Action 9.
Regular Board of Supervisors Meeting
Human Resources
- Meeting Date:
- 12/03/2013
- Title:
- HR Analyst
- Submitted By:
- Kelley Jones, Human Resources
- Department:
- Human Resources
Presentation:
Recommendation:
Document Signatures:
# of ORIGINALS
Submitted for Signature:
Submitted for Signature:
2
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of PRESENTER:
of PRESENTER:
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of PRESENTER:
of PRESENTER:
Mandated Function?:
Source of Mandate
or Basis for Support?:
or Basis for Support?:
Docket Number (If applicable):
Information
Agenda Item Text:
Adopt Resolution 13-40 revising and updating the Cochise County Drug and Alcohol Policy, Family and Medical Leave Act (FMLA) Policy and the Worker Compensation Policy effective January 1, 2014.
Background:
The Cochise County Board of Supervisors has the authority to adopt County personnel policies outlining how personnel administration is addressed within County Government. These policies have been adopted by the Board of Supervisors: 1) as required by federal and state laws, 2) to provide benefits for employees such as annual leave, sick leave and donated leave for catastropic illnesses, and 3) to provide clear and concise organizational policies for all employees. The Board of Supervisors adopted the Human Resources Policy Manual at their March 13, 2012 meeting and was effective April 1, 2012. As several policies were incorporated into the manual, three (3) policies were not included due to necessary revisions and updates required pursuant to federal and state law changes. On August 20, 2013 via email draft policies were submitted to the Department Directors and Elected Officials for review prior to the scheduled work session. These revisions were presented by the Human Resources staff and County Administration at the August 27, 2013 work session. On September 30, 2013, after reviewing the comments and feedback from the Department Directors and Elected Officials, a draft of these policies were submitted to all Cochise County employees via email to solicit their feedback and comments. 1. Drug and Alcohol Policy - The Board of Supervisors adopted a revision to this policy on August 10, 2004 which superceded Resolution 96-27 (3/18/96) and Merit System Rules 12.7. Proposed revisions to this policy are: 1) changes to the post-accident testing; 2) additional safety sensitive positions to be pre-employment and randomly tested; and 3) changes to the reasonable suspicion testing for all County employees. 2. Worker Compensation Policy - The Board of Supervisors adopted the following revisions to this policy: Res. 84-44 5/29/1984 Resolution 84-44 refers to computing compensation benefits for volunteers to be $4 per month for the purposes of calculating worker's compensation insurance for the volunteers Res. 92-10 2/24/1992 Reference MR 13.5, 15.5, 15.6 Res. 97-25 4/30/1997 Suspending operation, retro 2/24/92 - 7/30/97, of Res. 92-10 and portions of MR 15.5 & 15.6 - ee's receiving accruals while on W/C (Res. 97-25 rescinds MR 15.5B(3) & 15.6B(5) The proposed Worker Compensation Policy incorporates State mandated revisions to worker compensation to include the addition of the A.R.S. 38-961 "Public Safety Supplemental Benefits Plan". 3. Family and Medical Leave Act Policy - The Board of Supervisors adopted the formal Cochise County Family and Medical Leave Act Policy on May 20, 1996. Res. 96-48 adopted FMLA policy mandated by the Federal government per the Family and Medical Leave Act of 1993. In 2008 and 2013, the Federal government required updates to FMLA policies to include definitions, military caregiver leave, military existgency leave, and veteran caregiver leave. Human Resources staff has updated the FMLA policy to incorporate these mandated requirements to be in compliance.
Department's Next Steps (if approved):
Human Resources will disseminate the revised County Human Resources Policies to employees via email and/or place these on the internal County website.
Impact of NOT Approving/Alternatives:
All three (3) policies will remain status quo. The Worker Compensation policy and the FMLA policy will remain out of compliance in violation of Federal and State mandates.
To BOS Staff: Document Disposition/Follow-Up:
Record resolution.
Fiscal Impact
- Fiscal Year:
- One-time Fixed Costs? ($$$):
- Ongoing Costs? ($$$):
- County Match Required? ($$$):
- A-87 Overhead Amt? (Co. Cost Allocation $$$):
- Source of Funding?:
Fiscal Impact & Funding Sources (if known):
Current cost is approximately $1,600 for the mandatory pre-employment testing and random testing for CDL required positions. This cost also includes any post-accident testing. Upon approval of the revised Drug and Alcohol Policy, the cost for the testing will increase due to the testing of additional identified safety sensitive positions which will be pre-employment tested and randomly tested.
There is an additional fiscal impact for the Worker Compensation Policy with the supplement benefits for the public safety and CORP employees. The fiscal impact depends on eligible situations. There has been one (1) public safety employee that was affected by the supplemental benefit and the total cost to the County was $4,300 (this equated to the return of 184 hours of sick leave and $451.00 reimbursement to the employee for their portion of the public safety retirement contributions).