TABLE OF CONTENTS

The purpose of this Policy is to notify employees that the County expects all employees to present an appropriate personal appearance in the workplace and while conducting County business.

It is the policy of the Johnson County Government that an employee’s dress, grooming, and personal hygiene should be appropriate for his/her position and work environment. County employees are expected at all times to present a professional, business-like image to patrons, associates, and the public and are expected to dress and groom themselves appropriately for their required duties and responsibilities, The County Manager may establish Human Resources Procedures consistent with this Policy.

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The purpose of this Procedure is to establish standards for appropriate workplace dress and personal appearance and to set the expectation that employees will dress and groom themselves appropriately for their required duties and responsibilities.

Acceptable personal appearance is an ongoing requirement of employment with the County. Radical departures from conventional dress or personal grooming and hygiene standards, unless otherwise recognized for legitimate reasons, are not permitted.

Office workers and employees who have regular contact with the public are expected to dress in a manner that is normally acceptable in a business environment. Employees generally should not wear jeans, athletic clothing, shorts, T-shirts, novelty buttons, baseball hats, and similar items of casual attire that do not present a businesslike appearance. Attire which is reasonably perceived as sexually suggestive or revealing is not permissible. Hair should be clean, combed, and neatly trimmed or arranged. Shaggy, unkempt hair is not permissible, regardless of length. Facial hair should be neatly kept.

Employees who do not regularly meet the public should follow basic requirements of safety, comfort, and hygiene, but should still be as neat and businesslike as working conditions permit.

Certain employees may be required to meet special grooming, hygiene, and dress standards, Departments/agencies with an appropriate business need may require employees in certain positions to wear uniforms.

At their discretion, departments/agencies may allow employees to dress in a more casual fashion on designated occasions or workdays than is normally required. On these occasions, employees are still expected to present a neat appearance and are not permitted to wear clothing that is inappropriate for the workplace.

Any employee who does not meet these standards will be required to take steps to comply, which may include leaving the workplace to change clothes. Nonexempt employees will not be compensated for any work time missed because of failure to comply with the Policy and this Procedure. Violations also may result in disciplinary action.

Each department/agency may develop appropriate and reasonable dress code and personal appearance rules generally consistent with these standards that will apply to its employees.

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The purpose of this Policy is to notify employees that the County expects them to conduct themselves in a positive, productive, and appropriate manner.

It is the policy of the Johnson County Government that certain rules and regulations regarding employee behavior are necessary for efficient business operations and for the benefit and safety of all employees. Conduct that interferes with operations, discredits the County, or is offensive to the public or coworkers will not be tolerated. Employees are expected at all times to conduct themselves in a positive and productive manner in order to promote the best interests of the County.

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This Procedure sets forth examples of positive and appropriate workplace behavior and examples of serious employee misconduct that may result in disciplinary action up to and including termination of employment.

The following conduct is prohibited and individuals engaged in it will be subject to discipline, up to and including termination of employment:

The examples of prohibited behavior described above are not intended to be an all-inclusive list. At the County’s discretion, any violation of the County’s policies or any conduct considered inappropriate or unsatisfactory may subject the employee to disciplinary action, up to and including termination of employment.

The above list of prohibited conduct does not alter the County’s policy of “at will” employment. Either the employee or the County remains free to terminate the employment relationship at any time, with or without cause, and with or without advance notice.

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The purpose of this Policy is to notify employees that there is no expectation of privacy related to employees’ use of County property.

It is the policy of the Johnson County Government that employees do not have any expectation of or right to privacy in connection with the use of County property, including work areas and work stations. The County may conduct such reasonable searches, inspections, and monitoring of County property as it deems necessary or advisable from time to time, without advance notice and with or without reasonable suspicion, in accordance with Human Resources Procedures established by the County Manager. Therefore, employees do not have, nor should they have, any expectation of or a right to privacy in connection with the use of County property.

Searches and inspections of the employee’s own personal property may be conducted only when there is a reasonable suspicion that the employee is or may be in violation of any significant policy, rule, or law. Such searches and inspections shall be conducted in a manner consistent with Human Resources Procedures established by the County Manager.

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This Procedure covers the guidelines regarding the County’s searches and inspections of County property and any personal property thereon.

For the purposes of this Procedure, the term “County property” includes vehicles, workstations, desks, cabinets, boxes, lockers, computer hardware and software and the information stored therein, files, employees’ work product, electronic and digital data and files, voice mail, e-mail, supplies, electronic and other equipment, and any other property owned, leased, or used by the County.

For the purposes of this Procedure, the term “personal property” includes lunchboxes, toolboxes, bags, purses, briefcases, vehicles, and any other property not owned, leased, or used by the County that is brought onto or located on or about County property.

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The purpose of this Policy is to notify employees that County property is to be used for conducting County business.

It is the policy of the Johnson County Government to provide services and equipment necessary to promote the efficient conduct of its business. All property owned, leased, or used by the County is for the express purpose of performing work-related County services. This includes facilities, buildings, equipment, furnishings, vehicles, tools, supplies, electronic systems and equipment (including, without limitation, computers, E-mail, Internet access, telephones, voicemail, fax machines, copy machines, passwords, etc.), hard and soft files, and intellectual property.

Each employee is responsible for properly using, and as necessary, maintaining, County property and for engaging in such work practices as will prevent damage to the property or minimize economic or other losses to the County from the use of such property. No employee or agent of the County may use any such property for personal purposes or for the benefit of any other individual or entity, except:

Improper use of County property will result in discipline, up to and including termination of employment. Improper use includes any use other than for the purposes intended or authorized or contrary to this Policy and any misuse that would result in violations of other County policies, procedures or rules, or any harassing, offensive, demeaning, insulting, defaming, intimidating, or sexually suggestive written, recorded, or electronically retrieved or transmitted communications.

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PROCEDURE 404-1
INCIDENTAL USE

This Procedure describes acceptable incidental use of County property.

Use of County property for personal purposes will be restricted and limited to protect County employees and property, and to ensure public accountability. Incidental use of County property is permissible so long as such use is occasional, is generally acceptable, and at no or minimal expense to the County; provided that, employees may only use portable communication devices, County-owned or leased motor vehicles, and like items classified as taxable fringe benefits pursuant to and consistent with Human Resource Policy 515: Taxable Fringe Benefits, Allowances, and Reimbursements, and its accompanying procedures.

Examples of generally accepted incidental uses would include brief and infrequent use of County land-line or VOIP telephones for local personal telephone calls, use of e-mail on appropriate matters (provided that broadcast and excessive group e-mails are not used), and use of the Internet which is not otherwise restricted or prohibited.

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This Procedure, in conjunction with Human Resource Policy 515: Taxable Fringe Benefits, Allowances, and Reimbursements, and its accompanying procedures, covers the County’s guidelines for using vehicles for County business.

Any employee who operates a County-owned or County-leased vehicle for any purpose or uses, with authority, a privately-owned vehicle for County work-related purposes must:

The purpose of this Policy is to ensure that the County maintains a working environment that is free of the disruption and interference that can be created by excessive or inappropriate solicitation and distribution of materials for non-County purposes.

It is the policy of the Johnson County Government to prohibit solicitation and distribution of any kind on its premises by non-employees and to prohibit commercial solicitation and distribution by employees. It is the policy of the County to permit solicitation and distribution by employees only as appropriate for conducting County business. Limited solicitation and distribution by employees in the workplace may be allowed for purposes related to programs sponsored by community service or charitable agencies under standards and Human Resources Procedures adopted by the County Manager. Any limited solicitation and distribution allowable under this Policy shall not interfere with normal operations, reduce employee efficiency, annoy members of the public, or pose a threat to security.

The County may designate certain community service or charitable agencies as community partners and has designated Feed the Need and the United Way as community partners. Subject to Department/Agency Leaders approval, employees may solicit contributions, distribute literature or materials related to the community partners’ operation, or organize fund-raising drives or events directed primarily for employee participation for or on behalf of such agencies in a reasonable manner. While employees are encouraged to assist in these drives, their participation is entirely optional.

The County Manager shall adopt Human Resources Procedures establishing further guidelines regulating solicitation and distribution and participation in community partner events.

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The purpose of this Procedure is to set forth guidelines regulating the limited solicitation and distribution activities that will be permitted by the County.

For purposes of this Procedure, the term “County business” means the provision of services to the public and the conducting of ordinary business transactions and activities related thereto. The term “County business” includes those organizations designated as community partners, such as Feed the Need and the United Way. The County may authorize a limited number of fund drives by employees on behalf of community service or charitable agencies, or for employee gifts. The distribution of material and solicitation relating to “for profit” businesses is not permitted during working time.

In determining whether to permit distribution of material and solicitation by County employees, the County will consider: (a) amount of potential disruption, distraction, and interference with County business; (b) potential housekeeping and appearance issues; (c) time involved both in distributing/soliciting and in supervisory monitoring of the activities; (d) potential benefit or detriment to the County; (e) relationship to County business; (f) method of distribution; (g) effect on efficiency and productivity; (h) extent, scope, and frequency of the activities; (i) effect on employee morale; (j) annoyance to members of the public; or (k) if they pose a threat to security or safety.

Employees who wish to conduct solicitation or distribution of materials to other employees within their own department/agency for the purposes allowed by this Procedure must request permission to do so from their Department/Agency Leader. Department/Agency Leaders may impose such reasonable time, place, and manner restrictions as they deem appropriate or necessary to ensure that the activity does not interfere with normal operations, reduce employee efficiency, annoy members of the public, or pose a threat to security. The Director of Human Resources has the authority to intervene in, prohibit, or restrict any distribution or solicitation if he/she believes that it is not acceptable under this Policy and Procedure.

Employees may not solicit or distribute materials to other employees outside their own department/agency.

Employees who supervise the work of other employees should not solicit or distribute materials related to non-County business to those employees to prevent misunderstandings or perceived conflicts of interest.

The Director of Human Resources is responsible for administering this Procedure and enforcing its provisions. Employees will be subject to disciplinary action for violating the Solicitation and Distribution Policy or this Procedure.

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The purpose of this Policy is to notify employees of the County’s commitment to a smoke-free and tobacco-free work environment.

It is the policy of the Johnson County Government to prohibit smoking and the use of any tobacco products within any building or property owned or leased by the County and within any other facility or property used or occupied by the County for the conduct of County business. It is also the policy of Johnson County Government to prohibit smoking and the use of any tobacco products in any vehicle leased or owned by the County or other vehicles while being used for County business purposes to transport County employees or consumers of County services. It is the policy of the County to comply with all applicable federal, state, and local regulations regarding smoking in the workplace and to provide a work environment that promotes productivity and the well being of its employees.

Smoking and the use of tobacco products are prohibited inside all County facilities except for areas where it is specifically authorized. Smoking and the use of tobacco products are also prohibited outdoors in areas that are designated as non-smoking areas by the County Manager. This policy applies to visitors as well as employees while on the County’s premises.

Employees are expected to exercise common courtesy and to respect the needs and sensitivities of coworkers with regard to this policy. Smokers and users of tobacco products have a special obligation to keep smoking areas litter-free and not to abuse break and work rules. Employees who violate this policy will be subject to disciplinary action.

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This Procedure covers the County’s process for establishing designated non-smoking/non-tobacco outdoor areas.

Smoking/tobacco use is prohibited in County buildings. The County permits smoking/tobacco use in outdoor areas of County property, except that the County Manager may designate one or more entrances, or areas at or around an entrance, of any County building as non-smoking/non-tobacco areas.

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The purpose of this Policy is to notify employees of the County’s commitment to protecting the safety, health, and well being of all employees and the public by maintaining a drug-free and alcohol-free workplace.

It is the policy of the County to provide and maintain a drug-free and alcohol-free workplace. A drug-free workplace program has been established that balances respect for individuals with the need to maintain an alcohol-free and drug-free environment.

The County recognizes that employee involvement with alcohol and other drugs can be very disruptive, adversely affect the quality of work and performance of employees, pose serious health and safety risks to users and others, and have a negative impact on productivity and morale. Employees whose drug or alcohol use impacts the workplace will be subject to disciplinary action up to and including termination of employment and/or may be offered an opportunity to participate in rehabilitation subject to a return-to-work agreement. Johnson County Government encourages employees to voluntarily seek help with drug and alcohol problems.

Employees are expected to report ready to work in a condition that enables them to properly perform the functions of their positions. If an employee’s ability to perform his/her job duties is impaired, whether from the use of alcohol, illicit drugs, prescribed medications or over-the-counter medicines, he/she should immediately notify his/her supervisor of the impairment.

Employees who serve in safety-sensitive or security-sensitive positions must be particularly vigilant with regard to the effects of alcohol or drug use. Employees in those positions must also be aware of the effects of prescription or over-the-counter medications on their ability to safely perform their job duties. Any employee in a safety-sensitive or security-sensitive position is required to advise his/her supervisor if he/she is taking any over-the-counter medication or medication prescribed by a health care provider that may impair his/her ability to safely and effectively perform assigned duties.

It is the policy of the Johnson County Government to comply with the federal requirements for the testing of employees who are required to maintain a commercial driver’s license (CDL). The minimum sanctions in this Policy and federal law shall not lessen the County’s ability to impose greater sanctions, up to and including termination of employment under the County’s disciplinary policies. The County shall comply with all provisions of the Department of Transportation’s CDL requirements including, but not limited to, the drug and alcohol testing requirements mandated by the Department of Transportation

This Policy applies to any individual who conducts business for the County, is applying for a position, or is conducting business on County property. The Drug-Free and Alcohol-Free Workplace Policy is intended to apply whenever anyone is representing or conducting business for the County. Therefore, this Policy applies during all working hours, whenever conducting business or representing the County, while on call, paid standby, while on County property, and at County-sponsored events.

Prohibited Behavior

It is a violation of this Policy to use, possess, sell, trade, and/or offer for sale alcohol, illegal drugs, intoxicants, or drug paraphernalia in the workplace, including prescription drugs prescribed for another individual. It shall also be a violation of this Policy to work or report to work while under the influence of illegal drugs or alcohol, regardless of where consumed. If an employee violates the policy, he/she will be subject to disciplinary action, up to and including termination of employment, and/or may be required to enter rehabilitation or seek treatment. An employee required to enter rehabilitation and fails to successfully complete rehabilitation or treatment or repeatedly violates this Policy will be terminated from employment. Nothing in this policy prohibits the employee from being disciplined or discharged for a first violation of this Policy or for other violations and/or performance problems.

Any employee who is convicted of a criminal drug violation must notify the County in writing within five (5) calendar days of the conviction. The County will take action as appropriate under the circumstances and as required by the Drug-Free Workplace Act within thirty (30) calendar days of notification. Departments/agencies which have been awarded federal grants or contracts shall notify the appropriate contracting agencies as required by law. The County Manager shall develop Human Resources Procedures establishing the manner and process for employees to report all criminal drug convictions or other alcohol or drug-related charges.

Drug and Alcohol Testing

Each employee, as a condition of employment, will be required to participate in drug and/or alcohol testing after an accident on the job or while operating a vehicle owned or leased by the County. The County shall conduct additional drug and/or alcohol tests if required by law. In addition, public safety departments/agencies may develop pre-employment testing procedures subject to the approval of the County Manager. Any applicant who violates the Drug-Free and Alcohol-Free Workplace Policy will have his/her offer of employment withdrawn. The County Manager shall develop Human Resources Procedures setting forth the standards and processes for such drug testing consistent with this Policy.

All drug and/or alcohol information will be maintained in separate confidential records. Samples used for testing will be used solely for the purpose of drug and/or alcohol testing. No other tests shall be conducted or permitted. Samples shall be destroyed or retained in a manner consistent with all applicable federal, state and local laws, and administrative regulations and industry standards.

In the event of a conflict between this Policy (and its Procedures) and any other policies or procedures that cover transportation employees who are subject to the U.S. Department of Transportation (DOT) drug and alcohol regulations, DOT regulations take precedence. The County may then apply this Policy based on the same facts and circumstances.

Following a violation of this Policy, an employee may be required to participate in a rehabilitation program as a condition of continuing employment. In such cases, the employee must sign and abide by the terms set forth in a Return-to-Work Agreement.

The County recognizes that alcohol and drug abuse and addiction are treatable illnesses. One of the goals of this Policy is to encourage employees to voluntarily seek help with alcohol and/or drug problems. Early intervention and support improve the success of rehabilitation. To support County employees, the County encourages employees to seek help if they are concerned that they or their family members may have drug and/or alcohol problems through the Employee Assistance Program (EAP) and allows the use of accrued paid leave while seeking treatment for alcohol and other drug problems. Treatment for alcoholism and/or other drug use disorders may be covered by the employee benefit plan. However, the ultimate financial responsibility for recommended treatment belongs to the employee.

All information received by the County in the process of administering the terms and provisions of this Policy shall be considered confidential communications. Access to this information is limited to those who have a legitimate need to know in compliance with relevant laws and County policies.

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This Procedure sets forth the standards and processes for the County’s drug and/or alcohol testing of employees involved in work-related motor vehicle accidents or based upon reasonable suspicion of violation of the County’s Drug-Free and Alcohol-Free Workplace Policy.

The County may take such action as it deems appropriate or necessary whenever it has reasonable suspicion that an employee may be in violation of the County’s Drug-Free and Alcohol-Free Workplace Policy, including relieving an employee from duty and requiring the employee to submit to drug and/or alcohol testing.

"Reasonable suspicion" is a belief that can be articulated based on objective facts sufficient to lead a reasonable person to suspect that an employee is under the influence of drugs or alcohol so that the employee’s ability to perform the functions of the job is impaired or that the employee’s ability to perform his/her job safely is reduced.

Factors that the County may consider in determining “reasonable suspicion” include without limitation:

The County may require that an employee submit to drug and/or alcohol testing following a work-related motor vehicle accident.

To ensure the accuracy and fairness of the County’s testing program, all drug testing will be conducted according to DHHS/SAMHSA guidelines where applicable and will include a screening test; a confirmation test; the opportunity for a split sample; review by a Medical Review Officer, including the opportunity for employees who test positive to provide a legitimate medical explanation, such as a physician’s prescription, for the positive result; and a documented chain of custody. All alcohol testing will be conducted in a manner consistent with the guidelines for alcohol testing issued by the Kansas Department of Health and Environment or by the Department of Transportation.

Testing for the presence of alcohol may be conducted by analysis of breath and/or blood. Testing for the presence of the metabolites of drugs may be conducted by the analysis of urine, blood, and/or hair samples.

Any employee who tests positive will be removed from duty and will be subject to disciplinary action, up to and including termination of employment. In addition to or in the alternative, an employee who tests positive may be referred to a substance abuse professional for assessment and recommendations, required to successfully complete recommended rehabilitation or treatment, required to pass a Return-to-Duty test and sign a Return-to-Work Agreement, and terminated from employment immediately if he/she tests positive a second time or violates the Return-to-Work Agreement.

Any applicant who violates the Drug-Free and Alcohol-Free Workplace Policy will have his/her offer of employment withdrawn.

An employee will be subject to the same consequences of a positive test if he/she refuses to complete the screening test or refuses to cooperate in the testing process in such a way that prevents completion of the test, including a retest for negative dilute tests.

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This Procedure sets forth the County’s process for employees in security-sensitive and safety-sensitive positions to notify their supervisors of the use of any drug or medication which may impair their ability to safely and effectively perform the duties of their position.

Public employees who serve in safety-sensitive and security-sensitive positions possess great authority and responsibility. These employees must be particularly vigilant to the effects of drug and/or alcohol use and must also be acutely aware of the effects of prescription and over-the-counter medications. Employees who serve in safety-sensitive and security-sensitive positions have a duty to ensure that they are aware of the effects of any medication that they are taking and that the medication will not impair their ability to safely and effectively carry out the functions of their position.

Any employee in a safety-sensitive or security-sensitive position is required to advise his/her supervisor if he/she is taking any drug, prescription medication, or over-the-counter medication, regardless of whether prescribed by a health care provider, that may impair his/her ability to safely and effectively perform assigned duties.

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This Procedure covers the County’s process for handling voluntary admissions of a drug and/or alcohol problem.

The County recognizes that alcohol and/or drug abuse and addiction are treatable illnesses. The County encourages employees to voluntarily seek help with alcohol and/or drug problems. Early intervention and support improve the success of treatment and rehabilitation.

The County will work with and assist any employee who voluntarily admits that he/she may have a drug and/or alcohol problem and needs professional assistance. For the purposes of this Procedure, the term “voluntarily” means that the employee makes the disclosure or admission before reasonable suspicion exists and before the County has any reason to believe that the employee is or may be in violation of this Policy.

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This Procedure covers the County’s rules regarding drug-related and/or alcohol-related criminal violations.

An employee is required to immediately report:

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The purpose of this Policy is to inform employees of the County’s commitment to provide a workplace free from violent, threatening, intimidating, or disruptive behavior.

It is the policy of the Johnson County Government not to tolerate, condone, or permit, threatening, intimidating, or disruptive behavior by employees, volunteers, non-employees who conduct business with the County, or members of the public. The County will take reasonable measures to provide a workplace that is free from acts or threats of violence.

Violence, harassment, or disruptive behavior directed against others is strictly prohibited and constitutes serious employee misconduct. The County will take direct and immediate action to prevent such behavior, and to remedy all reported instances of such inappropriate behavior. Violation of this Policy will result in disciplinary action up to and including termination of employment.

If the County believes that the behavior in question may also be criminal in nature, the County may refer the matter to the appropriate law enforcement authorities in addition to taking such disciplinary or other action as the County deems to be appropriate or advisable.

The County Manager is directed to establish Human Resources Procedures for the reporting and investigation of complaints of violent, threatening, intimidating, or disruptive behavior in the workplace.

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This Procedure establishes the County’s process for reporting and investigating allegations of violence in the workplace and provides examples of prohibited behavior.

Violent, threatening, intimidating, or disruptive behavior directed against others is strictly prohibited and constitutes serious employee misconduct. Examples of such unacceptable behavior include, but are not limited to:

All employees have a responsibility to keep the workplace free of violence, harassment, intimidation, or other disruptive behavior. Employees who engage in such behavior are to be relieved of duty and removed from the workplace immediately.

Any employee who witnesses an act of workplace violence or who believes in good faith that he/she has been subjected to harassment, violence, disruptive behavior, or retaliation by a co-worker, supervisor, manager, elected or appointed official, or another person, is required to immediately report the matter to the Director of Human Resources or any supervisor or manager of his/her choice without regard to the chain of command.

Any supervisor, manager, department/agency head or official, whether elected or appointed, upon receiving a written or oral complaint, allegation, or any notice whatsoever, of violence in the workplace, shall immediately notify the Director of Human Resources and shall take immediate action to address any imminent threat. Employees should activate facility security measures without prior notification to the Director of Human Resources if they believe the situation poses imminent danger.

Any allegation of violence by an employee, volunteer, or vendor in the workplace that requires administrative investigation to resolve shall be investigated in the same manner as a complaint of harassment or discrimination in the workplace.

The Director of Human Resources, in conjunction with the Legal Department, shall determine whether the Department of Human Resources, the Legal Department, and/or outside counsel will conduct the investigation.

Upon completion of the administrative investigation, the investigator(s) will submit written findings to the Director of Human Resources, who will consult with the Legal Department to determine the appropriate action to be taken.

To the fullest extent reasonable, the investigator(s) shall conduct the investigations confidentially. Retaliation against any employee for filing a complaint, reporting harassment, conducting or participating in an investigation is strictly prohibited.

Violation of this Policy or Procedure will result in disciplinary action up to and including termination of employment.

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The purpose of this Policy is to inform employees of the County’s commitment to provide a workplace free from the danger and threat of weapons.

It is the policy of the Johnson County Government to prohibit the possession, storage, keeping, use, or transportation of weapons in the workplace, at County-sponsored functions, in or on County property, or in County vehicles. The County adopts this Policy in recognition of the danger presented to the health, safety, and welfare of employees and members of the public by the introduction of weapons into the workplace, particularly in light of the ongoing threat of terrorism. All persons, other than those specifically exempted in this Policy, are prohibited from carrying, possessing, using, or transporting weapons in or on County property or while performing services for the County in any location or in any County vehicle. Certified law enforcement officers, Federal law enforcement and protective service personnel, members of the Uniformed Services actively engaged in the performance of their duties, Sheriff’s Deputies, security guards licensed to carry firearms who are actually performing such services, and private detectives licensed by the State of Kansas are specifically exempted from this Policy.

The term “weapons” includes, without limitation, firearms of all types and sizes, whether loaded or not; air guns, BB-guns, pellet guns, and the like; simulated weapons; knives, swords, switchblades, razors, and the like – other than small pocket knives, utility knives, and the like with a blade of less than three inches in length; clubs, bludgeons, batons, bats, and the like; incendiary or explosive devices of any sort whatsoever; martial arts weapons, including num-chuks, throwing stars, and the like; and any item carried with the intent to go armed, or used to threaten or intimidate another. The term “weapons” shall not include the lawful possession of personal security devices, intended for use by members of the general public, including without limitation, pepper spray, mace, and such other personal defense sprays.

The County Manager shall take such steps as are necessary to fully implement this Policy. The County Manager is authorized to implement Human Resources Procedures to further the goals and objectives of this Policy. To that end, the County Manager may include other items within the definition of weapons and post any notices he/she deems appropriate consistent with the intent of this Policy.

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This Procedure is to set forth guidelines for administration and enforcement of the Weapons-Free Workplace Policy and for reporting potential threats of violence.

The County Manager may direct the posting of signs prohibiting weapons on County-owned or leased facilities or property at his/her discretion consistent with intent of this Policy.

Any employee who believes in good faith that any person is in possession of a weapon in violation of this Policy or otherwise poses an imminent threat is required, when it can be done safely, to immediately activate security measures for his/her department/agency. Employees should then notify any available supervisor or manager. Employees are advised to activate facility security measures if they believe the situation poses imminent danger.

Any employee who believes in good faith that a co-worker, supervisor, manager, or elected or appointed official is in possession of a weapon in violation of this Policy is required to report the matter as soon as possible to the Director of Human Resources or any supervisor or manager without regard to the chain of command.

Any supervisor, manager, department/agency head or official, whether elected or appointed, upon receiving a written or oral complaint, allegation, or any notice whatsoever of an alleged violation of this Policy by an employee, shall immediately notify the Director of Human Resources. Any search of an employee or his/her personal possessions, other than by law enforcement, shall be conducted consistent with the Privacy Expectations Policy and Procedures. If any weapon is discovered in the course of a search, the weapon shall be secured, confiscated and turned over to appropriate authorities.

The first objective with regard to any weapon in the workplace is to immediately and safely resolve any imminent threat and to responsibly confiscate and secure any weapon discovered in the workplace. All employees should be familiar with facility security measures. Facility security measures should be activated if the situation possesses an immediate threat or if any individual is believed to be in possession of a firearm or other obvious dangerous weapon.

After any imminent threat has been resolved, or in circumstances where a violation is reported with no imminent threat, it shall be the responsibility of the Department of Human Resources to determine who will investigate the matter and to ensure that the report is immediately investigated. The manager or director investigating the report shall immediately confront the employee alleged to have violated the policy; shall interview other employees when necessary; and shall take other necessary steps to ensure that any weapons are confiscated or removed from the workplace and that the policy is enforced. To the fullest extent reasonable, the investigator(s) shall conduct the investigations confidentially.

Retaliation against any employee for reporting a violation of this Policy or participating in an investigation is strictly prohibited.

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The purposes of this Policy are to emphasize that County employees will be held accountable for both their performance and their conduct in the workplace and to identify corrective actions which the County may use when an employee’s performance or conduct does not meet established standards.

It is the policy of the County that all employees, in the performance of their job responsibilities, are expected to achieve established performance standards, and that, whenever those standards are not achieved, the employee will be held accountable. The County will exercise appropriate corrective actions to ensure performance improvement and/or proper accountability.

It is also the policy of the County that all employees are responsible for their own behavior in the workplace and that they will conduct themselves in a manner which complies with established standards of conduct for their jobs and the expectations of the County. Whenever employee conduct does not meet the established standard or expectation, the employee will be held accountable, and the County will exercise appropriate corrective action to ensure accountability.

The County prefers to structure performance improvement and/or disciplinary action in a manner which provides the employee with a productive opportunity to improve performance or to correct the behavior. However, it is the policy of the County to assess both performance issues and conduct problems based upon degrees of tolerance and severity. The County retains the right to impose discipline or take whatever corrective actions may be considered best for the County, including termination of employment.

It is the policy of the County that corrective actions, whether taken for performance improvement or to correct misconduct, be administered in a fair and nondiscriminatory manner consistent with the policies of the Board and procedures established by the County Manager.

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This Procedure establishes a process through which the County may identify and assess issues of employee work performance or workplace behavior which does not meet or comply with the established standards of the County.

All County employees are expected to (1) perform their job duties in a manner that meets the performance standards established by the County; and (2) behave, in the workplace, in a manner that complies with standards of conduct prescribed or reasonably expected by the County. When an employee’s performance or conduct does not meet or comply with those expectations, then the employee’s actions should be reviewed, and when appropriate, the employee should be held accountable through a corrective action process.

Employee issues that require corrective action generally can be classified as either a performance improvement issue or a behavior issue. Department/Agency Leaders are encouraged to consult with the Department of Human Resources to best classify any employment issue. Appropriately classifying the issue is an important first step and will enable Department/Agency Leadership and the Department of Human Resources to more effectively determine an appropriate course of corrective action.

Performance issues are different from behavior issues and should be addressed, generally, in a different manner for corrective action. Therefore, when an employee is not meeting expectations, the manager or supervisor should determine if the problem is a performance issue, that is, related primarily to the employee’s inability to actually perform the job or task due to lack of knowledge, skill, talent or effort; or a behavior issue, that is, related primarily to misconduct.

When an issue is clearly a performance issue, then corrective action should be assessed and structured through the performance improvement process. When an issue is clearly a behavior issue, then corrective action should be assessed and structured through the disciplinary process.

When an employee issue cannot readily be assessed as either a performance issue or a behavior issue, then the problem should be evaluated with the assistance of the Department of Human Resources and a corrective action plan structured using either or both the performance improvement process and/or the disciplinary process.

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This Procedure establishes the process that the County may use when corrective action is appropriate to address job performance issues.

When an employee’s job performance is not meeting the expectations of his/her position, the County expects the employee to correct the deficiency and improve performance to acceptable standards. When the employee does not meet expectations for performance, the County may initiate the performance improvement process and provide the employee with an opportunity to correct a developing problem through performance coaching or specific performance improvement plans. The County may use any reasonable form of coaching, training, performance improvement plan, or other corrective action that it deems appropriate.

In general, the County supports a positive, interactive process to address unsatisfactory performance. The interactive process provides notification to the employee that a problem or deficiency exists, articulates the steps necessary to meet expected performance standards, asks for employee input, and discloses the consequences of failure to improve. When necessary, more detailed coaching, recommendations, and improvement plans are used or made available. However, supervisors and managers may deviate from the usual steps in the process, may initiate corrective action at any step in the process, and may repeat one or more steps or stages.

In some circumstances, the County may choose to terminate the employment relationship as the corrective action and not to initiate the performance improvement process.

Supervisors and managers should consider the following factors in determining the appropriate step in the performance improvement process:

In initiating corrective action, supervisors and managers should be mindful of objective performance standards to avoid giving preferential treatment or acting arbitrarily. While supervisors must be conscious of the individual needs of each employee, similarly situated employees should receive generally comparable treatment.

The Department of Human Resources will provide assistance to departments/agencies when addressing unsatisfactory performance to ensure reasonable, objective, and consistent application.

In many instances, one or two candid discussions like this may be enough to significantly improve an employee’s performance. If the informal coaching attempts fail, the supervisor can establish a more formal performance improvement plan.

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This Procedure establishes the disciplinary process and general forms of discipline that the County may use for corrective action related to behavioral or conduct issues in the workplace and provides guidelines for determining appropriate levels of disciplinary action.

County employees are responsible for their behavior and conduct while in the workplace. Behavior or conduct in the workplace which does not meet the standards established by the County, which is contrary to County policy, rule or instruction, or which has a negative impact upon the workplace is unacceptable and warrants corrective action through the disciplinary process.

Behavioral problems, which include misconduct, negligence, insubordination, poor attendance, and other offensive or disrespectful behavior, are usually within the employee’s control, and the County prefers to provide the employee with an opportunity to resolve the problem through the disciplinary process. However, the County may use any reasonable form of corrective action, including the disciplinary process, to resolve or correct employee misconduct or other behavioral problems.

The disciplinary process is intended to hold employees accountable and to effectively resolve or correct misconduct or other behavioral problems. The process is not necessarily structured to be sequential or progressive, though supervisors or managers, in their discretion, may use it in that manner, or they may, in their discretion, institute disciplinary proceedings at any level in the process which they believe is most appropriate, including repeating any particular level.

Every incident in which disciplinary action is contemplated must be considered in light of the facts and circumstances of the employee’s conduct, and the level of the discipline imposed should be based upon the type and degree of severity of the behavior. In some circumstances, the County may terminate the employment relationship without using other levels of discipline through the disciplinary process.

Supervisors and managers should consider the following factors in determining an appropriate level of discipline:

When applying discipline policies, supervisors and managers should be careful not to show preferential treatment or act arbitrarily. Similarly situated employees should receive generally comparable treatment.

The Department of Human Resources will provide assistance to departments/agencies when determining the appropriate level of discipline to ensure reasonable, objective, and consistent application.

1. Written Reprimand

2. Management Referral through the Employee Assistance Program

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The purpose of this Policy is to notify employees of the circumstances in which the County may make use of involuntary leaves of absence.

It is the policy of the Johnson County Government to place employees on an administrative leave of absence in situations where the County believes that the employee’s absence from work would be in the best interests of the County. Administrative leave is not disciplinary in nature. A department/agency leader may place an employee on administrative leave in the following circumstances:

Administrative leave will generally be paid leave. Employees may be placed upon unpaid administrative leave only upon the approval of County Manager after consulting the Legal Department. Employees who have completed their introductory performance trial period and are placed on unpaid administrative leave may access the dispute resolution policy. Administrative leave, even if compensated, will not count as hours worked for the purposes of calculating overtime.

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This Procedure establishes the guidelines for placing employees on an involuntary administrative leave.

An employee may be placed on an administrative leave of absence in situations where the County believes that the employee’s absence from work would be in the best interests of the County. Administrative leave is non-disciplinary in nature. Absent extraordinary circumstances, administrative leave shall be paid leave.

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The purpose of this Policy is to notify employees of the circumstances under which an employee may be placed on a judicial suspension because the employee has been charged with or arrested for the commission of a crime.

It is the policy of the Johnson County Government that employees who have been charged with or arrested for the commission of a crime may be placed on judicial suspension. The term “crime” does not include minor traffic offenses. Judicial suspension is an unpaid leave of absence and is not disciplinary in nature. Employees, who are placed on judicial suspension, are subsequently acquitted and are not subject to disciplinary action for violation of County policies or department/agency rules may be entitled to reinstatement of wages and benefits lost while on judicial suspension.

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This Procedure addresses the circumstances under which an employee may be placed on an unpaid leave of absence because the employee has been charged with or arrested for the commission of a crime.

An employee must notify his/her immediate supervisor or Department/Agency Leaders of any arrest, charges, incarceration, or criminal trial involving the employee that could affect the employee’s attendance at work, work performance, or adversely impact the County or department/agency or the public perception of the County or department/agency. Department/Agency Leaders shall notify the Department of Human Resources.

Judicial suspension is a non-disciplinary action without pay.

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The purpose of this Policy is twofold: 1) to encourage employees to make reasonable informal efforts to resolve legitimate issues of concern to them in a manner that will be the least disruptive to the County and its employees; and, 2) to provide employees with a dispute resolution procedure for requesting review of a dispute concerning an adverse employment action (termination of employment, suspension without pay, or reduction in pay due to a demotion or reclassification), unjust discipline, or unfair working conditions.

It is the policy of the Johnson County Government to provide employees with the opportunity and the appropriate forum (either informal or formal) to present their work-related complaints of unfair working conditions, unjust discipline or disputes concerning the appropriateness of adverse employment action. The County will attempt to resolve promptly all disputes that are appropriate for handling under this Policy. Employees are required to express their concerns in good faith and in a constructive and non-disruptive way.

Final decisions on disputes will not be precedent-setting or binding on future disputes. The County may, at its discretion, refuse to proceed with any dispute it determines is improper under this Policy. Further, this Policy does not alter the employment-at-will relationship in any way.

The County Manager, consistent with the County Charter, is granted the authority to adopt Human Resources Procedures setting forth the standards and process for the review of employee disputes or grievances. The County Manager has the authority to hear and determine any employee dispute; the County Manager may delegate some or all of that authority to a hearing panel, individual or judicial agency through the adoption of Human Resources Procedures at his/her discretion.

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The purpose of this Procedure is to notify employees of the internal process for filing a complaint disputing an adverse employment action (termination of employment, suspension without pay, or reduction in pay due to a demotion or reclassification), unjust discipline, or unfair working conditions and the County’s procedures for handling such requests.

The County provides a process for employees to file complaints in connection with adverse employment decisions or treatment related to their employment. The process is designed to ensure that all disciplinary actions or employee complaints alleging unfair treatment receive at least one level of managerial review.

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