date indicated below. I further acknowledge that I understand that the contents of this handbook does not create any contractual rights nor alters the employment “at will” relationship. I further understand and acknowledge the contents of the Disclaimer listed above. I understand and acknowledge that I will, abide by all policies within this manual with special attention given to the acknowledgement of and following of the Substance Abuse Policy; the Anti-Harassment Policy; the Discipline Policy; the ADA Policy; the Workplace Violence Policy; Workers’ Compensation Policy and Procedures, Compensation Policy #19.2, and all policies within the Information Systems Section. I understand and acknowledge that failure to follow any policy within the Personnel Policy Manual may result in discipline, up to and including termination of employment. (If progressive discipline is initiated, the progression can be interrupted at any stage and the Employee can be terminated from employment.) (Let it be known that Elected Officials are not obligated to follow a policy of progressive discipline). . Signature of Employee:_ Date: W itness:

Disclaimer and Acknowledgement Statement