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APPENDIX A

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APPENDIX A Powered By Docstoc
					           Employment Guidelines
                Pottawatomie County
                  Enhanced 9-1-1
                      System




               Revised June 1, 2009

8/9/2011               1 of 34
INDEX

1. INTRODUCTION -------------------------------------------------------------------------------------------------- 4
Employee Personnel Policy Handbook
Employment Acknowledgement Form ------------------------------------------------------------------------------- 5
2. EMPLOYMENT POLICES--------------------------------------------------------------------------------------- 6
Equal Employment Opportunity
Statement ----------------------------------------------------------------------------------------------------------------- 6
Recruitment / Job Posting ---------------------------------------------------------------------------------------------- 6
Hiring Procedures-------------------------------------------------------------------------------------------------------- 6
Medical Exams ----------------------------------------------------------------------------------------------------------- 6
Nepotism ------------------------------------------------------------------------------------------------------------------ 7
Personnel Records ------------------------------------------------------------------------------------------------------- 8
3. COMPENSATION POLICIES -------------------------------------------------------------------------------- 8
Payment of Wages ------------------------------------------------------------------------------------------------------- 8
Salary---------------------------------------------------------------------------------------------------------------------- 8
Payroll Deductions ------------------------------------------------------------------------------------------------------ 9
Hours of Work ----------------------------------------------------------------------------------------------------------- 9
Work Week and Work Period ----------------------------------------------------------------------------------------- 10
Overtime ----------------------------------------------------------------------------------------------------------------- 10
4. LEAVE BENEFITS --------------------------------------------------------------------------------------------- 10
Military Leave ----------------------------------------------------------------------------------------------------------- 10
Emergency Leave --------------------------------------------------------------------------------------------------------10
Funeral Leave ----------------------------------------------------------------------------------------------------------- 10
Education Leave -------------------------------------------------------------------------------------------------------- 10
Jury and Court Duty ---------------------------------------------------------------------------------------------------- 10
Leave without Pay ------------------------------------------------------------------------------------------------------ 11
Family and Medical Leave -------------------------------------------------------------------------------------------- 11
5. FRINGE BENEFITS -------------------------------------------------------------------------------------------- 13
Retirement --------------------------------------------------------------------------------------------------------------- 13
Holidays ------------------------------------------------------------------------------------------------------------------ 13
Vacation Leave ---------------------------------------------------------------------------------------------------------- 13
Accrual Rates ------------------------------------------------------------------------------------------------------------ 13
Sick Leave --------------------------------------------------------------------------------------------------------------- 14
Insurance Benefits------------------------------------------------------------------------------------------------------ - 14
6. EMPLOYEE CONDUCT ----------------------------------------------------------------------------------------- 15
Personal Appearance and Demeanor --------------------------------------------------------------------------------- 15
Political Activity ---------------------------------------------------------------------------------------------------------15
Use of System Property -------------------------------------------------------------------------------------------------15
Absenteeism / Tardiness ------------------------------------------------------------------------------------------------15
Guidelines For Appropriate Conduct ---------------------------------------------------------------------------------16
7. FIREARM / CONCEALED WEAPONS --------------------------------------------------------------------- 17
8. COMPLAINT RESOLUTION PROCEDURE -------------------------------------------------------------- 17
9. OPEN DOOR POLICY --------------------------------------------------------------------------------------------17
10. POLICY AGAINST HARASSMENT AND A
    COMPLANT PROCEDURE -----------------------------------------------------------------------------------18
11. SUBSTANCE ABUSE POLICY -------------------------------------------------------------------------------19
12. EMPLOYMENT SEPARATION ------------------------------------------------------------------------------21
    Resignation --------------------------------------------------------------------------------------------------------- 21
    Quitting-------------------------------------------------------------------------------------------------------------- 21
    Reduction In Force (Layoff) ------------------------------------------------------------------------------------- 21
    Retirement ---------------------------------------------------------------------------------------------------------- 22
    Discharge ----------------------------------------------------------------------------------------------------------- 22




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13. AUTHORITY TO SEARCH ----------------------------------------------------------------------------------- 22
14. NO SOLICITATION / NO DISTRIBUTION POLICY -------------------------------------------------- 22
15. TOBACCO FREE POLICY ------------------------------------------------------------------------------------ 22
16. TELEPHONE USE ----------------------------------------------------------------------------------------------- 23
17. VOTING ------------------------------------------------------------------------------------------------------------ 23
18. CELL PHONE USE ----------------------------------------------------------------------------------------------23
19. VEHICLE USE --------------------------------------------------------------------------------------------------- 24
20. UNIFORMS AND SAFTY EQUIPMENT ------------------------------------------------------------------ 30
RESOLUTION ESTABLISHING POTTAWATOMIE COUNTY ENHANCED 9-1-1 SYSTEM
EMPLOYEE GUIDELINES-----------------------------------------------------------------------------------------31
ATTACHMENTS ---------------------------------------------------------------------------------------------------- 32
REVISIONS ----------------------------------------------------------------------------------------------------------- 33




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    1. INTRODUCTION

           An interesting and challenging experience awaits you as an employee of The
Pottawatomie County E 9-1-1 System . In order to answer questions you
may have concerning the 9-1-1 System and its policies, we have written this handbook. Please read
it thoroughly and retain it for future reference.

This handbook is designed to familiarize you with the conditions of employment the
Pottawatomie County E 9-1-1 System expects you to follow. The conditions stated herein
are not intended to be and do not constitute a contract' of employment. This Employee Personnel
Policy Handbook has been adopted by the Pottawatomie County E 9-1-1 System
pursuant to Okla. Stat. Ann. tit. 19, § 339 (A)(8).
The following personnel policies are designed to inform you of the System's operating policies and
practices as they apply to all employees. Pottawatomie County E 9-1-1 System employees
are defined as those employed by serving at the pleasure of the Director. Each employee is responsible
to the Director who hires and/or appoints that employee.
From time to time as conditions change, it will be necessary to change or add rules and procedures
governing employees. Such changes will be posted in advance of their effective date, after which time
they will become a part of this handbook.
Should you have any questions regarding policies, please ask your supervisor for assistance.
We wish you the best of luck in your position and hope that your employment relationship with the
Pottawatomie County E 9-1-1 System will be a rewarding experience.


___________________                                                 ___________________
Chairman of the Board                                               Director
Pottawatomie County
Enhanced 9-1-1System




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           EMPLOYEE PERSONNEL POLICY HANDBOOK
                      EMPLOYMENT
                 ACKNOWLEDGEMENT FORM

This is to acknowledge that I have received a copy of the Employee
Personnel Policy Handbook adopted by The Pottawatomie County
E 9-1-1 System (System) and understand that it outlines my privileges and
obligations as an employee with the System.

I further understand that I am governed by the contents of the Employee
Personnel Policy Handbook and that it is my responsibility to familiarize
myself with all information in the handbook.

Since the information, policies and benefits described in this handbook are
subject to change, I understand and agree that such changes can be made by
the System at its sole and absolute discretion, and I agree to observe these
changes in all respects.

I further understand this handbook is not nor is it intended to be a contract
of employment. I further understand the Pottawatomie County E 9-1-1
System Director retains the right of employment-at-will to terminate his/her
employees at any time for any reason not prohibited by Federal, State or
Municipal law, and also employees can terminate at will.

I further understand that this handbook represents the sole policy of the
system and replaces and supersedes any and all other oral or written
personnel policies or procedures.

I further understand that this signed statement will be a permanent record in
my personnel file.




Employee's Name ______________ Employee's _____________
Printed or Typed)             Signature

Date _________




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2. EMPLOYMENT POLICIES

EQUAL EMPLOYMENT OPPORTUNITY STATEMENT

It shall be the policy of the Pottawatomie County E 9-1-1 System (System) to provide for employment
opportunity to all qualified persons, to prohibit discrimination based on religion, sex, age, national origin,
political affiliation, mental or physical disability, race, color, and status as a disabled veteran and to
promote full realization of equal employment opportunity. This policy shall be followed in recruiting,
hiring, determination of pay, promotions, transfers and treatment of individuals. This policy is to be
implemented throughout the System and its enforcement is the responsibility of the Pottawatomie County E
9-1-1 System Director.


RECRUITMENT/JOB POSTING

To assure that all people have an equal opportunity to apply for System jobs, all job openings shall be listed
publicly and/or filled from applications as filed with the Director. All applications submitted will be on file
for at least (1) one year.

Posting generally includes the title, the salary range, the minimum hiring specifications and the closing date
for filing applications.

The Pottawatomie County E 9-1-1 System Director is responsible for the recruiting of all employees within
the System’s office and for following equal opportunity practices in the recruitment process.

HIRING PROCEDURES
The Pottawatomie County E 9-1-1 System Director shall be responsible for hiring and/or appointing the
employees in his/her office. The number of persons hired or appointed shall be based on the budget
appropriation for the fiscal year in which the hiring/appointment is made.

Employees serve at the pleasure of the Director.

All new employees, upon instruction from the Director, will report to the Pottawatomie County E 9-1-1
System Office for enrollment as a System employee. All new employees must demonstrate by documents
their employment eligibility. The required documentation must be presented by the employee/applicant
within (3) three business days of the date of hire. If the employee/applicant is unable to provide the
required document or documents within the time period, the individual must present a receipt for the
application of the document within (3) three days of hire and present the required documentation within 1
day of hire. The employee/applicant must also complete the portions of INS Form 1-9 as required.


MEDICAL EXAMS
For those positions in the Pottawatomie County E 9-1-1 System (System) that require particular physical
conditions (bona fide occupational qualification) in order to properly carry out or withstand the prescribed
tasks of the position, it may be necessary for job applicants to pass a medical evaluation by a System
selected physician after an employment offer. Such medical examinations will be based on bona fide
occupation standards that are reasonably related to the position in question, with consideration given by the
System to accommodating physical and mental disabilities. A newly hired employee who fails to appear for
medical examinations without good cause will be automatically disqualified for further employment
consideration. Medical exam expenses shall be provided by the System.

Okla. Stat. Ann. tit. 40, § 191
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NEPOTISM
The Pottawatomie County E 9-1-1 Director shall not hire or appoint for employment, any person who is
related by blood or marriage to the third degree.
"Persons related by blood or marriage to the third degree" shall include members of the immediate family
plus aunts, uncles, nieces and nephews.

Okla. Stat. Ann. tit. 21, §§ 481-187

"Immediate family" shall be defined as a spouse, child, parent, brother, sister, mother-in-law, father-in
law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, grandparents and grandchildren.
Persons related by blood or marriage "to the third degree" shall include members of the immediate
family plus aunts, uncles, nieces and nephews.

Okla. Stat. Ann. tit. 21, §§ 481-187


Employment of relatives of employees of Pottawatomie County Enhanced 9-1-1 System as described
 in Title 60, O. S., Section 175.3, Paragraph D. and as amended in Pottawatomie County Enhanced
                  9-1-1 System Authority Resolution 842008 1 dated 11 August, 2008

       WHEREAS, This procedure sets forth guidelines covering the employment of members of the
same immediate family or household at Pottawatomie County Enhanced 9-1-1 System.

         WHEREAS, The essential and basic employment policy of the Institution is to hire the best
qualified person available for a particular position. If conscientiously followed, this policy will in itself
insure that ALL job applicants are considered impartially, and that the funds entrusted to the Institution are
spent as wisely as possible. In no case will a job be created just to provide employment for a particular
individual.

          WHEREAS, In selecting new personnel and in evaluating our employees, it is necessary for
certain individuals at the Institution to judge the performance of other individuals. If family and/or other
personal relationships are involved, it is difficult to make objective, unbiased judgments. So that
individuals at the Institution shall not be placed in the position of having to make evaluations of members
of their own immediate families or household, the following policies are effective and will apply to all
employees.
          A. No person employed by the Institution shall work directly for or under the supervision of
another member of his/her immediate family or household.
         B. No person employed by the Institution shall work in the same department as another member of
his/her immediate family or household without the prior approval of the Director.

       C. In no case shall a member of the institution's staff be able to review the personnel file of an
immediate family or household member other than the Director.
           WHEREAS, For the purpose of this procedure:
        A. Immediate family includes husband and wife; son and daughter (including stepchildren),
grandchild, son-in-law and daughter-in-law; parent (including stepparent), grandparent, father-in-law, and
mother-in-law; and brother and sister (including stepbrother and stepsister), brother-in-law and sister-in-
law.

           B. Household includes individuals regularly sharing the staff member's residence.



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PERSONNEL RECORDS

The personnel records of all System employees shall be kept by the Director. When ever there is a change
in address, phone number, dependents or beneficiaries, it is the responsibility of the employee to report
such change to the Director.

The following information concerning employees and former employees is a matter of public record and
therefore is open for public inspection: name, date of original employment, current position title, current
salary, date and amount of most recent change in status of position, and office to which employee is
currently assigned.

No employment inquiries or verifications are to be released except by the Director or by persons who
have received authorization from the Director.

The System is not required to disclose records relating to internal personnel investigations including
examination and selection, material for employment, home address, hiring, appointment, promotion,
demotion, discipline, or resignation. In addition the system is not required to disclose records where
disclosure would constitute a clearly unwarranted invasion of personal privacy such as employee
evaluations, payroll deductions, or employment applications submitted by persons not hired by the County.

However, the Director must inform any person requesting the information of any final disciplinary action taken
against an employee if that disciplinary action results in loss of pay, suspension, demotion of position, or
termination.
Okla. Stat. Ann. tit. 51, § 24A.7



3. COMPENSATION POLICIES

PAYMENT OF WAGES

All Pottawatomie County E 9-1-1 System officials and employees shall be paid bi-weekly. The pay period begins
at 12:01 a.m. on Sunday and ends at 12:00 midnight on the following Saturday. Paydays are for two weeks of
documented time worked and are one week behind. Deposits will normally be distributed by 4:00 p.m. on the
Friday payday following the close of payroll on the proceeding Sunday. When a payday falls on a holiday or
other non-scheduled workday, employees will normally be paid on the last preceding work day.


SALARY

Beginning salary is $8.00 per hour for an individual with a high school diploma or GED equivalent. If an
individual has a certificate of completion or a diploma from an institute of higher learning, additional
increments of pay may be added to the employee’s salary. After a 6 month probationary time period an
additional $.30 will be added per hour. If a positive rating is earned on the employees annual appraisal after
a 1 year time period of employment, an additional $.30 per hour will be added to the employee’s salary. On
each annual anniversary date of employment and if a positive rating is earned on the employees annual
appraisal then an additional $.30 may be earned.


     OLETS (REQUIRED AFTER 6 MONTHS EMPLOYEMENT)                                                     $.50
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          NIMS (IS100, 200 and 700)
           (REQUIRED WITHIN FIRST 180 DAYS OF EMPLOYEMENT)                                           $.20

                                                       OR


Have certification in the APCO institute 40 hour PST1 or the
6th Edition 54-hour public safety                                                                    $2.00
Telecommunicator basic training course.

After 4 years of employment and with the successful completion of all the additional training an individual
could be making $11.00 per hour.


PAYROLL DEDUCTIONS
Only deductions required and, allowed by law and or authorized by the employee will be withheld from an
employee's payroll deposit. Those required by law are as follows:
   FEDERAL INCOME TAY
   STATE INCOME TAX
   SOCIAL SECURITY TAX
   MEDICARE TAX
   LEVIES
   GARNISHIYIENTSE:VT
   RETIREMENT
   401K DEFERRED COMPENSATION

          Examples of deductions, which may be authorized by the employee include:
          GROUP HEALTH INSURANCE
          OPTIONAL INSURANCE PLANS
          CREDIT UNION

Any questions about a payroll deposit should be checked first with the employee's supervisor then with
the System Director under whom the employee works. The system Director will make further deposits,
if necessary, with payroll/accountant.

Whenever an employee's employment terminates, the employer shall pay the employee's wages in full, less
offsets, at the next regular designated payday established for the pay period in which the work was
performed either through the regular pay channels or by certified mail postmarked within the deadlines
herein specified if requested by the employee.                          '
Okla. Stat. Ann. tit. 19, § 153; Okla. Stat. Ann. tit. 40, §§ 165.2 to 165.3

HOURS OF WORK:

The Pottawatomie County E 9-1-1 System will normally be open
Sunday through Saturday from12:01a.m. to 12:00pm

The System’s office staff hours of operation are as follows:
8:00 a.m. to 4:00 p.m. Monday through Friday
Some full time Pottawatomie County E 9-1-1 employees will follow a schedule of forty (40) hours per
week with an unpaid one-hour lunch period each day. The Director shall set the lunch periods and break
periods for the PSAP, but at no time shall the office be left without adequate staff to perform necessary
duties. The activities of some departments require alternative schedules to meet their work needs. The
Director may authorize a deviation from the normal work schedule, see below.

The Director may assign some full time Pottawatomie County E 9-1-1 employees a work schedule of thirty
six hours one week and forty-eight hours the next week for a total of eighty four hours (84) in a work

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period. The Director shall set the lunch periods and break periods, if any, for his/her office, but at no time
shall the office be left without adequate staff to perform necessary duties.

Individuals that work less than 36 hours per week are considered part time employees. These employees are
not subject to benefits provided to full time employees i.e., System provided health insurance, life
insurance and retirement benefits. Pay scale for part time employees follow the same pay schedule as in
SALARY above.




WORK WEEK AND WORK PERIOD:
 The work week for all employees, commences at 12:01 a.m. on Sunday and ends at 12:00 midnight the
following Saturday.

OVERTIME:
The Pottawatomie County E 9-1-1 System’s overtime policy conforms to overtime provisions of the
Federal Fair Labor Standards Act and applicable Oklahoma Laws. Pottawatomie County E 9-1-1
Employees shall be entitled to overtime payment at the rate of 1 1/2 % times their regular rate of pay for all
hours worked over forty hours a week.


4. LEAVE BENEFITS
The Pottawatomie County E 9-1-1 System has adopted a paid general leave program for regular full time
employees, which incorporates forms of leave such as annual, sickness, funeral leave, emergency leave,
military leave and education leave. It is the intent of the general leave program to allow eligible employees
greater flexibility in the use and application of paid absence from work while maintaining necessary and
appropriate operation levels. The Director shall be responsible for keeping records of the leaves taken by
his/hers employees and shall make monthly reports. Such records shall include type and length of leave. All
vacation and leave benefits shall be calculated from the date of employment.


MILITARY LEAVE -                 Full-time employees who are members of any military reserve component
will be granted military training leave for such time as they are in the military service on field training or
active duty for periods not to exceed (20) twenty working days per calendar year. During this period up to
20 working days, the employee shall continue to receive their normal rate of pay. This time may not be
used for weekend drills unless the employees normal work schedule is interrupted. Such requested leave
shall be supported with copies of the armed forces orders. For extended periods of leave i.e., call up for
active duty, the employee’s position will be held until the return of the employee to his normal work
schedule.


EMERGENCY LEAVE -                          Emergency leave shall be granted in the case of property-
threatening situations directly affecting the employee, or life-threatening situations directly affecting the
employee or the employee's immediate family. Such emergency leave will be charged against
compensatory time or annual leave.

FUNERAL LEAVE -                     Employees shall be granted time off with pay not to exceed (3) three
consecutive scheduled working days to attend the funeral in the event of a death in the employee's
immediate family (related by blood or marriage to the third degree). Any additional time shall be charged
to annual leave. At the discretion of the Director, employees maybe granted necessary time off with pay to
attend the funeral of other relatives or friends.

EDUCATION LEAVE -                      Full-time employees may want leave with pay for attendance at
conferences, seminars, or short-courses of instruction designed to advance the technical or professional
skills of the person attending. Such education or training leave must be authorized by the Director prior to
the leave being taken. Okla. Stat. Ann. tit. 19, § 130.6

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 JURY AND COURT DUTY                          The Pottawatomie County E 9-1-1 System desires that all
 employees fulfill their duty to serve as members of juries or to testify when called in both Federal and State
 courts. Therefore, the following procedures shall regulate when an employee is called, for jury duty or
 subpoenaed to court:

  a)       The employee will be granted a leave of absence when the-employee is subpoenaed or directed by
     proper authority to appear in Federal or State court as a witness or juror.
  b)       The employee will receive his/her regular compensation during the time he,/she is serving on jury
    duty or as a witness.
  c)       The employee may retain all compensation or fees which he/she receives for serving as a juror or a
     witness.
  d)       If the employee is relieved from court jury duty during working hours, the employee must report
     back to his/her office.
  e)       Employee will be compensation for a minimum of one hour when called to serve as a juror or a
     witness in a criminal case.
  f)       The above provisions concerning compensation for time in court do not apply if the employee is
    involved in private litigation. On these occasions, the employee must take annual leave, compensatory
    time or leave without pay.
    Okla. Stat. Ann. tit. 38, §§ 34-35

 LEAVE WITHOUT PAY

 Leave without pay of specified length may be granted at the discretion of the Director. While on leave
 without pay, an employee will not accrue vacation time or sick leave. An employee granted leave without
 pay remains a System employee and does not lose his/her work experience status. The absence without pay
 leave shall not extend for a period in excess of one year.

 Okla. Stat. Ann. tit. 74, § 840-2.21


 FAMILY AND MEDICAL LEAVE
 Family and Medical Leave is provided consistent with the Family and Medical Leave Act (FMLA). Any
 provisions of the Pottawatomie County E 9-1-1 System's policies, which are found to be contradictory to
 the Act will be superseded by the Act.

g) FMLA Policy. You are eligible to take up to 12 weeks of unpaid family/medical leave (FAIL) within any
  12 month period and be restored to the same or an equivalent position upon your return from leave
  provided that you have worked for The Pottawatomie County E 9-1-1 System for at least 12 months, AND
  for at least 1,250 hours in the last 12 months. The 12 month period to take the leave is a "rolling" 12 month
  period beginning from the first day of the new leave period. For example, if the employee's first FAIL
  began on May 1, the leave period would end on the following April 30 with a new 12 month period
  beginning on the first day of the next FML. The 12 month period to accumulate the 1,250 hours is

  h)      also a "rolling" 12 month period measured backwards from the first day of the new leave period.
    For example, if the employee's first FML began on May 1, the period for accumulating the 1,250 hours
    of work would be the previous (May I through April 30.

   Reasons for FML. You may take FML for any of the following reasons: (1) the birth of a son or
    daughter; (2) the placement of a son or daughter with you for adoption or foster care; (3) to care for a
    spouse, son, daughter, or parent with a serious health condition; or (4) because of your own serious
    health condition which renders you unable to perform the functions of your position. Leave because of
    reasons "I" or `2" must be completed within the 12 month period beginning on the date of birth or
    placement.

   Notice of Leave. If your need for FML is foreseeable, you must give The Pottawatomie County E 9-1-1
    System 30 days prior written notice. Where the need for leave is not foreseeable, you are expected to
    notify the System within I or 2 business days of learning of your need for leave, except in extraordinary
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  circumstances. Failure to provide such notice may be grounds for delay of leave.

 Medical Certification. If you are requesting FML because of your own or a covered relation's serious
  health condition, you and the relevant health care provider must supply appropriate medical certification.
  When you request FML, The Pottawatomie County E 9-1-1 System will notify you of the requirement
  for medical certification and when it is due (15 days after you request leave). Failure to provide
  requested medical certification in a timely manner may jeopardize your leave or result in denial of leave
  until it is provided. The System, at its expense, may require an examination by a second health care
  provider designated by The Pottawatomie County E 9-1-1 System, if it reasonably doubts the medical
  certification you initially provide. If the second health care provider's opinion conflicts with the original
  medical certification, The Pottawatomie County E 9-1-1 System, at its expense, may require a third,
  mutually agreeable, health care provider to conduct an examination and provide a final and binding
  opinion. Pottawatomie County may require subsequent medical certification on a reasonable basis.

 Reporting While on FML. If you take FML because of your own serious health condition or to care for a
  covered relation, you must contact The Pottawatomie County E 9-1-1 System Director on the first and
  third Monday of each month regarding the status of the condition and your intention to return to work.


         FML is unpaid. However, The Pottawatomie County E 9-1-1 System will require you to use your
accumulated paid leave or compensatory time simultaneously in certain circumstances. You will be
required to substitute accumulated and available paid vacation leave and/or compensatory time for any
unpaid FML for the birth and care of an employee's child after birth, placement for adoption or foster care,
or for the care of a seriously ill family member. Paid vacation, compensatory time and/or sick leave will be
substituted as FML for the employee's own serious health condition.
   The required substitution of accumulated paid leave and/or compensatory time as described above will
   not apply if you are receiving workers' compensation benefits or if you are receiving payments under a
   short term disability policy.
   The substitution of paid leave time and/or compensatory time for unpaid leave time does not extend the
   12 week period.
  Workers' Compensation. If you sustain an on-the-job injury that qualifies as a serious health condition
   under this policy, The Pottawatomie County E 9-1-1 System will run your FML concurrently with your
   workers' compensation leave. The Pottawatomie County E 9-1-1 System will provide timely notice as
   required by the Family and Medical Leave Act.
  Medical and Other Benefits. During an approved FML, The Pottawatomie County E 9-1-1 System will
   maintain your health benefits, as if you continued to be actively employed. If paid leave time is
   substituted for unpaid family/medical leave The Pottawatomie County E 9-1-1 System will deduct your
   portion of the health plan premium as a regular payroll deduction. If your leave is unpaid, you must pay
   your portion of the premium to The Pottawatomie County E 9-1-1 System by the first day of each
   month. Your health care coverage will cease if your premium payment is more then 30 days late. If you
   elect not to return to work at the end of the leave period, you will be required to reimburse the
   Pottawatomie County E 9-1-1 System for the cost of the premiums paid by The Pottawatomie County E
  9-1-1 System for maintaining coverage during your leave, unless you cannot return to work because of a
  serious health condition or other circumstances beyond your control. If the FML absence lasts longer
  than 12 weeks or is estimated to last longer than 12 weeks, it may be necessary to fill the position with
  another employee. Intermittent and Reduced Schedule Leave. Leave because of a serious health
  condition may be taken intermittently (in separate blocks of time due to a single health condition) or on a
  reduced leave schedule (reducing the usual number of hours you work per workweek or workday) if
  medically necessary. If leave is unpaid, the Pottawatomie County E 9-1-1 System will reduce your salary
  based on the amount of time actually worked. In addition, while you are on an intermittent or reduced
  schedule leave, the Pottawatomie County E 9-1-1 System may temporarily transfer you to an alternative
  position which better accommodates your recurring leave and which has equivalent pay and benefits.
  Return from Leave. If you take leave because of your own serious health condition, you are required to
  provide medical certification that you are fit to resume work. Employees failing to provide the
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  certification will not be permitted to resume work until it is provided.




1.FRINGE BENEFITS
The Pottawatomie County E 9-1-1 System pays for unemployment insurance, social security (with the
employee paying an equal percentage), and worker's compensation insurance.


RETIREMENT

The Pottawatomie County E 9-1-1 System is working on a retirement package designed for employees with
continuous employment of ten years.


HOLIDAYS

The Pottawatomie County E 9-1-1 System Trust Authority shall designate and publish between the 1st and
20th of January each year which dates the PSAP will consider as a holiday. When a holiday falls on a
Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, it shall be
observed on the following Monday. Any employee, who is on leave without pay status, and who does not
work the working day immediately preceding and the working day immediately following a holiday, shall
not be paid for that holiday. Employees who are scheduled to work, due to the nature of the 9-1-1 PSAP,
will be compensated with an additional 1 times the hourly wage the employee works. i.e., employee is
scheduled to work an 8 hour shift on Christmas day, the employee will be compensated for time worked
and an additional 8 hours as holiday pay. If the employee works overtime on a holiday, compensation will
be paid as stated in OVERTIME above on page 9. i.e., employee works 10 hours on a 8 hour shift,
employee would be paid for 8 hours worked, 8 hours holiday pay plus 2 hours of overtime at 1 ½ times
their regular rate of pay.
The following is a list of paid holidays observed by the Pottawatomie County E 9-1-1 PSAP:
New Years Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, Day after
Thanksgiving, Christmas Day


VACATION LEAVE
All full-time Pottawatomie County E 9-1-1 System employees shall be entitled to vacation leave in
accordance with the schedule outlined below:

ACCRUAL RATES


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Vacation leave must be earned before it is taken. Vacation schedules are subject to the approval of the
Director. Vacation leaves may be scheduled after completion of six calendar months of service. No
individual can carry over vacation leave from one year to the next. Upon separation, an employee will be
paid for the balance of accrued annual leave up to the accumulation limit.
Selection of vacation time will be assigned to employees in last name alphabetical order. Selection of
vacation time for the upcoming year will begin on the first Monday of November and will be completed no
later than the last Friday of December. The vacation will be posted by January 1 st.


Months of Service                                              Vacation Leave
More than 6 months – less than12 months                         5 days
More than12 months – less than 60 months                       10 days
Over 60 months                                                 15 days




SICK LEAVE

All full-time Pottawatomie County E 9-1-1 System employees shall be entitled to sick leave with pay that is
accrued on a monthly basis. Sick leave shall accumulate at the rate of 8 hours for each full calendar month
of service to the System. Sick leave may be accrued up to a maximum of 130 days. An employee is not
eligible for sick leave until after a 6 month probationary time period beginning the day he/she reports to
work. An employee is eligible for sick leave for the following reasons:


  Personal illness.


  Illness of a spouse, child, parent, or legal dependent. - No sick leave can be counted towards retirement.


In the event the leave is due to your own serious health condition or for the seriously ill condition of a
family member, the sick leave will also constitute family/medical leave where appropriate. (See previous
section on Family and Medical Leave). If your need for sick leave is foreseeable, you must give the
Pottawatomie County E 9-1-1 System Director 30 days prior written notice. Where the need for sick leave
is not foreseeable, you are expected to notify the Pottawatomie County E 9-1-1 System Director within 1 or
2 business days of learning of your need for sick leave, except in extraordinary circumstances. Failure to
provide such notice may be grounds for denial of the leave as sick leave.

If you are requesting sick leave, you and the relevant health care provider may be asked to supply
appropriate medical certification. Failure to provide requested medical certification in a timely manner may
result in disciplinary action up to and including termination and/or denial of leave until it is provided, at the
employee’s expense, to the Pottawatomie County E 9-1-1 System The Pottawatomie County E 9-1-1
System may require an examination by a second health care provider designated by the Pottawatomie
County E 9-1-1 System, if it reasonably doubts the medical certification you initially provide. The
Pottawatomie County E 9-1-1 System may require subsequent medical certification on a reasonable basis.

When terminating employment with the System, an employee may not collect pay for accrued
sick leave.

Sick leave may not be taken on the day before or the day after a holiday.

Sick leave should not be used as a substitute for vacation time. Abuse of sick leave is Grounds
for termination.
8/9/2011                                            14 of 34
Okla. Stat. Ann. tit. 19, § 1301; Okla. Stat. Ann. tit. 74, § 840-2.


Insurance Benefits
See Attachment A




6.EMPLOYEE CONDUCT

All employees will be considered probationary for their first 6
months of employment, He/She will not be eligible for any
fringe benefits and may be terminated without cause within
that time frame.

PERSONAL APPEARANCE AND DEMEANOR
Appearance - Employees are expected, at all times, to present a professional and business-like image for
the Pottawatomie County E 9-1-1 System. Dress, grooming and personal cleanliness standards contribute to
the morale of all employees. All dress should be in good taste and appropriate for your work activity
environment. Some examples of dress that are considered unacceptable for office wear are torn clothing of
any sort. Jogging suits, sweat suits, sweatshirts, knit or stretch pants, leggings, leotards, mini-skirts or mini-
dresses, tube tops, tank tops, halters, articles of clothing with logos or messages, or any article of clothing
made of net or see-through fabric are prohibited. Skirts, shorts or skorts, must have hemlines no higher than
3 inches above the knee. The casual clothing worn by employees should be neat, clean, and presentable at
all times. Open toe shoes will not be allowed in the workplace.

Any employee violating the standards of this policy may be sent home and directed to return in appropriate
attire. Employees will not be compensated for time away from work.

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POLITICAL ACTIVITY
No Pottawatomie County E 9-1-1 System employee shall participate in partisan politics during normal
working hours. This means the devoting of time or labor during usual office hours toward the campaign of
any candidate for office or for the nomination to any office.
Use of System property, funds or facilities for campaigning is prohibited.


USE OF POTTAWATOMIE COUNTY E 9-1-1 SYSTEM PROPERTY

No employee may use System property for his or her own personal use or for any other use not required by
their job duties with The Pottawatomie County E 9-1-1 System. System property includes but not limited to
office computers.


ABSENTEEISM / TARDINESS

Every employee is expected to attend work regularly. Attendance on a regular basis is an absolute essential
part of every position at the PSAP. Excessive absenteeism or tardiness shall subject the employee to be
discharged at the discretion of the Director.

One absence or one tardiness occurrence will be recorded for each day absent or tardy for any reason which
is not an acceptable excuse in the judgment of Director or otherwise excusable by law. Occurrences of
absences will be documented and considered as grounds for progressive discipline as follows:
      1 occurrences in a 12-month period - oral warning
      2 occurrences in a 12-month period - written warning
      3 occurrences in a 12-month period - disciplinary suspension without pay
      4 occurrences in a 12-month period - termination

Punctuality is essential to the proper functioning of this organization. "Tardy" is defined as not being at
your work space at the scheduled time ready to begin work or leaving work before the scheduled ending
time for any reason which is not an acceptable excuse in the judgment of The Pottawatomie County E 9-1-1
System Director or otherwise excusable by law. Failure to clock in or to clock out will be considered a
tardy. Occurrence of tardiness will be documented and considered as grounds for progressive discipline as
follows:
         1 occurrences in a 3-month period - oral warning
          2 occurrences in a 3-month period - written warning
         3 occurrences in a 3-month period - disciplinary suspension without pay
         4 occurrences in a 3-month period – termination


      GUIDELINES FOR APPROPRIATE CONDUCT
As an integral member of the Pottawatomie County E 9-1-1 System team, you are expected to accept
certain responsibilities, adhere to acceptable business principles in matters of personal conduct, and exhibit
a high degree of personal integrity at all times. This not only involves sincere respect for the rights and
feelings of others, but also demands that both in your business and personal life you refrain from any
behavior that might be harmful to you, your co-workers, and/or the Pottawatomie County E 9-1-1 System,
or that might be viewed unfavorably by the public at large.

Whether you are on duty or off, your conduct reflects on the Pottawatomie County E 9-1-1 System. You
are, consequently, encouraged to observe the highest standards of professionalism at all times.


  Types of behavior and conduct that the Pottawatomie County E 9-1-1 System considers inappropriate
  include, but are not limited to the following, this is NOT a complete list and the System reserves the right
8/9/2011                                            16 of 34
 to investigate, make judgments and take appropriate disciplinary action in each individual incident. The
 level of severity of any infraction is solely at the discretion of the Director.
         Falsifying employment or other System records.
         Violating the System's non-discrimination and/or sexual harassment policy.
         Soliciting or accepting gratuities.
         Excessive absenteeism or tardiness.
         Unauthorized use of System supplies, particularly for personal purposes.
         Reporting to work intoxicated or under the influence of non-prescribed drugs, and illegal
            manufacture, possession, use, sale, distribution or transportation of drugs.
         Bringing or using alcoholic beverages on System property or using alcoholic beverages while
             engaged in System business on System premises.
         Fighting or using obscene, abusive, or threatening language or gestures.
         Theft of property from co-workers or the System.
         Disregarding safety or security regulations.
         Insubordination or willful refusal to follow an order.
         Failing to maintain the confidentiality of protected System information.
         Conviction of a crime.
         Falsifying time keeping records with intent to defraud.
         Deliberate or willful misrepresentation of System policy.
         Willful damage or destruction of System property.
         Loafing, loitering or sleeping during work time.
         Neglect of duty or incompetence.
         Improper recording of time worked.
         Work performance which is below the standards of performance required by the department.
         Distribution or posting of written or printed matter that is not authorized by the Director.
         Inefficiency or lack of effort in the performance of duties.
         Careless, negligent or improper use of System property or equipment.
         Thoughtless conduct which results in injury to others or in more than minor property damage.
         Willfully causing damage or destruction of equipment or property belonging to the System or
           to fellow employees.
         Falsification of records or misrepresentation of material information.
         Failure to maintain satisfactory and/or harmonious relationships with the public or with fellow
             employees.
         Refusing to sign a consent form permitting the System to inspect and/or search an employee's
             personal property on System premises for intoxicants, controlled or illegal substances or any
             other substance which impairs job performance.
         Abusing the sick leave policy.

Should your performance, work habits, overall attitude, conduct or demeanor become unsatisfactory in the
judgment of The Pottawatomie County E 9-1-1 System Director, based on violations either of the above or
of other System policies, rules, or regulations, you will be subject to disciplinary action, up to and including
dismissal.


FIREARMS/CONCEALED WEAPONS
The Pottawatomie County E 9-1-1 System wishes to maintain a work environment that is free of
unauthorized firearms, weapons, explosives, and other dangerous materials. To achieve this goal, the
System prohibits (except by authorized Law Enforcement employees or by other specific authorization) the
possession, transfer, sale, or use of the following items on System premises: all types of firearms,
switchblade knives and knives with a blade longer than four inches, dangerous chemical, explosives and
ammunition. Other objects carried for the purpose of injuring or intimidating other people may be
considered dangerous items. This prohibition includes all concealed handguns even if the individual has a
valid license to carry a concealed handgun. Employees violating this policy will be subject to disciplinary
action, up to and including separation. If any employee observes any dangerous items on System property,
the employee is under a duty to report such item to the Director.

Okla. Stat. Ann. tit. 21, § 1277(A)(1); Okla. Stat. Ann. tit. 21 § 1290.7(2)


8/9/2011                                           17 of 34
7.COMPLAINT RESOLUTION PROCEDURE

OPEN DOOR POLICY

The Pottawatomie County E 9-1-1 System believes it is in the best interest of both the System and, its
employees to promote free and open communication between employees and management. The System
encourages employees to discuss work-related concerns with their supervisor, and the Director. However,
even in such discussions, misunderstandings occur. In order to resolve such instances as quickly and easily
as possible, we suggest the following to ensure a policy of free and open communication:

Step 1: Should you have a concern, bring it to your supervisor's attention (if appropriate) in writing or by e-
mail. After reviewing the facts, your supervisor will meet with you to discuss your concerns and to
respond. It would be best to use the PSAP’s e-mail system to send a letter to your supervisor or the Director
so that there is no misunderstanding in the intent of the problem you may have a concern over.

Step 2: If you are not satisfied with your supervisor's response (or if meeting with him or her is not
appropriate) then you may present your concern to a Pottawatomie County E 9-1-1Trustee who will follow
the same evaluation process.

Step 3: If you wish to pursue this matter further, then you may present your concerns to The entire Trust
Authority, who will investigate the matter.

After considering your position and the available facts presented to the Trust, a decision will be made at a
meeting of the Trust Authority where the trustees will make a final determination on how to respond to
your concern. If the matter is of a personal matter, discussion and a decision will be made in an closed
executive session of the trust Authority.




9. POLICY AGAINST HARASSMENT AND
A COMPLAINT PROCEDURE
Sexual Harassment Policy
It is the policy of the Pottawatomie County E 9-1-1 System to provide a working environment for
its employees which is free from all forms of intimidation, harassment or discrimination, including
sexual harassment.

Sexual harassment is a form of misconduct that undermines the basic integrity of the employment
relationship. No employee, wither male or female, should be subjected to unsolicited and
unwelcome sexual overtures of conduct, either verbal or physical. Such misconduct will not be
tolerated by this Pott. Co. E 9-1-1 System, either by its employees or by others, such as job
applications, or employees of vendors or outside contractors.

What is sexual harassment? It does not include occasional compliments of a socially acceptable
nature, or innocuous social invitations. Sexual harassment begins with behavior that is not
welcome, that is personally offensive, and that is directed against an employee because of his or
her sex. If an employee is subjected to such behavior, and if his or her employment is in some
way conditioned upon submitting to that behavior, or his or her working environment becomes so
intolerable that it interferes with his or her job performance, then that employee is probably a
victim of sexual harassment. While isolated incidents of unwelcome behavior are not generally
8/9/2011                                          18 of 34
considered to rise to the level of sexual harassment, the Pott. Co. E 9-1-1 System does not
condone offensive or unwelcome behavior of any kind or duration, and will take any action it
deems appropriate to eliminate reoccurrences of such behavior that are brought to its attention.

The Pott. Co. E 9-1-1 System does not, and will not, tolerate sexual harassment of its
employees. Specifically, no person shall subject an employee to unwelcome sexual advances or
intimidating or harassing behavior, or condition an individual's employment or continued
employment on submitting to such advances or behavior. Refusal to submit to sexual advances
or harassing behavior may not be used as a basis for any decision adversely affecting an
employee's employment with the Pott. Co. E 9-1-1 System, including performance evaluation,
wages, advancement, assigned duties, shifts, career development, or any other terms, conditions
or benefits of employment, nor may such effect be threatened or implied. Likewise, no person
shall confer, or promise or imply to confer, employment opportunities or benefits upon an
employee in return for submitting to sexual advances or intimidating or harassing behavior.
Moreover, no person shall coerce or abuse an employee, or otherwise engage in behavior which
creates an intimidating, hostile or offensive working environment.

The Pott. Co. E 9-1-1 System will take immediate corrective action against any person, including
a non-employee, who is found to have engaged in the above behavior. These actions may
include pursuing sanctions against non-employees, and imposing disciplinary measures, up to
and including termination, on employees.

Because of the seriousness with which the Pott. Co. E 9-1-1 System views sexual harassment,
and because of the severity of the penalties which may be imposed on offenders, false
accusations will not be tolerated. However, this statement is not intended to discourage
employees from coming forward with any complaints. The Pott. Co. E 9-1-1 System recognizes
and expects that some claims may be difficult to prove or support, or may not in fact be found to
rise to the level of seriousness deemed necessary to constitute sexual harassment. These are
not the types of claims which are considered to be false accusations. Rather, anyone found to
have purposefully and intentionally brought allegations which he or she knows to be untrue will be
deemed to have made false accusations, and will be subject to immediate disciplinary action, up
to and including termination.

Each manager and supervisor has a responsibility to maintain a workplace free of sexual
harassment. This duty includes discussing this policy with all supervised employees and assuring
them that they will not have to endure insulting, degrading or exploitative sexual treatment or
intimidating or harassing behavior. It also includes identifying offensive behavior in violation of
this policy and bringing it to the attention of the Director of the Pott. Co. E 9-1-1 System or one of
the Trustees of the Trust Authority. In some cases, it will also be appropriate for employees to
seek assistance from their supervisors, and in those instances, it is the supervisor's responsibility
to deal with an employee's concerns, in a manner consistent with the procedures set forth in the
next section.

Procedure

Any employee who believes that he or she has been the subject of sexual harassment should
report the alleged charge immediately in accordance with the following procedure. All information
disclosed pursuant to this procedure will be held in strictest confidence, and will only be disclosed
on a need-to-know basis in order to investigate and resolve the matter.

    1. Any employee who has a concern, grievance or complaint about harassment in the
       workplace should report it directly to his or her immediate supervisor, unless the
       supervisor is involved, in which case the employee is to report his or her concerns to
       Director or to a member of the Trust Authority.

    2. The Pott. Co. E 9-1-1 System will promptly initiate a thorough administrative investigation
       of the complaint. The employee reporting the matter will be requested to give a written
       statement about what was said, what was done where it occurred, and what behavior the
       employee believes to have been inappropriate. The alleged harasser will similarly be
       requested to give a written statement. Also, the Pott. Co. E 9-1-1 System will request the
       complainant to give the names of any other individuals who the employee believes, may
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           have knowledge concerning the incident or similar incidents. If the Pott. Co. E 9-1-1
           System believes that these potential witnesses will be helpful in resolving the matter, the
           Pott. Co. E 9-1-1 System will conduct interviews of those individual for corroboration of
           the matters described by the complainant. Any employee with knowledge of the
           allegations will be encouraged to participate fully and truthfully in the administrative
           investigation.

    3. The investigation of the complaint will not be handled solely by one person, but will be
       conducted by at least two individuals at all times. It is important that the complaint be
       investigated by top management, or its outside independent representatives, and that all
       information be kept confidential. The investigation will be handled in a professional
       manner that protects the identity of both the person bringing the charge, potential
       witnesses, and the person accused of improper behavior.


     4. If it is determined after the investigation that sexual harassment has in fact taken place,
            appropriate corrective action will be taken against the person or persons responsible.
            Depending on the findings of the investigation, the corrective action could range from
            counseling of the employee to disciplinary actions, up to and including termination. If the
            investigation reveals that someone outside of the Pott. Co. E 9-1-1 System's employee
            has engaged in sexual harassment of a Pott. Co. E 9-1-1 System employee, the Pott.
            Co. E 9-1-1 System will take appropriate actions against such individuals or companies
            employing such individuals.

10. SUBSTANCE ABUSE POLICY
Pottawatomie County E 9-1-1 System is committed to providing a drug free environment. Not only
can the use and/or abuse of drugs and alcohol jeopardize the health, safety and well-being of the
individual user and other co-workers, but it also results in absenteeism and productivity concerns,
higher workers' compensation costs and health/disability premiums, and endangers the safety of
the general public and invitees to our stores.

Since our employees are our most valuable resources, and the safety of our employees and the
public are important to us, we have developed and published this substance abuse policy to help
us contribute to the solution of this very difficult health and social problem. Our policy is intended
to accurately detect and deter the use and abuse of drugs and alcohol in our workplace, while
respecting the dignity and privacy of all of our employees.

Although the Pott. Co. E 9-1-1 System is not required to comply with the Drug Free Workplace
Act of 1988 or the drug testing guidelines published by the U.S. Department of Health and Human
Services and/or the U.S. Department of Transportation, our policy takes into account those
requirements. Those provisions establish reasonable bases to ensure that the legitimate needs of
the employees are balanced properly against the Pott. Co. E 9-1-1 System's concerns of
protecting the workplace and our employees.

Therefore, it is the policy of the Pott. Co. E 9-1-1 System that the possession, sale or use of
illegal drugs is not consistent with the Pott. Co. E 9-1-1 System's needs to operate in a safe and
efficient fashion. For that reason, no employee of the Pott. Co. E 9-1-1 System may use or
posses unlawful drugs, i.e., any substance found on the list of controlled substances issued by
the Food and Drug Administration now or in the future, at any time. This policy also prohibits
employees from such use that impairs his/her performance of work on the job, as well as
prohibiting use while on Pott. Co. E 9-1-1 System business at any time, whether on the property
or off. In addition, while the Pott. Co. E 9-1-1 System has no desire to intrude upon the private
activities of its employees when they are away from Pott. Co. E 9-1-1 System property and not on
Pott. Co. E 9-1-1 System time, involvement with unlawful drugs, including their manufacture or
distribution, constitutes a severe breach of accepted conduct and is also prohibited.

Employees are also prohibited from bringing prescription drugs on Pott. Co. E 9-1-1 System
8/9/2011                                         20 of 34
property, unless they have been prescribed by a licensed physician, such drugs can only be
utilized by employees receiving such prescriptions in the manner, combination and quantity
prescribed. In instances where any employee holds a position which the Pott. Co. E 9-1-1 System
considers to be safety sensitive, we must be notified by the employee that the use of prescription
drugs on the job will not impair the individual's working abilities by a suitable statement from the
prescribing physician.

Employees are also prohibited from using alcoholic beverages during working hours or within six
(6) hours prior to reporting for duty, and/or being under the influence of alcohol while at work or
on Pott. Co. E 9-1-1 System time. Nor may any employee use or possess alcohol on Pott. Co. E
9-1-1 System property in any unauthorized manner, or bring alcohol unto the Pott. Co. E 9-1-1
System's property for the purpose of such use.

Any employee who is convicted of a crime involving the violation of any Federal or non-federal
statute prohibiting the manufacture, sale, distribution, possession or use of any controlled
substance in the work place must notify the Pott. Co. E 9-1-1 System within five (5) days after
such conviction.

Violation of any portion of this policy will subject the employee to appropriate disciplinary
measures, up to and including termination. All employees in positions considered by the Pott. Co.
E 9-1-1 System to be safety sensitive shall be subject to urine testing prior to employment or job
assignment, following an accident on Pott. Co. E 9-1-1 System property or on Pott. Co. E 9-1-1
System business, or prior to return to duty if they have failed a previous test. Moreover, any
employee whose conduct, appearance or behavior may tend to suggest that the individual is
impaired or otherwise not fit to perform the tasks of his or her job and is under the influence of
drugs or alcohol, will be required to submit to urine testing.

If any of the above mentioned testing conditions are met, a confirmed positive test will lead to
discipline, up to and including termination, or a requirement that the individual undergo and
successfully complete a rehabilitation or treatment/counseling program, or both. Employees who
have failed a previous test may be subject to unannounced follow-up testing for a period of one
(1) year after their return to duty. Refusal to submit to urine testing, or adulteration of a specimen
for testing, shall subject the employee to termination, or in the case of an applicant, to elimination
from consideration for the position for which the individual has applied.

The Pott. Co. E 9-1-1 System's decision to test employees and job applicants has been made to
assist the Pott. Co. E 9-1-1 System in advancing the objectives of this Substance Abuse Policy.

All testing will be conducted in compliance with the guidelines adopted by the National Institute of
Drug Abuse, except that the Pott. Co. E 9-1-1 System may test for alcohol and additional
controlled substances, and the Pott. Co. E 9-1-1 System may decide not to use the service of a
Medical Review Officer (MRO). All testing will be conducted using accepted professional and
technical standards and in a manner which respects and recognizes the dignity and privacy of our
employees. The Pott. Co. E 9-1-1 System will endeavor, to the greatest extent possible, to protect
the confidentiality of information regarding individual test results. The Pott. Co. E 9-1-1 System
will not discriminate against any employee who is covered by the Americans with Disabilities Act.

Employees who are directed or recommended, by a licensed physician, to be admitted to an
accredited in-patient drug/alcohol treatment program may also be eligible for salary continuation
benefits, on a one-time basis, for a maximum of sixty (60) days. The Pott. Co. E 9-1-1 System will
continue to make premium payments for the employee's health and or disability insurance
plan(s). The Pott. Co. E 9-1-1 System will treat the details of any employee's participation in an
assistance program confidentially, to the greatest extent possible, to ensure that the employee's
privacy is respected.

The elements of this Substance Abuse Policy are intended to achieve the overall goal of fostering
a drug-free workplace and a healthy, safe environment for our employees. Although this policy
has been carefully written to address all of the concerns in this sensitive area, the Pott. Co. E 9-1-
1 System reserves the right to modify or amend it. Employees will be notified if any changes are
made.

A copy of this Substance Abuse Policy will be provided to every person hired by the Pott. Co. E 9-
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1-1 System, to any person offered conditional employment, and upon request, to any job
applicant. Its receipt and acknowledgment by each employee or conditional employee is required
on the Pott. Co. E 9-1-1 System's Informed Consent and Release Form. An employee who has
questions or concerns about this policy should contact the following individual, who is serving as
the Pott. Co. E 9-1-1 System's liaison for this Purpose:
                                              Melvin Potter
                                                Director



11. EMPLOYMENT SEPARATION
Pottawatomie County E 9-1-1 System offers no employment contracts nor does it guarantee any minimum
length of employment. Just as any employee may terminate employment at any time, so may Pottawatomie
County E 9-1-1 System terminate an employee at any time "at-will," with or without cause, with or without
notice. There are several types of separation:


RESIGNATION - Employees who find it necessary to terminate their employment with
Pottawatomie County E 9-1-1 System are required to give two week's notice to their supervisor. Employees
who give such notice will be able to receive the value of their accrued and unused annual leave.


QUITTING -          Employees who leave their employment without giving the required two-week's notice
are considered to have quit.


REDUCTION IN FORCE (LAYOFF) -                               An employee may be subject to a non-
disciplinary, involuntary termination through layoff in connection with a shortage of funds, abolition of a
position, or lack of need for the work performed by an employee or group of employees. The Director
should make every effort to give at least two week's notice of the layoff. In such case, the employee is
eligible to receive the value of their accrued and unused vacation leave.


RETIREMENT -                Employees planning to retire are required to give proper two week's notice of
retirement. In such case, the employee is eligible to receive the value of their accrued and unused vacation
leave.

DISCHARGE -              In order for Pottawatomie County E 9-1-1 System to carry out its obligations and
priorities in the most efficient manner possible, the System adheres to the principles of at-will employment
whereby the System and employees alike can terminate the employment relationship at any time and for
any reason or for no reason, not prohibited Federal, State or Municipal law. If an employee is separated for
cause (i.e. for serious misconduct, or for violations of System policy, or for continued misconduct after
repeated warnings), the employee is not eligible to receive the value of their accrued and unused vacation
leave. Upon separation the employee must report to the Director's office for an exit interview and to make
arrangements for the final paycheck.

 In any case, the employee will not receive their paycheck until the next
                           scheduled payday.

12. AUTHORITY TO SEARCH
Desks and other storage devices within the workplace may be provided for the convenience of employees,
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but remain the sole property of the System. Accordingly, they, as well as any containers or articles found
within them, can be inspected by any member of management, at any time, with or without prior notice.
Containers may include, but are not limited to, any packet, package, purse, briefcase, or lunch container.
Containers are subject to search whether or not they are locked. Pottawatomie County E 9-1-1 System has
the right to search containers whether they are locked by a device provided by the System or by the
employee.

Pottawatomie County E 9-1-1 System provides a computer network system, including voice-mail, e-mail
and Internet access, to employees for business use only. Employees should not expect privacy with respect
to any of their activities using System-provided computer equipment, telephone equipment, computer
services, or Internet access. Pottawatomie System E 9-1-1 System reserves the right to review any files,
messages, or communications sent, received, or stored on the System's computer or telephone systems.


13. NO SOLICITATION/NO DISTRIBUTION
POLICY
Pottawatomie County E 9-1-1 System employees are prohibited from engaging in solicitation to other
System employees or the public during the work time of either the employee doing the solicitation or the
employee being solicited. Solicitation includes, but is not limited to, contacting other employees or the
public for the purpose of encouraging their participation or support for functions or activities which are not
related to the official business of the System. Examples include encouraging participation in or support for
political campaigns, fundraisers, raffles, organization membership drives, sales of any product, etc.
Solicitation is restricted to non-working hours such as lunch breaks, before work, and after work.
Pottawatomie County E 9-1-1 System employees are prohibited from distributing materials that are not
work related in working areas during working time. Material of this nature may only be distributed in non-
working areas such as lunch rooms or break rooms during non-working times.


14. TOBACCO FREE POLICY
In consideration of the health and well-being of our employees and the public, Pottawatomie County E 9-1-
1 System will maintain a tobacco-free environment in the System building and vehicles. To accommodate
those employees who do partake of tobacco, designated areas are established out of doors at System
facilities. Employees should properly dispose of all tobacco products and debris, in the receptacles
provided. No disposal of smokeless tobacco products will be allowed except in proper outside receptacles
Failure to do so may result in the loss of tobacco privileges. Tobacco breaks are only available during
regularly scheduled breaks and lunch periods.


15. TELEPHONE USE
 Employees may use System telephones to make or receive personal telephone calls during a scheduled
break or lunch hour as long as such calls and telephone usage do not interfere with System business. In the
case of an emergency, employees may make or receive personal telephone calls during regular business
hours. Employees are prohibited from making long distance phone calls on System phones for personal or
nonbusiness matters. Violation of the policy will be grounds for discipline, up to and including discharge.


16. VOTING
 If an employee's workday begins three hours or more before the time that the polls are opened, or ends
three hours or more after the time the polls are closed, the employee will be expected to vote either before
or after work. If an employee's work hours are not within the above schedule, then the employee will be
granted two hours of time during the period when the election polls are open in which to vote and will not

8/9/2011                                          23 of 34
be subject to loss of compensation or any other penalty for absence, as long as they notify their department
head either orally or in writing of the intent to be absent at least one day prior to the election and provide to
the Director proof of voting. Absentee balloting should be considered when possible.

17. CELL PHONE POLICY
The Oklahoma State Constitution places significant restrictions on the use of county-paid
cell phones. In addition, the federal Internal Revenue Service Code has significant
provisions to determine whether the use of county-paid cell phones (or any other "listed
property" under the I.R.S. Code) will be considered as a taxable fringe benefit for individual
employees. Therefore, in order to comply with the legal requirements of the Oklahoma


Constitution, and in order not to have all cell phones inappropriately viewed as a taxable
fringe benefit by the I.R.S., the following policies and procedures must be closely followed
by all employees:

           County-paid cell phones will be utilized only for county business. County-paid cell
           phones will not be used for any personal calls (either incoming or outgoing).
           The County will periodically audit the usage of-county-paid cell phones to insure
            that these phones are not being used for personal calls.
           Employees who use a county-paid cell phone for personal calls (either incoming or
           outgoing) may be committing a violation of the Oklahoma State Constitution and/or
           the I.R.S. Code and shall be subject to disciplinary action up to and including
           discharge.
           If an employee wishes to use a cell phone for personal calls, there are two acceptable
            options available:
                   The employee may carry two cell phones; a county-paid cell phone
                    exclusively for county business; and an employee-paid cell phone for
                    personal calls; or
                   The employee may obtain and pay for a personal cell phone which is used
                    for both county business and personal calls.




18. VEHICLE USE GUIDELINE




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I. PURPOSES

 This Guideline establishes the basic rules governing the use of     Pottawatomie County E 9-1-1
System vehicles.


II. REFERENCES

   Policy on Use of Pottawatomie County E 9-1-1 System Vehicles, September 1, 2008.


III. USE OF POTTAWATOMIE COUNTY E 9-1-1 SYSTEM VEHICLES

   A. Registration and Identification

     1. Pottawatomie County E 9-1-1 System vehicles, including those operated by the Officers and
other Pottawatomie County E 9-1-1 System-related staff, shall be registered in the name of the
Pottawatomie County E 9-1-1 System and licensed in accordance with Registration and Licensing of
Pottawatomie County E 9-1-1 System-owned Vehicles.
     2. No decals, stickers, or other signs, including dealer- identified license plate holders, shall be
placed on any Pottawatomie County E 9-1-1 System vehicle, except those the Director may authorize
exceptions on a case-by-case basis.

   B. Official Use

     1. Pottawatomie County E 9-1-1 System vehicles shall be used only for official Pottawatomie
County E 9-1-1 System business or otherwise described in this guideline.
     2. Responsibility for determining, authorizing, and controlling official use is the responsibility
of the Director and designee(s).
     3. Pottawatomie County E 9-1-1 System vehicles shall not be used regularly for transportation
between personal residences and Pottawatomie County E 9-1-1 System location, except those
vehicles:
       a. assigned to senior Pottawatomie County E 9-1-1 System executives i.e.; Director,
Coordinator and Dispatch Supervisor
       b. used occasionally for transportation to and from personal residences in connection with
departure and return from official Pottawatomie County E 9-1-1 System business trips, when the
Director has determined that such use is more efficient and economical than available alternatives.

   C. Drivers

      1. Authorized drivers shall include staff if they meet program criteria. Drivers must read, agree
and sign a POTTAWATOMIE COUNTY E 9-1-1 SYSTEM PERSONAL USE OF SYSTEM-
OWNED VEHICLE AGREEMENT. (Attachment A)plus read and understand VEHICLE
SAFETY RULES (Attachment B)
      2. Drivers shall hold a valid license/endorsements for the type of vehicle to be used and shall
have successfully completed any driver training/safety course required by the Pottawatomie County
E 9-1-1 System or State/Federal law.
      3. No vehicle assigned to an individual, on a periodic basis, will be driven unless it has been
verified by the Director that the proposed driver holds a valid license for the vehicle to be used, and
meets all other requirements.
      4. The Director shall obtain, from the Department of Motor Vehicles (DMV), a periodic report
of each driver’s public driving record for all Pottawatomie County E 9-1-1 System employees who
may drive a Pottawatomie County E 9-1-1 System vehicle in the course of their employment. Civil
penalties may be assigned against the Pottawatomie County E 9-1-1 System for hiring, continuing to
employ, or permitting to continue to operate as a driver, any person who has had a disqualifying
action taken against his/her license or certificate (i.e., DMV suspension or revocation).



  D. Fleet Operations
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      1. The Director shall be responsible for the acquisition, inspection, and record keeping for all
 vehicles, including those assigned for long-term use as appropriate.

      2. The Director shall be responsible for the legally mandated emission testing of all
 Pottawatomie County E 9-1-1 System-owned vehicles, including those rented on a long-term basis.

       3. The fleet operation shall assign vehicles to most users on a trip-by-trip basis. However,
 individuals may be assigned a vehicle on a long-term rental basis if such assignment serves the
 Public service Answering Point (PSAP) needs more efficiently and economically than any
 alternative. Such exceptional assignments must be approved by the Director or designee and renewed
 on an annual basis. A copy of the driver’s request for assignment and the appropriate approval will
 be        maintained by the Director.

       4. The Director shall be responsible for the maintenance and service of all vehicles including
 those assigned to an individual on a long-term basis. Long-term users shall be required to adhere to
 maintenance schedules established by the manufacturer unless different arrangements are approved
 in writing.

    E. Procedures for Vehicle Use

       1. The Director shall establish guidelines to identify properly authorized, trained, and licensed
 drivers, and to provide a record of each trip. In developing guidelines, the following items should be
 considered:
         a. procedures for authorizing and controlling vehicle use;
         b. provisions regarding certain types of use (i.e., out-of-state, or certain types of users (i.e.
 non-Pottawatomie County E 9-1-1 System employees);
         c. requirements for reporting vehicle accidents and moving violations, (see item V below);
         d. requirements of the DMV for a periodic report of each drivers' public driving record; and
         e. programs to foster traffic safety consciousness.

       2. Employees with assigned vehicles shall maintain records which document (1)vehicle users
 and (2)uses which demonstrate compliance with State and Federal laws and Pottawatomie County E
 9-1-1 System guidelines. Usage reports shall be prepared periodically, but at least annually, and sent
 to the Director and to other appropriate administrative officials, and shall be reviewed to verify both
 the proper use and the continued need for the assignment of such vehicles.

       3. The Director shall establish methods to inform vehicle users of their responsibilities and of
 the limits of appropriate use.

       4. The Director shall establish procedures for reviewing instances of possible misuse of a
 vehicle by drivers, and shall take appropriate action up to and including termination of employment.
 Such action may include a requirement for reimbursement of costs incurred by the Pottawatomie
 County E 9-1-1 System through misuse; and/or withdrawing or limiting permission to use a
 Pottawatomie County E 9-1-1 System fleet vehicle. Reimbursement for any associated costs may be
 obtained from the driver, or the authorizing official.

      5. The Director shall establish procedures for reviewing driver’s records every six (6) months
 through ODPS.

    F. Insurance
      Pottawatomie County E 9-1-1 System insurance programs provide coverage for the following:

      1. The Pottawatomie County E 9-1-1 System's General and Automobile Liability Insurance
 Program covers personal injury and property damage to others which is caused by Pottawatomie
 County E 9-1-1 System vehicles when they are operated in the course of official Pottawatomie
 County E 9-1-1 System business. This coverage is in effect whether or not the driver is a
 Pottawatomie County E 9-1-1 System employee.

      2. Workers' Compensation Program, covers personal injuries to Pottawatomie County E 9-1-1
 System employees resulting from vehicle accidents occurring during the course of authorized trips
8/9/2011                                       26 of 34
on official Pottawatomie County E 9-1-1 System business.

     3. Workers' Compensation Insurance Program
covers employees for injuries sustained during the direct round-trip between home and the
authorized worksite for all Pottawatomie County E 9-1-1 System employees

  G. Traffic/Parking Citations

     1. Traffic/parking citations shall not be paid from any source of Pottawatomie County E 9-1-1
System funds.

     2. The driver of a Pottawatomie County E 9-1-1 System vehicle is responsible for the payment
of any traffic/parking citations incurred on or off Pottawatomie County E 9-1-1 System property
during the time that said driver is responsible for the operations of the vehicle.

      3. Guidelines on preparing reports of moving violations and on    disciplining repeated
violators can be found in Pottawatomie County E 9-1-1 System Guidelines on Drivers and Drivers'
Public Driver Records.

   H. Alternative Transportation Programs

     1. Programs for public transit may include specific incentives be developed. Such incentives
may include, but are not limited to, the following: use of Pottawatomie County E 9-1-1 System
Credit Card.

IV. DIRECTOR'S RESPONSIBILITIES

   A. The Director is responsible for:

      1. the control and use of Pottawatomie County E 9-1-1 System vehicles.
      2. establishing and maintaining procedures for approving authorized drivers;

    3. appropriate delegations, directives, and procedures to implement and amend Pottawatomie
County E 9-1-1 System policy;

      4. forwarding a copy of policies and procedures which implement this Guideline, and any
future modifications, to the Pottawatomie County Enhanced 9-1-1 System Board of Directors.

 V. REPORTING OF ACCIDENTS AND DAMAGE
Any accidents or damage incurred or caused while operating a System Vehicle, or a personal, rental
or other vehicle on System Business, must be promptly reported to the local police and the System
Director.
When you have been in an accident in a System Vehicle or while on System Business you must:
          1. Get immediate medical aid if you or others are injured.
          2. Keep calm and do not argue.
          3. Make no statements or admissions concerning fault or responsibility for the
          accident.
          4. Do not offer or agree to make payments for the accident or suggest the System will
          do so.
          5. Notify the local police.
          6. Discuss the accident only with police officers, or System officials.
          7. Record as much information as you can on all of the other parties to the accident. This
          information should include their name, address, insurance company, driver’s license
          number, license plate number, make, model and year of their car, precisely where the
          accident happened, witnesses (with names, addresses and telephone numbers).




8/9/2011                                        27 of 34
           LEFT BLANK INTENTIONALLY




8/9/2011             28 of 34
                         POTTAWATOMIE COUNTY
                         ENHANCED 9-1-1 SYSTEM
                            VEHICLE USAGE
                              GUIDELINES

                USE OF SYSTEM-OWNED VEHICLE AGREEMENT

Employee Name:_____________________________ Date:____________

Regularly assigned vehicle:_______________________________________

I have read and understand the Pottawatomie County E 9-1-1 System policy on the use of
System-owned vehicles. I have been instructed by Director ________________ to operate a
System-owned vehicle, in accordance with, the Pottawatomie County E 9-1-1 System Vehicle
Use Policy and agree to do so.


I have also read and agree to follow the VEHICLE SAFETY RULES. (ATTACHMENT B)

Falsification of statements concerning vehicle usage, use of the System-owned vehicle beyond
the specific instructions of the Director, or failure to provide required documentation may result
in discipline up to and including discharge.



____________________________            ______________________
Employee's Signature                     Date


____________________________            ______________________
Witness                                 Date

________________________                 ___________________
Director’s Signature:                   Date:




ATTACHMENT A
8/9/2011                                     29 of 34
VEHICLE SAFETY RULES
Alcohol and Drug Use
                              • No alcoholic beverages or controlled
                              substances are to be used or consumed, by the
                              driver or passengers nor said driver or said
                              passenger are to be under the influence of
                              alcohol beverages or controlled substance, at
                              any time while in possession of System-owned,
                              leased or rented vehicles, including personal
                              vehicles used on System business.

Safety Belts
                              • Safety belts must be worn at all times while
                              the vehicle is in operation.

                              • The driver must ensure that all persons are
                              properly secured before the vehicle is put in
                              motion.

Smoking
                              • Smoking is prohibited in any System owned,
                              leased or rented vehicle.

Firearms
                              • Firearms are prohibited in any System
                              owned, leased or rented vehicles except
                              vehicles utilized by law enforcement or
                              someone authorized to carry a weapon.

Hazardous Materials
                              • Unless approved by the Department of
                              Environmental Health & Safety, hazardous
                              materials may not be transported in any System
                              owned, leased or rented vehicle.

Traffic Laws
                              • Traffic laws must be obeyed at all times. If
                              failure to obey traffic laws results in a ticket or
                              an arrest, the driver is responsible for any fines
                              including parking tickets and cost of vehicle
                              impoundment.




8/9/2011               30 of 34
20. UNIFORMS AND SAFTY EQUIPIVLENT
The Oklahoma State Constitution places significant., restrictions on the use of county-
provided property. In addition, the federal Internal Revenue-Service Code has significant
provisions to determine whether the use of county-provided property will be considered as a
taxable fringe benefit for individual employees. Therefore, in order to comply with the legal
requirements of the Oklahoma Constitution, and in order to not have the use of county-
provided uniforms and safety equipment inappropriately viewed as a taxable fringe benefit
by the IRS, the following policies and procedures must be closely followed by all employees:

          Uniforms and safety equipment will be provided only to employees in a position
           where the written, formal job description for that position includes the issuance of
           county 9-1-1 provided uniforms and/or safety equipment as part of the
           compensation package. If the issuance of county-9-1-1 provided uniforms and/or
           safety equipment is not included in the written, formal job description as part of the
           compensation package, the employee will not be provided with uniforms and
           (except in emergency situations) will not be provided with safety equipment.
           All clothing and uniforms provided by Pottawatomie County 9-1-1 are a taxable
           fringe benefit except where all of the following conditions are present:
                          clothing or uniforms must be specifically required as a condition of
                             employment; and
                          clothing or uniforms are not adaptable to general use as ordinary
                             clothing; and
                          clothing or uniforms are, in fact, not worn for general use.
           All safety equipment provided by the county 9-1-1(except in emergency situations)
            is a taxable fringe benefit except where the equipment is specifically determined to
            help an employee perform his/her jobs in a safer environment.
          Clothing, uniforms and safety equipment provided by the county 9-1-1shall not be
            worn or used by employees except in the performance of their duties and in direct
            travel to and from their place of employment. Further use of clothing, uniforms and
            safety equipment may constitute a violation of the Oklahoma State Constitution
            and/or the I.R.S. Code and shall subject an employee to disciplinary action up to
            and including discharge.




8/9/2011                                      31 of 34
RESOLUTION No.______

      Pottawatomie County E 9-1-1 System has determined there exists a
need for an Employee Personnel Guideline Handbook which is uniformly
applied to all employees of Pottawatomie County E 9-1-1 System, and
      WHEREAS the Trustees of the Pottawatomie County E 9-1-1 System
Trust Authority have determined that an Employee Personnel Guideline
Handbook will significantly improve communications between the System
and its employees, and
     WHEREAS the Trustees of the Pottawatomie County E 9-1-1 System
Trust Authority have determined that a written Employee Personnel
Guideline Handbook promotes fairness in employment and assists in the
prevention of discrimination in employment of any nature.
      NOW, THEREFORE, BE IT RESOLVED that pursuant to Okla.
Stat. Ann. tit. 19, Section 339, the Pottawatomie County E 9-1-1 System
Trust Authority, by a majority vote, does hereby adopt the "Employee
Personnel Guideline Handbook-Pottawatomie County E 9-1-1 System."

Dated this __________ Day of ____________ 2009.

Trustees of the Pottawatomie County E 9-1-1 System
Trust Authority

___________________ _____________________

___________________ _____________________

              __________________




ATTEST:
8/9/2011                         32 of 34
______________________
County Clerk




Attachment A
Health Insurance
Vision Insurance
Dental Insurance
Long Term Care
Short Term Care
Disability
Life Insurance




8/9/2011                 33 of 34
                 REVISIONS OF GUIDELINES
REVISION 1.
Change NEPOTISM under Item 2 “Employment Policies”. Change
07/24/2008

 REVISION 2.
 Revise and Change Policy under Item 18 “Vehicle Usage Policy” rename
“Vehicle Usage Guidelines”. Board approval 11/03/2008

 REVISION 3.
 Deletion of NIMS 800 under Item 3 “Compensation Policies” and Change
 requirement time from 90 days to 180 days Chg. 12/11/2008

 REVISION 4.
 Revise and Change Policy under Item 6 “Employee Conduct” Personal
 Appearance and Demeanor. Delete Tee-shirt and add No open toe shoes..
 Board approved Chg. 06/01/2009.

 REVISION 5.
 Revise and Change Policy under Item 4 “ Jury and Court Duty” add to item
 b). and c). or as a witness and add e). Employee will be compensation for a
 minimum of one hour when called to serve as a juror or a witness in criminal
 case. Board approved Chg. 06/01/2009.

 REVISION 6.
 Revise and change Policy under Item 3 “Salary” Revise to say Beginning salary
 is $8.00 per hour for an individual with a high school diploma or GED
 equivalent. If an individual has a certificate of completion or a diploma from
 an institute of higher learning, additional increments of pay may be added to
 the employee’s salary. After a 6 month probationary time period an additional
 $.30 will be added per hour. If a positive rating is earned on the employees
 annual appraisal after a 1 year time period of employment, an additional $.30
 per hour will be added to the employee’s salary. On each annual anniversary
 date of employment and if a positive rating is earned on the employees annual
 appraisal then an additional $.30 may be earned. Board Approval 06/01/2009.
 Delete:
          Telecommunicator role in public safety                        $.30
          Overview of the police function                               $.20
          Overview of the fire function                                 $.20
          Overview of the EMS function                                  $.20
          Radio broadcasting rules and procedures                       $.30
          Telecommunicator legal issues                                 $.25



8/9/2011                                             34 of 34

				
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