From Human Resources
|Recent Personnel Policy Changes|
Leaves of Absence (3500) Effective May 15, 2014 language was added to allow employees to use up to one hour of accrued sick leave per month for Personal Wellness Leave (PWL) related to physical fitness.
Relocation Assistance (2000) Effective February 1, 2014, language was added to clarify the granting of benefits by the districts/divisions and to clarify policy allowance for meals, vehicle usage, and storage of household goods during the relocation process.
Grievance Procedure (2100) Effective November 1, 2013, changes were made to add the optional grievance panel review process as a formal part of the policy rather than maintaining it as a piloted option. The grievance process flowchart was deleted from this policy.
Working Hours and Overtime (3000) Effective November 1, 2013, changes were made to include the eligibility of DOT 2 employees to receive the holiday differential. Language was also added to further clarify when employees would be eligible for the holiday differential and to clarify the allowance of pre-flexing.
Performance/Conduct Intervention (2600) Effective October 1, 2013, changes were made to improve communication with an employee on disciplinary probation, specifically regarding his/her status prior to the completion of the probationary period. Additionally, the Disciplinary Intervention Flow Chart attachment to this policy was deleted.
Educational Assistance (6504) Effective September 1, 2013, the Educational Assistance Program was reinstated. Parameters for the program were revised to allow employees reimbursement for up to 12 credit hours per year towards earning one degree at the associate, bachelor and/or masters level (a total of three degrees possible).
Educational Assistance (6504) Effective September 1, 2013, procedures for receiving educational assistance reimbursement were updated to reflect changes made to policy and introduce new forms used in applying for educational assistance.
Effective July 16, 2013, pertinent language was moved from policy to procedure. Clarifications were added regarding responsibilities and definitions for compliance training and Core Workforce Values Training. Policy/procedure updated to reflect organizational titles and division/district title changes.
Effective June 1, 2013, The Cooperative Educational Training Program is merged with the Internship Program so as to more efficiently utilize available resources. Therefore, Policy 6500 – “Cooperative Educational Training Program,” has been deactivated and any relevant language from that policy was incorporated into the revised Policy/Procedure 0518, “Internship Program."
Effective May 1, 2013, wording was added to include that employees avoid any interest, activity or outside employment which could improperly influence or give the appearance of improperly influencing the performance of their official duties.
Effective April 16, 2013, policy revised to allow for disciplinary probation letters (except those involving drug or alcohol testing) to permanently remain in an employee's official personnel file and work location file. Language regarding documentation of verbal and written warnings was also revised so that such documents will be purged from files and not be considered if three years pass from the date of the action without any further disciplinary actions being taken. If further disciplinary action is taken within three years, documents regarding previous verbal and/or written warnings can remain part of an employee's record as support for the next step of progressive discipline.
Removed statement that first-time violations should result in a written warning as a minimum. First-time violations will now result in a documented verbal warning as a minimum. Language was also added to allow for an employee who is charged with a felony to be terminated based on the circumstances surrounding the felony charges.
Language regarding working longer than a 12-hour shift during emergency operations was modified and now states that approval to work an extended shift must be obtained from a maintenance management position in salary grade 18 or above, which would generally be a district maintenance engineer, district maintenance and traffic engineer, or one of their assistants.
Effective January 1, 2013, several policy changes were made to extend protections and leave-related benefits to our employees based on sexual orientation or gender identification.
Effective September 1, 2012, policy was updated to include current forms and language.
Effective August 28, 2012, new language was incorporated that allows for paid leave for employees who may be members of the Coast Guard Auxiliary.
Human Resources Personnel Policy Manual
The purpose of this manual is to provide guidance to department employees regarding specific policies, rules, provisions, and procedures within which all employees are expected to work. These policies and procedures cover topics related to employee behavior, various paid and unpaid leaves available to employees, procedures for hiring and promoting employees, and several other topics critical to all employees. Questions related to anything covered in these policies and procedures should be directed to the local human resources (HR) office in the districts or the HR Services unit for Central Office employees