INTRODUCTORY PERIOD
Both Forsyth County and new employees need a period of time to determine if the
selection process has resulted in a good fit. Therefore, all appointments to full-time
and part-time positions will be for an introductory period of six months. If the
employee is in a trainee status, the introductory period will be six months or the
training period, whichever is longer. Department heads have the authority to extend
the introductory period for up to three additional months in which case the employee
will be notified in writing. The introductory period for employees of Social Services
and Public Health is described in the State Personnel Act. Employees of those departments
should seek further information on their introductory period from their department.
During the introductory period, the department head is responsible for determining
whether an introductory employee is working proficiently or should be dismissed
from County employment. An employee who is dismissed during the introductory period
may not appeal the decision to the County Manager.
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HOURS OF WORK
The normal working hours for most County employees are 8:00 a.m. to 5:00 p.m., Monday
through Friday. However, some departments provide service to the public on a 7 day,
24-hour-per-day basis and have work schedules in excess of 40 hours per week. Department
Heads have the authority to set each employee’s work schedule, including flexible
schedules, based on business need.
Forsyth County provides additional compensation (shift differential) for full-time
employees who work 50% or more of their regularly scheduled hours between 7 p.m.
and 7 a.m. A shift differential is already included in the base pay for those positions
in the Sheriff, EMS and Fire departments that routinely work more than 40 hours
per week.
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BREAKS
Breaks during the average workday are not required by the Fair Labor Standards Act.
However, the County recognizes that employees who constantly serve the public by
phone or in person benefit from brief periods of relief from their responsibilities.
These employees normally receive an approximate fifteen-minute break twice a day.
If one of these breaks is missed for any reason, it is gone. Breaks may not be added
to lunch time, taken at the end of the day or saved for another day.
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ATTENDANCE, ABSENTEEISM, TARDINESS
The quality of service provided to the public is a reflection of the consistent
and dependable performance of County employees. Your unscheduled absence or tardiness
places a burden on co-workers and hinders effective County operations. In situations
where you must be tardy or absent, you must notify your immediate supervisor within
the 30-minute period following your normal reporting time.
Excessive tardiness and absenteeism may result in disciplinary actions up to and
including dismissal. Any absence of three consecutive workdays without prior approval
from the County is deemed to be a voluntary resignation.
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GENERAL RULES OF CONDUCT
The proper conduct of all employees is necessary to ensure a safe, productive and
pleasant working environment. As a County employee, you are expected to conduct
yourself in accordance with the following guidelines:
Know and observe all established County policies and procedures.
Perform the job assigned to you as instructed by your supervisor.
Be prompt in reporting to work and devote full attention to your work while on duty.
Know and abide by the published safety rules of the County for your own protection,
that of fellow employees and the public.
Be fair, courteous and cooperative in dealing with the public and with fellow employees.
The following actions are not permitted. Any employee discovered committing any
of the following offenses while on duty is subject to disciplinary action up to
and including dismissal. This list is not all-inclusive.
Displaying disrespect toward or refusing to carry out the instructions of a supervisor
or other authorized person
Repeatedly disappearing from the work area without permission or without an acceptable
reason
Allowing personal relations in the workplace to become disruptive
Removing County property from the premises without permission from the proper authority
Theft or misuse of County property or services (e.g., mailing personal things, personal
use of a County car, extensive use of cell phone or office phone for personal calls,
making personal long distance phone calls at the County’s expense, personal use
of tools or supplies, etc.)
Intentionally falsifying County records
Using internet access, e-mail, the telephone, or a facsimile machine to view, generate,
send or receive materials that could be construed as fraudulent, illegal, harassing,
obscene, indecent, profane or intimidating
Fighting or provoking a fight on County property; using abusive, obscene, profane
or threatening language; or engaging in immoral conduct while on duty
Engaging in workplace violence which includes, but is not limited to intimidation,
threats, physical attack, domestic violence or property damage
No County employee shall possess or carry, whether openly or concealed, any weapon,
as described in G.S. 14-269(a) and G.S. 14-269(a1) of the NC General Statutes: in
or on the grounds of real property or buildings owned by or leased to Forsyth County;
in or upon County motor vehicles; or while on duty or when expected to perform services
on behalf of the County. This section shall not apply to officers or employees of
the County, charged with the execution of the laws of the state, when acting in
the discharge of their official duties if authorized by law to carry weapons or
full-time sworn law enforcement officers when so authorized by the sheriff as provided
by law.
Operating a County vehicle without a valid N.C. driver’s license or otherwise in
violation of policies regarding the use of County vehicles
Unwelcome or unsolicited speech or conduct based on age, race, color, religion,
sex, national origin, disability or any other factor that creates a hostile work
environment.
COMPUTER AND PHONE USAGE
Most employees of Forsyth County are provided with computers and telephones as tools
to assist with their work. All of your work-related communications should contain
only business-appropriate content. Employees may not include personal, political
or religious content in voicemail greetings or email taglines. Your computer and
phone and the data that is created, sent, received or stored in it are at all times
the property of Forsyth County. Forsyth County reserves the right to retrieve and
read any messages or documents with or without advance notice or employee consent.
Internet access, e-mail and voicemail are provided by Forsyth County as working
tools but remain County property. You are expected to exercise good business judgment
and comply with all County policies at all times when using these tools. Any abuse
of the use of computers, the Internet, e-mail or phones is grounds for disciplinary
action up to and including dismissal. Some examples of abuse are accessing Internet
information that is inappropriate in the workplace, using County time to pursue
personal interests either over the Internet or through e-mail and sending or forwarding
e-mail that is considered offensive or harassing by others. These examples do not
include all possible misuse of these tools.
The County’s workplace harassment policy, as well as other policies, procedures
and rules of conduct, applies with equal force to your use of the County’s computer
system, e-mail and telephones
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PERSONAL PHONE CALLS
Forsyth County realizes we all have personal matters that need to be attended to
from time to time. However, personal phone calls can be a disruption in the workplace
and should always be kept short. Excessive time spent on personal phone calls can
be grounds for discipline up to and including dismissal. Back to Top
EQUAL EMPLOYMENT OPPORTUNITY
Fair treatment to all persons seeking employment or currently employed is one of
the guiding principles of Forsyth County. It is Forsyth County’s policy to offer
equal job opportunity for employment, training, and advancement to all qualified
persons without regard to age, race, color, religion, sex, national origin, disability,
or any other factor that is not reasonably related to job performance. All human
resource actions such as compensation, benefits, promotions, transfers, dismissals
and training are to be administered in a non-discriminatory manner.
If you feel that you have not been afforded equal employment opportunity, you should
follow the established grievance procedure outlined in this handbook. (See the Grievance Procedure section.)
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VETERANS
The re-employment of veterans who were employed by the County immediately prior
to their entering the armed services shall be in accordance with the provisions
of the Uniformed Services Employment and Re-employment Rights Act or its successor. Back to Top
AMERICANS WITH DISABILITIES ACT POLICY
The Americans with Disabilities Act (ADA) prohibits employment discrimination against
qualified persons with physical and mental disabilities. The ADA is complex legislation
with many detailed definitions and requirements. The following is a general summary
of the ADA; any questions about this law should be directed to your supervisor or
the Human Resources Department.
ADA defines a person with a disability as an individual who meets one of the following
criteria:
Has a physical or mental impairment that substantially limits one or more major
life activities
Has a record of such impairment or is regarded as having such an impairment
A qualified person with a disability is someone with a disability who meets the
necessary skill, work experience, education, training, licensing or certification,
or other job-related requirements of a position. Forsyth County is committed to
providing equal employment opportunities for qualified persons with disabilities.
Forsyth County will accommodate persons protected by the ADA by making changes in
the work environment or by changing certain practices and procedures so long as
such changes are not unreasonable, would not pose an undue hardship on the County,
alter the essential functions of a job or create a direct threat to health or safety.
Persons with questions about ADA issues are encouraged to talk to their supervisor
or the Human Resources Department. Back to Top
ALCOHOL POLICY
Forsyth County has implemented an alcohol policy to promote and maintain a workplace
environment that is free from the negative aspects of alcohol and to protect employees
and the public by ensuring that County employees are at all times capable of performing
their assigned duties. This section summarizes the alcohol policy. View the complete Alcohol Policy.
Forsyth County is interested in providing appropriate assistance to employees who
are experiencing alcohol-related problems. Under most circumstances, an employee
who has a positive alcohol test result will be referred to the Employee Assistance
Program. Employees will be expected to successfully complete all recommended treatment.
Department Heads who have reasonable suspicion that an employee has consumed or
is under the influence of alcohol while working, can authorize alcohol testing.
The employee will not be allowed to work until the results of the test are known.
Anyone refusing to take a test will be recommended for dismissal. Refusing to sign
a consent form or attempting to delay the test constitutes refusal to take the test.
Normally, a breath-alcohol test will be used to determine the presence of alcohol.
Only laboratories that are properly certified and observe strict chain of custody
procedures will be used. The employee will be notified in writing of a positive
alcohol test result. Employees have the right to provide an explanation for their
alcohol test results.
Employees who have successfully completed any recommended treatment will be subject
to unannounced alcohol testing for 2 years after completing the treatment. Anyone
failing such an unannounced test will be recommended for dismissal.
Notification of Loss of License
Any employee who drives a County vehicle must notify their supervisor when their
driving privileges are suspended. An employee who drives a County vehicle without
a valid N.C. driver’s license will be recommended for dismissal.
Notification of Conviction
As a condition of continued employment, each County employee must notify their supervisor
of their conviction of any alcohol-related offense not later than five days after
such conviction. All County employees are prohibited from operating a County motor
vehicle until they possess a valid, unrestricted N.C. driver’s license. Loss of
a driver’s license could result in dismissal.
Requirements for Employees Required to Have a Commercial Driver’s License
In compliance with Department of Transportation regulation 49 CFR part 382, employees
who are required to have a Commercial Driver’s License and who operate a vehicle
over 26,001 pounds or a vehicle that was designed to carry 16 or more passengers
are subject to alcohol testing in the following circumstances:
Post-accident when there is a fatality or the driver receives a citation
Reasonable suspicion as discussed above
Random testing as required by law
Return-to-duty and follow-up tests, after evaluation or any necessary rehabilitation
DRUG TESTING POLICY
Forsyth County has implemented a drug testing policy to promote and maintain a drug-free
workplace in order to ensure the safety of employees and the public. A summary of
the policy follows.
View/Print the complete Drug Testing Policy.
Department Heads who have reasonable suspicion that an employee is using or is under
the influence of drugs are authorized to schedule a drug test and require the employee
to cooperate fully with testing personnel. Anyone refusing to take the drug test
will be recommended for dismissal.
Before the drug test is administered, the employee will be asked to sign a consent
form authorizing the test and permitting the release of test results to County officials
with a need to know. The consent form also explains the procedure for confirming
an initial positive test result, the consequences of a positive test result, the
employee’s right to explain a positive test result, the appeal procedures available,
and the consequences of refusing to undergo a drug test.
If a drug test result is positive, the Human Resources Director will notify the
employee in writing, including the identity of the particular substance found. The
employee will be subject to disciplinary action up to and including dismissal. The
employee’s work history, job assignment, length of employment, current job performance
and past disciplinary actions will be factors in determining the disciplinary action
taken. An employee permitted to continue employment and receive assistance under
the Employee Assistance Program will be required to use accrued sick leave, annual
leave, compensatory leave or leave without pay for all time away from work. The
intent of this opportunity for assistance is to allow substance abusers to get the
help they need and to restore their productivity.
Those employees satisfactorily completing a drug rehabilitation program will be
subject to unannounced drug tests for 2 years after completion of the program. Upon
a positive drug test result, the employee will be recommended for dismissal.
Requirements for Employees Required to Have a Commercial Driver’s License
In compliance with Department of Transportation regulations 49 CFR part 382, employees
who are required to have a Commercial Driver’s License and who operate a vehicle
over 26,001 pounds or a vehicle that was designed to carry 16 or more passengers
are subject to drug testing in the following circumstances:
Post-accident when there is a fatality or the driver receives a citation
Reasonable suspicion as discussed above
Random testing as required by law
Return-to-duty and follow-up tests, after evaluation or any necessary rehabilitation
Additional Testing for Certain Employees: Certain safety-sensitive positions may
be subject to random drug testing through a separate policy adopted by their department. Back to Top
LIFE-THREATENING COMMUNICABLE DISEASE POLICY
This policy applies to those diseases which the Public Health Director has determined
pose little reasonable risk of transmission in the workplace by normal contact,
including the Human Immunodeficiency Virus (HIV) and other life-threatening communicable
diseases.
View the complete Life-Threatening Communicable Disease Administrative Policy.
Employees with a life-threatening communicable disease will be treated with dignity
and respect.
Employees with such diseases will be allowed to perform their jobs as long as they
are physically and mentally able to do so.
Testing for HIV infection is not a condition for employment.
All employees are expected to attend training sessions to receive accurate information
pertaining to life-threatening communicable diseases. Employees who work in areas
that pose increased risk of exposure may be required to attend additional training
specific to their area of employment.
All information regarding employees, prospective employees or clients with life-threatening
communicable diseases is confidential. Access to this information is limited to
persons who have a legal right to know.
New employees will receive education in life-threatening communicable diseases as
a part of their orientation session.
All County employees will provide services and carry out their duties to the public
and clients regardless of whether or not the person being served has a life-threatening
communicable disease or is perceived to have such a disease to which this policy
applies. All such people will be treated with dignity and respect.
Center for Disease Control guidelines should be followed in the development of individual
department procedures pertaining to the control of life-threatening communicable
diseases. Employees are expected to follow the established procedures.
All workplace accidents involving blood and body fluids must be promptly reported
to the supervisor with all appropriate reports completed.
Reasonable accommodations will be made to allow an employee with a life-threatening
communicable disease to continue working as long as the employee is capable of continuing
satisfactory performance on the job.
Any employee whose life-threatening communicable disease has reached the stage where
his/her symptoms are beginning to interfere with the satisfactory performance of
the duties of the position should inform his/her supervisor, who should contact
the Human Resources Director for assistance.
An employee with such a disease can request that his/her private physician consult
with the County Public Health Director and the Human Resources Director as needed.
Employees working with another employee who has a life-threatening communicable
disease, but with whom casual contact does not put a person at risk, are expected
to continue to perform their duties.
WORKPLACE HARASSMENT POLICY
Forsyth County Government strives to provide an environment where all employees
are free to perform their job duties with respect and dignity. Therefore, Forsyth
County will not tolerate or condone workplace harassment on the basis of race, sex,
gender, religion, national origin, age, color, or disability in any department by
co-workers, supervisors, or non-employees who conduct business with the County.
Retaliation or interference, coercion, restraint or reprisal against any person
complaining of, or participating in an investigation of, alleged harassment is also
prohibited. The County has established a training program for all employees as a
part of its prevention plan. View the complete Workplace Harassment Policy
Workplace Harassment is defined as unwelcome speech or conduct based
upon race, sex, gender, religion, national origin, age, color, or disability or
other protected status that creates a hostile work environment or constitutes quid
pro quo harassment.
Hostile Work Environment is defined as unwelcome speech or conduct
that unreasonably interferes with job performance or creates an intimidating, hostile
or offensive working environment. Whether a hostile work environment exists may
depend upon, among other things, the following factors:
whether the harassment was verbal or physical or both;
how frequently the harassment was repeated;
how hostile and clearly offensive;
the identity of the harasser (coworker or supervisor);
whether other people joined in the harassment; and
whether the harassment was aimed at more than one person.
In addition to actual verbal or physical behavior, some examples of things that
could contribute to a hostile work environment include posted written materials
and/or cartoons, radio or recorded audio played and computer images or websites
that another person could find offensive based on one of the protected statuses
listed above.
Quid Pro Quo harassment is defined as unwelcome sexual advances, requests
for sexual favors, or other verbal or physical conduct when:
submission to such conduct is made either explicitly or implicitly a term or condition
of an individual's employment, or
submission to or rejection of such conduct by an individual is used as the basis
for employment decisions affecting such individual.
Retaliation is defined as adverse treatment of an employee that occurs
as a result of a report of, investigation of a report of, or opposition to workplace
harassment.
Complaint Procedure:
All Employees Other Than Employees of DSS and Public Health
Any employee who believes he or she may have a complaint of workplace harassment
must immediately file a complaint with the employee’s immediate supervisor, the
Human Resources Director ("HR Director"), or the County Manager only if the complaint
is against the HR Director.
It is the employee’s responsibility to complain in writing or to request an individual
interview and be prepared to provide as much specific information as possible. Supervisors
on notice of, or any employee who witnesses workplace harassment should also report
the prohibited conduct to their supervisor or the HR Director.
DSS and Public Health Employees Only
Any employee who believes he or she may have a complaint of workplace harassment
must submit a written complaint pursuant to the department’s internal grievance
procedure within 30 calendar days of the alleged harassing action. If any step in
the applicable department grievance procedure involves reporting harassment to the
alleged harasser or it involves any action or decision by the alleged harasser,
then the employee and the department shall bypass that step of the procedure and
proceed with the next step of the department grievance procedure.
The department will take appropriate action, if any, as soon as possible, but no
longer than within 60 calendar days.
Investigation:
The confidentiality and privacy of County employees and others involved will be
maintained throughout the investigatory process to the extent practical and appropriate
under the circumstances.
The parties and appropriate management officials will be advised of the outcome
of investigations. Any employee found to be in violation of this policy will be
subject to disciplinary procedures up to and including dismissal.
All Employees Other than DSS and Public Health
Working very closely with department heads and other County administrators, the
HR Director is responsible for managing all complaints of workplace harassment and
for ensuring that complaints are investigated promptly, thoroughly and impartially.
DSS and Public Health Employees Only
Working closely with the department staff and other agency management, the department
head is responsible for managing all complaints of workplace harassment and for
ensuring that complaints are investigated promptly, thoroughly and impartially.
Appeal - DSS and Public Health Employees Only
An appeal to the State Personnel Commission must be filed with the Office of Administrative
Hearings within 30 calendar days after the 60 calendar days allotted the department
for consideration of the complaint.
NOTE: This policy is applicable to all County employees except the Sheriff’s department
which is subject to procedures set forth in its "Discrimination and Sexual Harassment,"
Section 35000.00 of the Standard Operating Procedures. Back to Top
WORKPLACE VIOLENCE POLICY
Forsyth County strives to provide a workplace free from violence. Therefore, all
employees should know what will not be tolerated and the importance of reporting
any behavior that may lead to violence. We will hold perpetrators of violence or
threats of violence accountable and we will provide assistance and support to victims.
Prohibited workplace violence includes, but is not limited to, intimidation, threats,
physical attack, domestic violence or property damage. It includes acts of violence
committed by employees, clients, relatives, acquaintances or strangers against a
County employee in the workplace.
Violent conduct while not at work may also be grounds for disciplinary action, up
to and including dismissal if there is a potential adverse impact on a County employee’s
ability to perform their assigned duties and responsibilities.
When it is reasonable to suspect the potential for violence exists, an employee
may be required to undergo an assessment coordinated by the Employee Assistance
Program (EAP) to determine the risk of danger. Compliance with recommended treatment
will be mandatory.
Employees who are victims of workplace violence will be offered all available security
measures. Victims may want such things as an adjustment to work schedule, location
or leave of absence for a period of time to enhance their safety. These requests
will be accommodated whenever possible and appropriate. The County will work closely
with the victims to ensure that both the needs of the victims and the County are
addressed. All victims will be encouraged to use the services of the Employee Assistance
Program.
It is important for all employees to be alert to the possibility of violence by
employees, former employees, clients and strangers. Safety should be the highest
concern. All acts and threats of violence must be reported immediately to your supervisor
and the Department Head. If those people are not available, contact Human Resources,
Risk Management or the Attorneys Office. Of course if the situation warrants it,
9-1-1 should be called immediately.
Any retaliation against an employee who, in good faith, reports the behavior described
in this section will be strictly prohibited. Every effort will be made to protect
the safety and anonymity of anyone who comes forward with concerns about a threat
or act of violence. Information will only be released on a need-to-know basis.
As part of the County’s efforts to prevent workplace violence, searches may be performed
as described in the Workplace Searches section.
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POLITICAL ACTIVITIES
Forsyth County encourages County employees to take their civic responsibility seriously
and support good government. Employees may join, affiliate with and support the
principles or policies of civic organizations of a political nature in accordance
with the Constitution and laws of the United States of America and the State of
North Carolina. However, no employee shall:
Engage in any political activity while on duty or within any period of time during
which he/she is expected to render services compensated by the County
Be required, as a duty of his/her office or employment, or as a condition of employment,
promotion or tenure of office, to contribute funds for political or partisan purposes
Solicit, or act as custodian of, funds for political or partisan purposes while
on duty as an employee of the County
Coerce or compel contributions for political or partisan purposes from any other
employee of the County
Use any County supplies or equipment for political purposes
Any non-elected county official or employee who becomes a candidate for public office
shall be required to take a leave of absence without pay or take annual leave, holiday
or compensatory time 1 month preceding the primary, if the official or employee
is a candidate in the primary. If successful in the primary, or not subject to the
primary, the candidate must take a leave of absence without pay or take annual leave
for 1 month preceding the general election.
All constitutional and elected officers are exempt from this entire section, but
no such constitutional or elected officers are to use any County funds, goods, supplies
or materials for partisan political purposes. Back to Top
DISCLOSURE OF CONFIDENTIAL INFORMATION
As a County employee, you are not permitted to disclose any confidential information
obtained while working for the County without prior approval of your Department
Head. Under no circumstances may you use such information to advance the financial
or private interests of yourself or others. Violation of this rule constitutes grounds
for dismissal. Back to Top
GIFTS AND FAVORS
No County employee is permitted to accept any valuable gift, whether in the form
of entertainment, products, money, services, loans, or promise from any person,
firm or corporation that has or anticipates a direct or indirect business interest
with the County. No County employee is permitted, in the discharge of their duties
to grant any improper favor, service, or gift. Back to Top
USE OF COUNTY VEHICLE
At various times your job may require travel. When the use of a vehicle is required,
departmental policy and the availability of a County fleet vehicle will govern whether
you drive your personal vehicle or a fleet vehicle. If use of a fleet vehicle is
desired, you should reserve a vehicle from the County fleet at least 1 week in advance.
Use of a personal vehicle is appropriate if it is authorized by your Department
Head and within budgeted funds. You will receive mileage reimbursement at the current
effective rate if use of a personal vehicle is authorized. Employees must have a
valid N.C. driver’s license to drive a County vehicle.
Employees must let their supervisor know when they have temporarily lost their driving
privileges. Driving a County vehicle without a valid driver’s license will be considered
misconduct and the employee will be recommended for dismissal. (See also
Alcohol Policy and Drug Testing Policy sections.)
An employee whose job entails authorized use of a County vehicle for commuting to
and from work should be aware that this usage is a taxable fringe benefit. More
detailed information is available from the Finance Department.
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SOLICITATIONS
In order to protect employees from unwanted interruptions, it is the policy of Forsyth
County that solicitation by outsiders for any reason is forbidden. Solicitation
by co-workers should be done only with the prior approval of the Department Head.
Distribution of literature of any kind to employees without the prior approval of
your Department Head is not permitted.
This policy does not apply to County-sponsored drives such as the United Way, Arts
Council and Blood Drives. Back to Top
OUTSIDE EMPLOYMENT
The work of the County must have precedence over any other occupational interest
of its employees. If you wish to hold outside employment for salary, wages or commission
and/or any self-employment, you must request permission in writing and have it approved
by your immediate supervisor and Department Head prior to beginning such employment.
No time during County working hours may be used to promote or carry out outside
employment, nor shall any County equipment, supplies or office space be used in
conjunction with outside employment (except public safety uniforms when used in
approved outside employment).
Conflicting outside employment shall be grounds for dismissal. Not disclosing outside
employment is grounds for disciplinary action up to and including dismissal. Back to Top
CONFLICT OF INTEREST
Due to the County’s fiscal responsibility to the public you are prohibited from
working in any situation that may be perceived to be a conflict of interest. Examples
of situations of this type include:
Providing services to the County as an independent contractor
Having close ties to a vendor or potential vendor in your department
Performing consulting work that is closely related to your County role or that of
your department
Participating in an interview that involves a friend or relative
Misusing your position in the County for personal gain
Whenever you are unsure whether a situation may be a conflict of interest, or whenever
a potential conflict of interest arises, you are required to discuss it with your
Department Head to make sure you are complying with this policy. Back to Top
INTERNAL INVESTIGATIONS
It is the responsibility of the County to investigate any serious matter brought
to its attention. It is the responsibility of all County employees to report any
activities that may need investigating and cooperate with all investigations. Back to Top
WORKPLACE SEARCHES
Situations will arise where there is a legitimate, job-related concern that requires
Forsyth County to conduct a search. All employees should assume that what they do
while at work or on County premises is not private. A search is a part of an investigation
process to determine the facts and does not constitute an accusation of wrongdoing.
The reasons for such searches may include, but are not limited to the suspicion
of using or possessing County property without permission or in an unauthorized
manner; use or possession of drugs, alcohol, weapons, stolen property or other illegal
contraband; and harassment, violence or threats of violence.
A department, after consultation with the Human Resources Director, may search or
inspect persons, vehicles, work spaces, desks, lockers, computers, telephones, packages
or other items on County premises or on those premises where an employee is conducting
business on behalf of the County. Employees refusing to allow or to properly cooperate
in a search where there is reasonable suspicion will be subject to disciplinary
action up to and including dismissal.
In addition, it is expected that in the normal course of work employees may enter
your work areas in your absence to continue work related functions. Anything that
is discovered in this process is subject to investigation.
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EMPLOYMENT OF RELATIVES
The employment of close relatives or immediate family members within the same department
or unit will be avoided unless significant recruitment difficulties exist. This
includes consideration of internal applicants for job changes in addition to external
applicants for employment. If there are fewer than 3 other available and qualified
applicants for a vacancy and it is necessary for close relatives or immediate family
members to be considered for employment, or if 2 individuals already employed within
the same department or unit marry each other, the following will apply:
Close relatives or members of an immediate family shall not be employed within the
same department or unit of the department if such employment will result in one
supervising a close relative or member of his/her immediate family, or where one
member occupies a position which has influence over the other’s employment, promotion,
salary administration or other related management or personnel considerations. The
County Manager may make exceptions in cases with extenuating circumstances.
The terms “close relatives” and “immediate family” mean wife, husband, mother, father,
brother, sister, daughter, son, grandmother, grandfather, grandson, and granddaughter
of the employee. Also included are the step, half and in-law relationships of the
above. It may also include others living within the same household or otherwise
closely identified with each other where potential difficulty may develop within
the department or unit.
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REDUCTION IN FORCE
In the event that a reduction in force becomes necessary, consideration will be
given to the need for the service, the quality of each employee’s performance and
seniority in determining which employees will be retained.
Employees of the Public Health and Social Services departments are subject to the
RIF procedures set forth in the “Personnel Policies for Local Government Employment
Subject to the State Personnel Act” manual. Employees in these departments should
see their supervisors and/or Human Resources with any questions regarding those
procedures.
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INCLEMENT WEATHER
To fulfill Forsyth County’s obligations to the public, it is each Department Head’s
responsibility to ensure that his/her department is open during recognized office
hours. It is not County policy to delay opening, close early or close all day in
the event of snow. All absences or tardiness caused by inclement weather should
be charged to annual leave, compensatory leave or leave without pay. Use of leave
without pay during inclement weather is subject to the approval of your Department
Head.
Although every effort will be made for County offices to remain open for the full
scheduled work period, employees who anticipate problems with transportation will
be permitted to use leave privileges as listed above. Back to Top
EMERGENCY MANAGEMENT
During and after major emergencies and disasters (such as tornadoes, ice storms,
hazardous material spills) the residents of Forsyth County will still expect the
County to provide some level of service; therefore there is an expectation that
you will be available to work. Emergency Management is a combined City/County Department
that provides the following information for employees to follow in an emergency.
You may:
be assigned to staff a position in the Emergency Operations Center (EOC)
be assigned to augment another department
be expected to perform your normal duties
If a disaster occurs during work hours:
Try to remain calm. Take whatever action is necessary to protect yourself and direct
any citizens to do the same (e.g. Duck, Cover & Hold; find a safe area of refuge;
exit the building; find high ground) until the danger has passed.
Immediately after the danger has passed, check the condition of others in the area.
If safe to do so, render assistance and call for help. If appropriate or directed,
evacuate the building and proceed to the designated assembly area. (Always know
your assigned assembly area.)
As soon as the situation is under control, check in with your supervisor(s) to see
if and where you should report. If you are not at your normal work location, try
to make your way back to it, or to the nearest County facility.
If you are assigned to an EOC team, ask your supervisor; call City Police Communications,
773-7700; or call the City Fire Department, 773-7900, to see if the EOC is being
activated. If calls are not possible, make your way to the EOC location. If you
are at work when a disaster occurs, you may not be able to make it home because
of the extent of the devastation.
If you are home when a disaster occurs:
There is an expectation that you will be available to work once you have taken care
of your family. Take whatever action is necessary to protect yourself and your family
first.
As soon as it is possible, contact your supervisor to find out if you are to report
to work and what supplies/equipment you will need to bring.
If you are assigned to an EOC team, contact City Police Communications, 773-7700,
the City Fire Department, 773-7900, or the EOC, 661-6440. DO NOT DIAL 9-1-1 FOR THIS
INFORMATION. If the telephone system is not operational, listen to the radio
or TV for emergency information or listen to the directions of the Emergency Alert
System.
PERSONNEL RECORDS
While most of the information contained in your personnel file is confidential,
the following information is a matter of public record under North Carolina law
(G.S. §153A-98):
Name
Age
Date of original employment
Current position title
Current salary
Date and amount of most recent increase or decrease in salary
Date of most recent promotion, demotion, transfer, suspension, separation or other
change in position classification
The office to which you are currently assigned
You may examine the information contained in your personnel file with the exception
of references solicited prior to employment.
It is important that you keep your personnel records up-to-date by notifying the
Human Resources Department of any change in your:
GRIEVANCE PROCEDURE
Problems can arise in any job situation. It is Forsyth County’s management philosophy
that problems can best be resolved by free and open discussion. The County Grievance
Procedure is designed to promote such discussion along with an orderly resolution
to the problem. It is the County’s desire to address employee grievances promptly
and fairly.
Except as specified under the Exceptions to Grievance Procedure section, any employee
who has a problem or complaint concerning his/her job, working conditions or County
policies may utilize the following grievance procedure. You are expected to continue
to perform your job as directed by your supervisor until the grievance is resolved.
For purposes of this Grievance Procedure, a mere disagreement or difference of opinion
with your supervisor or other employee, such as a performance appraisal or position
classification decision, is ordinarily not a grievable issue.
Step 1 - You should first discuss the problem with your immediate supervisor.
Many concerns can be resolved at this level.
Step 2 - If a satisfactory solution is not reached in Step 1, you may request
an appointment and meet with your Department Head to discuss the matter further.
At the meeting with the Department Head, you should openly discuss the problem.
If a satisfactory solution is reached, the matter may be considered resolved.
Step 3 - If the matter cannot be satisfactorily resolved in a conference
between you and your Department Head, you may then request an appointment to discuss
the matter with the Human Resources Director.
Step 4 - After meeting with the Human Resources Director, if your problem
is still unresolved, you may request an appointment and meet with the County Manager.
After this conference, the County Manager will take appropriate action and report
the findings to you and your Department Head through the Human Resources Director.
The decision of the County Manager is final.
Exceptions to the Grievance Procedure
If you feel that your problem is of a highly sensitive nature (e.g., sexual harassment,
discrimination, or an accommodation for a disability), you may submit a written
description of the situation to the Human Resources Director. The Human Resources
Director will notify you in writing of the appropriate procedure to follow.
Public Health and Social Services employees are subject to the State Personnel Act
and therefore follow a different grievance procedure. Employees of these departments
should consult their supervisors and/or Human Resources with any questions regarding
their particular grievance procedure.
The Sheriff and the Register of Deeds are elected officials and, by law, have the
sole right to hire and dismiss their employees, as does the Tax Assessor for certain
employees. Any employee in one of these departments who has a grievance should follow
the grievance procedure established by his/her department.
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DISCIPLINARY ACTION
While it is Forsyth County’s desire and expectation that all employees’ job performance
remain at standard or above, realistically there may be times when an employee’s
job performance or personal conduct falls below an acceptable level. In those instances
where an employee does not achieve acceptable standards of performance or violates
established rules of conduct, supervisors are expected to take prompt action in
accordance with the disciplinary procedures provided below.
The disciplinary procedure for employees of the departments of Public Health and
Social Services are determined by the provisions of the State Personnel Act and
are different from the process described in this section. Employees of those departments
who need information about their department’s disciplinary procedures may access
that information using the following steps:
Go to Section 1 – Local Government Administrative Code
Go to section .2300 for the Disciplinary Process
Employees of Public Health and Social Services should also check with their individual
department head or the department head's designee for Human Resources matters.
Progressive Discipline
The purpose of disciplinary action is to give employees the opportunity to correct
unacceptable performance or behavior unless an employee’s offense is of such a serious
nature as to warrant dismissal from employment without prior warning(s). Accordingly,
disciplinary action should be appropriate to the offense. Any disciplinary action
taken since an employee’s last performance appraisal will be considered in the employee’s
next performance appraisal.
As soon as performance and/or conduct problems occur, supervisors are encouraged
to counsel or give verbal warning to employees. If one or more verbal warning fails
to resolve the problem, supervisors should proceed to the following disciplinary
measures:
Written Warning. A written warning is to be used for a first instance of
a serious failure or problem in job performance or personal conduct, or when coaching,
counseling and/or verbal warning(s) have failed to resolve a particular issue. Receipt
of written warning places an employee in a probationary status for not less than
ninety (90) days. This probationary status can be extended if another event occurs
in that 90-day period which would warrant further disciplinary action. An employee
in a probationary status is not eligible for pay-for-performance increases, and
his/her performance appraisal date is adjusted by the amount of time he/she is on
probation.
An employee may receive one or more written warnings for the same issue or problem,
as his/her supervisor deems appropriate. Failure to show immediate and sustained
improvement in the area(s) noted in a written warning will result in further disciplinary
action up to and including dismissal from employment.
Dismissal. Dismissal from employment will result when an employee fails to
demonstrate improvement in problem areas despite written warning(s) as noted above
or when an employee engages in misconduct or violation of policy which is so serious
as to warrant dismissal without progressive discipline. Examples would include,
but not be limited to, engaging in criminal actions in the workplace, workplace
violence, use of alcohol or drugs in the workplace, gross insubordination, theft
of County property.
It is important to note that Forsyth County department heads have varying authority
related to disciplinary action (see “Disciplinary Authority” section below). If
dismissal occurs, some employees have certain appeal rights which vary by department
as described below under “Right to Appeal Disciplinary Action”. All employees dismissed
will be removed from the payroll immediately.
Disciplinary Authority
Department heads that are not appointed by the County Manager have the authority
to suspend, demote, or dismiss employees. However, they typically consult with the
Human Resources Director on disciplinary actions. These department heads are the
County Attorney, Board of Elections Director, North Carolina Cooperative Extension
Director, Public Health Director, Register of Deeds, Sheriff, Social Services Director
and Tax Assessor/Collector.
All other department heads are required to consult with the Human Resources Director
prior to taking action to suspend, demote, or dismiss employees. Suspensions and
demotions are very rarely used as disciplinary action but may be considered in unusual
circumstances. Demotions will result in a reduction in pay.
Right to Appeal Disciplinary Action
Employees in departments whose department head is appointed by the County Manager
may appeal any suspension, demotion, or dismissal to the County Manager. To appeal
such a decision by a department head, the employee must notify the Human Resources
Director in writing within 15 days of the date of the decision. If the County Manager
should decide in favor of the employee’s appeal, the employee will be reinstated.
Employees in their introductory period are not included in this appeal process.
The decision of the County Manager is final.
Employees in departments whose department head is not appointed by the County Manager
(listed above) may or may not have appeal rights. Employees of those departments
should check with their supervisor about any appeal rights.
Employees of the departments of Public Health and Social Services who desire to
appeal a disciplinary action may obtain a copy of the Personnel Petition Form at
www.oah.state.nc.us/hearings. Back to Top
END OF EMPLOYMENT
If you resign from your employment with the County, you are requested to submit
a letter to your Department Head (with a copy to the Human Resources Department)
stating the effective date of your resignation. Two weeks notice is considered appropriate
in most cases, but earlier notice is always appreciated.
Your end of employment date will be the same as your last day worked for all cases
of separation except in the case of retirement and/or certain FMLA leave periods.
Employees retiring can use vacation for their last day. For all other separations,
you may not use accrued leave beyond your last day worked in order to receive longevity
pay, holiday pay, or for any other reason. Your final paycheck will include payment
for accrued annual leave up to 30 days if you have been employed longer than 6 months.
(Employees working 6 months or less have advanced, not accrued, leave) You must
turn in all County property to your supervisor on your last day of work, including
keys and identification badge.
ANNUAL LEAVE MAXIMUM PAID AT END OF EMPLOYMENT
Work Week
Maximum Hours
40
240
42
252
42.75
256.50
56
336
It is important that you have an exit interview to discuss the status of your insurance
benefits and other pertinent matters. (See the Exit Interview
section.)
If you change your mind and wish to continue to work after giving a clear verbal
or written notice of leaving, it will be up to the department whether or not to
allow you to continue to work.
If you resign from Forsyth County employment and retire within a year, Forsyth County
will report to the Retirement System your accrued sick leave at the time of termination.
If you resign and go to another North Carolina government agency be sure to check
with your new employer to see if they accept a transfer of sick leave. Back to Top
RE-EMPLOYMENT
If you are a former Forsyth County employee selected for re-employment after November
1, 2002, you will receive credit for your previous service. This includes the annual
leave accrual rate and longevity and service date adjustments. A sick leave balance
is reinstated only if there has been less than a year break in employment. It is
considered a break in service to move from a position with benefits to a position
without benefits. If sick leave was transferred to another North Carolina government
agency, see the Transfer of Sick Leave section.
Because you are being re-employed, you are not considered a new employee and are
not advanced the 6 days of sick and annual leave. Salary is determined in the recruitment
process. Back to Top
EXIT INTERVIEW
When you end your employment with Forsyth County by resignation or retirement, you
will have an exit interview scheduled with the Human Resources Department. If the
Human Resources Department has not contacted you by your next to the last day of
employment, you should contact the Human Resources Department to arrange an exit
interview. The purpose of the exit interview is to discuss relevant matters of concern
to you as a terminating employee. Such matters include:
