ABSENCES Employees Unable to Come to Work Must Contact Their Supervisor Or Designee Prior to the Start of Their Work Day As Determined by Their Department

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ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - ABSENCES Employees unable to come to work must contact their Supervisor or designee prior to the start of their work day as determined by their department. While it is recognized that there may be extenuating circumstances for unauthorized absence and due consideration will be given for each case, an employee who is absent from duty without approval for three (3) consecutive scheduled work days will be considered to have voluntarily terminated his or her position. Employees absent from work must account for their missed time through the use of vacation, sick leave, comp time, unpaid leave, or floating holidays. The provisions of this section apply to both Fair Labor Standards Act exempt and non-exempt employees and is in accordance with the County’s policy of ensuring public accountability of its employees.

AS&P

Employees unable to come to work must contact their supervisor or designee prior to the start of their work day as determined by their department. While it is recognized that there may be extenuating circumstances for unauthorized absence and due consideration will be given for each case, an employee who is absent from duty without approval for three (3) consecutive scheduled work days will be considered to have voluntarily terminated his/her position. Employees absent from work must account for their missed time through the use of vacation, sick leave, comp time or floating holidays. An employee whose absence which is not appropriately charged to such paid time off may apply for unpaid Voluntary Special Leave. The provisions of this section apply to both FLSA exempt and non-exempt employees and is in accordance with the County’s policy of ensuring public accountability of its employees.

BREWSTER VILLAGE

An employee who is absent from duty shall report the reason therefore to his/her supervisor prior to the date of absences when possible and in no case later than the first hour of the employee’s shift of the same workday. All unauthorized and unreported absences shall be considered absences without leave and deduction of pay shall be made for the period of absence. Three (3) consecutive days of absence without leave shall be construed as representing resignation from the County service.

GENERAL

An employee who is absent from duty shall report the reason therefore to his or her supervisor prior to the date of absence when possible and in no case later than one-half (1/2) hour before the commencement of a working day. All unauthorized and unreported absences shall be considered absences without leave and deduction of pay shall be made for the period of absence. Three (3) consecutive days of absence without leave shall be construed as representing resignation from the County service.

PROFESSIONALS

OCJCA

HIGHWAY AND SOLID WASTE

ABSENCE WITHOUT LEAVE

RECORDS

Attendance and leave records for all County employees are maintained on a current basis by the Highway Commissioner or Solid Waste Director. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED BENEFIT ELIGIBILITY Fringe benefits are types of compensation offered by the County to its employees in addition to earned wages. Fringe benefits are not offered to leased, employment agency or common law workers. Each fringe benefit has its own eligibility criteria, such as time served, or completion of the initial introductory period. In addition, each type of benefit must be examined to determine whether it is available to any particular group of employees, such as regular full (added 30 hour reference for Sheriff's department) time, temporary part-time, all full time.

The following sections were written with this in mind, and indicate to which groups of employees each benefit applies. Unless otherwise stated, part-time employees are eligible for prorated benefits at such time as they average twenty (20) hours or more per week during each proration period, or thirty (30) hours or more per week in the Sheriff’s department. References to “day” and “week” in the following text refers to the part-time employee’s prorated “day” or “week”, e.g. a 50% employee’s day is equal to 4 hours and a week to 20/30 hours. Proration calculations are performed by Payroll and benefit information is forwarded to each department.

AS&P

Fringe benefits are types of compensation offered by the County to its employees in addition to earned wages. Fringe benefits are not offered to leased, employment agency or common law workers. Each fringe benefit has its own eligibility criteria, such as time served, or completion of the initial introductory period. In addition, each type of benefit must be examined to determine whether it is available to any particular group of employees, such as regular full time, temporary part-time, all full time. The following sections were written with this in mind, and indicate to which groups of employees each benefit applies. Unless otherwise stated, part-time employees are eligible for prorated benefits at such time as they average twenty (20) hours or more per week during each proration period. References to “day” and “week” in the following text refers to the part-time employee’s prorated “day” or “week”, e.g. a 50% employee’s day is equal to 4 hours and a week to 20 hours. Proration calculations are performed by Payroll and benefit information is forwarded to each department. BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & CONSOLIDATED - BEREAVEMENT LEAVE - All regular full-time and part-time employees are eligible for up to three (3) days with pay for death in the immediate family, to include spouse, Registered Domestic Partner, child, parent, stepparents, stepchild, brother, sister, Formerly titled Funeral Leave (great) grandparents, father-in-law, mother-in-law, sister-in-law, brother-in-law, stepbrother, stepsister; uncle, aunt, nephew, niece and grandchild. The hour equivalent of the term “days” is determined by the proration factor of the employee.

Bereavement leave will normally be granted unless there are unusual business needs or staffing requirements. An employee may, with his or her Supervisor’s approval, use any available vacation or floating holidays for additional time off as necessary. Sick leave may not be used to extend bereavement leave without a physician's excuse.

Generally, bereavement leave is taken immediately following the death. However, there may be circumstances when a Supervisor will recognize the need for flexibility, for example, if a memorial service is scheduled at a time in the future.

Bereavement pay is calculated based on the base pay rate at the time of absence, and it will not include any special forms of compensation, such as incentives, commissions, bonuses, overtime or shift differentials.

The employee’s Supervisor and Human Resources will consider this time off on a case-by-case basis and may require verification of the need for the leave in special circumstances.

AS&P All regular full-time and part-time employees will be allowed three (3) days with pay for attending funerals for a death in the immediate family, to include spouse, Registered Domestic Partner, child, parent, stepparents, stepchild, brother, sister, grandparents, father-in-law, mother-in-law, sister-in- law, brother-in-law, stepbrother, stepsister; and grandchild. Only the regularly scheduled time lost within this period will be allowed coverage under funeral leave, and that time will be paid at straight time rates only. The funeral leave can be taken any time after the death occurs, but must be completed within two (2) days after burial. Sick leave may not be used to extend funeral leave without a physician's excuse. However, floating holidays and vacation may be used with the approval of the Department Head. BREWSTER VILLAGE All regular employees shall be entitled to a leave, not to exceed three (3) days per death, with pay to attend the funeral of a member of the immediate family. Such leave will be granted at the employee’s regular straight-time rate and shall be limited to the regularly scheduled time lost within the period beginning with the day of death and continuing through the day after the funeral. For purposes of funeral leave, immediate family is defined to include the employee’s spouse, Registered Domestic Partner, parent, child, parent-in-law, step-parent, step-child, brother, sister, brother-in-law, sister-in-law, grandparent and grandchild. Requests for such leave shall be made to the employee’s department head. Regular part-time employees who work an average of twenty (20) hours per week shall receive funeral leave on the above basis prorated according to actual time worked in relation to a full-time employee. GENERAL All regular employees shall be entitled to a leave, not to exceed three (3) work days per death, with pay to attend the funeral of a member of the immediate family. Such leave will be granted at the employee’s regular straight-time rate and shall be limited to the regularly scheduled time lost within the period beginning with the day of death and continuing through the day after the funeral. For purposes of funeral leave, immediate family is defined to include the employee’s spouse, Registered Domestic Partner, parent, child, parent-in-law, step-parent, step-child, brother, sister, brother-in-law, sister-in-law, grandparent and grandchild.

Requests for such leave shall be made to the employee’s department head. PROFESSIONALS All regular employees shall be entitled to a leave, not to exceed three (3) work days per death, with pay to attend the funeral of a member of the immediate family. Such leave will be granted at the employee’s regular straight-time rate and shall be limited to the regularly scheduled time lost within the period beginning with the day of death and continuing through the day after the funeral. For purposes of funeral leave, immediate family is defined to include the employee’s spouse, Registered Domestic Partner, parent, child, parent-in-law, step-parent, step-child, brother, sister, brother-in-law, sister-in-law, grandparent and grandchild.

Regular part-time employees who work at least an average of twenty (20) hours per week shall receive funeral leave on the above basis prorated according to actual time worked in relation to a full-time employee.

APPENDIX 4. Funeral Leave. All regular full-time employees will be allowed three (3) days with pay for attending funerals for a death in the immediate family, to include spouse, Registered Domestic Partner, child, parent, stepparents, stepchild, brother, sister, grandparents, father-in-law, mother-in-law, sister-in- law, brother-in-law, stepbrother, stepsister and grandchild. The funeral leave can be taken any time after the death occurs, but must be completed within two (2) days after burial. Sick leave may not be used to extend funeral leave without a physician’s excuse. However, floating holidays and vacation may be used with the approval of the Department Head.

All regular full-time employees will be allowed three (3) days with pay for attending funerals for a death in the immediate family, to include spouse, Registered Domestic Partner, child, parent, stepparents, stepchild, brother, sister, grandparents, father-in-law, mother-in-law, sister-in-law, brother-in- law, stepbrother, stepsister; and grandchild. The funeral leave can be taken any time after the death occurs, but must be completed within two (2) days after burial.

Sick leave may not be used to extend funeral leave without a physician’s excuse. However, floating holidays and vacation may be used with the approval of the Department Head.

Funeral Leave. All regular full-time employees will be allowed three (3) days with pay for attending funerals for a death in the immediate family, to include spouse, Registered Domestic Partner, child, parent, stepparents, stepchild, brother, sister, grandparents, father-in-law, mother-in-law, sister-in- law, brother-in-law, stepbrother, stepsister; and grandchild. The funeral leave can be taken any time after the death occurs, but must be completed within two (2) days after burial. OCJCA All regular employees shall be entitled to a leave, not to exceed three (3) work days due to the death of a member of the immediate family. Such leave will be granted at the employee’s regular straight-time rate and shall be limited to the regularly scheduled time lost within the period beginning with the day of death and continuing through the day after the funeral. For purposes of funeral leave, immediate family is defined to include the employee’s spouse, Registered Domestic Partner, parent, child, parent-in-law, step-parent, step-child, brother, sister, step-brother, step-sister, brother-in-law, sister-in-law, grandparent and grandchild.

Requests for such leave shall be made to the employee’s department head.

HIGHWAY AND SOLID WASTE All regular full-time and part-time employees will be allowed three (3) days with pay for attending funerals for a death in the immediate family, to include spouse, Registered Domestic Partner, child, parent, stepparents, stepchild, brother, sister, grandparents, father-in-law, mother-in-law, sister-in- law, brother-in-law, stepbrother, stepsister; and grandchild.

Only the regularly scheduled time lost within this period will be allowed coverage under funeral leave, and that time will be paid at straight time rates only. The funeral leave can be taken any time after the death occurs, but must be completed within two (2) days after burial.

Sick leave may not be used to extend funeral leave without a physician's excuse. However, floating holidays and vacation may be used with the approval of the Department Head. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & CONSOLIDATED - BREASTFEEDING FRIENDLY In recognition of the documented health advantages of breastfeeding for infants and mothers, Outagamie County provides a supportive environment to enable breastfeeding employees to express their milk during work hours. WORKPLACE See the BREASTFEEDING FRIENDLY WORKPLACE POLICY located on the HR intranet site for additional details.

AS&P All regular full-time and part-time employees will be allowed three (3) days with pay for attending funerals for a death in the immediate family, to include spouse, Registered Domestic Partner, child, parent, stepparents, stepchild, brother, sister, grandparents, father-in-law, mother-in-law, sister-in-law, brother-in-law, stepbrother, stepsister; and grandchild. Only the regularly scheduled time lost within this period will be allowed coverage under funeral leave, and that time will be paid at straight time rates only. The funeral leave can be taken any time after the death occurs, but must be completed within two (2) days after burial. Sick leave may not be used to extend funeral leave without a physician's excuse. However, floating holidays and vacation may be used with the approval of the Department Head. BREWSTER VILLAGE All regular employees shall be entitled to a leave, not to exceed three (3) days per death, with pay to attend the funeral of a member of the immediate family. Such leave will be granted at the employee’s regular straight-time rate and shall be limited to the regularly scheduled time lost within the period beginning with the day of death and continuing through the day after the funeral. For purposes of funeral leave, immediate family is defined to include the employee’s spouse, Registered Domestic Partner, parent, child, parent-in-law, step-parent, step-child, brother, sister, brother-in-law, sister- in-law, grandparent and grandchild. Requests for such leave shall be made to the employee’s department head. Regular part-time employees who work an average of twenty (20) hours per week shall receive funeral leave on the above basis prorated according to actual time worked in relation to a full-time employee. GENERAL All regular employees shall be entitled to a leave, not to exceed three (3) work days per death, with pay to attend the funeral of a member of the immediate family. Such leave will be granted at the employee’s regular straight-time rate and shall be limited to the regularly scheduled time lost within the period beginning with the day of death and continuing through the day after the funeral. For purposes of funeral leave, immediate family is defined to include the employee’s spouse, Registered Domestic Partner, parent, child, parent-in-law, step-parent, step-child, brother, sister, brother-in-law, sister- in-law, grandparent and grandchild.

Sick leave may not be used to extend funeral leave without a physician’s excuse. However, floating holidays and vacation may be used with the approval of the Department Head.

Requests for such leave shall be made to the employee’s department head.

Regular part-time employees shall be entitled to a leave with pay on the day of the funeral if it falls on a regularly scheduled workday to attend the funeral of a person within the employee’s immediate family as defined above. Such leave shall be limited to one (1) funeral per year. HIGHWAY AND SOLID WASTE All regular full-time and part-time employees will be allowed three (3) days with pay for attending funerals for a death in the immediate family, to include spouse, Registered Domestic Partner, child, parent, stepparents, stepchild, brother, sister, grandparents, father-in-law, mother-in-law, sister-in-law, brother-in-law, stepbrother, stepsister; and grandchild.

Sick leave may not be used to extend funeral leave without a physician's excuse. However, floating holidays and vacation may be used with the approval of the Department Head. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - BULLETIN BOARDS All required governmental postings are posted on the boards located in the break rooms of County buildings. These boards may also contain general announcements. The County reserves the right to refuse permission to post or to take down any announcement.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE

REVISED - EMPLOYMENT CLASSIFICATION In order to determine eligibility for benefits and overtime status and to ensure compliance with federal and state laws and regulations, Outagamie County classifies its employees as shown below. Outagamie County may review or change employee classifications at any time.

Exempt: Exempt employees are paid on a salaried basis and are not eligible to receive overtime pay.

Non-Exempt: Non-exempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours.

Full-Time Regular Employee: Works a regular schedule of 37.5 or 40 hours per week or meets the requirements of Section 7(k) of the Fair Labor Standards Act (FLSA). Under federal laws, non-exempt/hourly employees fall within Fair Labor Standards Act concerning minimum wage and overtime pay. Exempt/salaried employees are eligible for compensatory time for hours worked over 40/45 hours in a week. Full-time employees are required to participate and contribute in the Wisconsin Retirement System via payroll deduction.

See the COMPENSATORY TIME POLICY located on the HR intranet site for additional details.

Part-Time Regular Employee: Works a regular schedule that is, on average, less than 37.5 hours per week, with the exception of Section 7(k) Sheriff Department employees. Part-time employees, on a pro-rated basis, are entitled to the same benefits as full-time employees, with the exception of Life Insurance and Long Term Disability Insurance, provided they are hired at or averaged at least 20 hours per week for the 12 months preceding their anniversary date. Under federal laws, part-time employees are treated the same as full-time employees under the Fair Labor Standard Act concerning minimum wage and overtime pay. Part-time employees are also eligible for the Family and Medical Leave Act, provided they meet the applicable federal and state guidelines. Part-time employees may be eligible for enrollment in the Wisconsin Retirement System.

Job Share Employee: Job sharing means that two (or more) workers share the duties of one full-time job, each working part time. Employees involved in a job share arrangement must sign a Job Share Agreement.

See the JOB SHARE POLICY located on the HR intranet site for additional details.

Casual-Call Employee: One who is hired to satisfy or meet the needs of a department which are cyclical and recurring in nature. Casual-Call employees are not typically expected to work more than 27 hours per week. They may have a regular/consistent, infrequent, or variable schedule and may work as needed throughout the year. They may not work more than 960 hours in a 12- month period. If an employee is anticipated to work beyond 960 hours within a 12-month period, the Supervisor should speak with Human Resources to determine whether the status of the employee should be changed.

Temporary Employee: A direct hire temporary employee is an hourly appointment used to fill a classified job title in the County. A temporary employee is one who will be with the County for less than a year and one who has a specific expiration date. Temporary employees are eligible to earn leave and are covered by Social Security and unemployment compensation but do not receive any other fringe benefits. Employees classified as temporary can participate in an employer’s pension plans after completing 1200 hours of service within a 12-month period.

Seasonal Employee: Any employee who works one hundred twenty days a year or less for the County. These days need not be consecutive. The work being provided does not fulfill a classified job title in the Table of Organization. For example, if an employee works for the months of January, July, and October, then the employee is a seasonal employee.

Intern: A student who works, sometimes without pay, at a trade or occupation in order to gain practical work experience as part of an academic requirement. Internships will most often be viewed as employment, unless described below, relating to other academic compensation. Interns who qualify as employees typically must be paid at least the minimum wage and overtime compensation for hours worked over forty in a work week. There are some circumstances under which individuals who participate in internships or training programs may do so without compensation. This may apply to interns who receive training for their own educational benefit, if the training meets certain criteria. The determination of whether an internship or training program meets this exclusion depends upon all of the facts and circumstances of each such program.

Contract Workers: Typically hired to cover for absent employees (such as those who are on medical or disability leave) and temporary vacancies or to fill gaps in a County’s workforce. Contract workers are hired through a temporary staffing agency -- in which case the temp is on lease with the staffing County but not an employee of the County. Contract workers may be contracted to perform work in a range of industries, such as system support, labor, education, information technology, and healthcare. Some temporary jobs may lead to regular employment where appropriate. More often, however, departments procure temporary employees for a specific business purpose while avoiding the cost of hiring regular employees.

Contract workers may work full or part time but are not eligible for County benefits. Any benefits a worker may be eligible for would be provided by the Contracting Agency, where applicable. The maximum contract assignment for any temporary contract worker is twelve (12) calendar months.

Note: Seasonal workers and contract workers are not considered benefit eligible employees of Outagamie County and would not fall into the category of Employee as it pertains to this Employee Handbook.

Throughout one’s employment with the County, an employee's status may change, whether by voluntary or involuntary means. He or she may be granted a promotion, make a lateral transfer, get laid off, terminate the employment relationship, or become part or full time; or, he or she may move to a different address or get married or divorced. Since changes such as address and marital status are quite straight forward, they will not be discussed here. Instead, following is an explanation of the usual types of changes that may occur.

Temporary to Regular Status: A temporary employee is one who occupies a temporary slot on the Table of Organization, holds a position of limited duration for a specified period of time, or is hired to perform a specific project. A regular employee is one who occupies a regular slot on the Table of Organization and is expected to remain employed by Outagamie County so long as the work is required and the individual performs in a satisfactory manner. Temporary and regular employees may be either part time or full time. A temporary employee who, through continuous employment, obtains regular status in the same job classification in the same department, will have his or her date of employment for the purpose of determining wage rate and date of hire, vacation eligibility, and sick leave accrual established as of his or her date of employment as a temporary employee.

Promotion: A promoted employee is one who accepts a job assignment in a higher classification with a higher pay range. Upon moving to this new position, the employee will receive an adjusted date of hire.

Demotion: A demoted employee is one who is assigned, either voluntarily or involuntarily, to a job in a lower classification with a lower pay range. Whether the employee receives an immediate decrease in salary is determined by the circumstances at the time of the demotion and the spread of the new salary range. Demotions may be made in lieu of layoff, may be used as a disciplinary measure, or can be voluntary. Demotions must be approved in advance by the Human Resources Director. Upon moving to this new position, the employee will receive an adjusted date of hire.

Reclassification: Reclassification is the reassignment of a position from one class to another to recognize a change in the duties and responsibilities of a position or to correct an error in the original assignment. Reclassifications must be approved by the Legislative Audit / Human Resources Committee. Upon moving to this new position, the employee will receive an adjusted date of hire.

Full Time / Part Time: In response to changing business needs or priority, the time allotted to a particular job may change from part time to full time, or vice versa. In those cases where a part-time position is expanding to fill full- time hours, or where a full-time position is reducing to part time, the posting procedure is not normally followed. Instead, the employee who has the part-time position expands or reduces his or her hours. Occasionally, when the situation warrants, job sharing one full-time position may be allowed.

Lateral Transfer: When necessary, Outagamie County may change an employee or group of employees from one job to another within the same pay grade. When an employee is transferred to a position in the same pay grade, he or she will not receive an adjustment in pay nor an adjusted date of hire.

An employee in good standing may also request to transfer to another comparable vacant position for which they are qualified. Requests for such voluntary transfer should be made to Human Resources and requires the approval of the employee's Department Head. Successful completion of an introductory period in the new position is required to make the placement regular. The employee may use earned sick leave, vacation, and other benefits during this introductory period, with Department Head approval. If at any time during the introductory period the work of the employee is determined not to be satisfactory, the Department Heads involved may agree to return the employee to his or her former department and/or former position if a vacancy is available.

Termination: This is a term used to refer to the removal of an employee from the payroll for voluntary or involuntary reasons including dismissal, resignation, retirement, or death.

Layoff: A layoff is the involuntary separation of an employee due to lack of work, lack of funds, the abolishment of a position, or other reason. Layoff plans must be approved by the Human Resources Director before they are implemented. No regular employee will be laid off while there are temporary or newly-hired employees still in their introductory period serving in the same classification in the same department. Layoffs are based on job performance and seniority. Regular employees will receive at least ten (10) business days’ notice prior to layoff, and each laid-off employee will be notified of all of his or her rights, including reinstatement eligibility and benefits. Laid-off employees will be held in a layoff pool for a period of time equal to their length of service but no longer than one year. Employees in the layoff pool have a priority for reinstatement when a vacancy occurs for which He or she is qualified. A laid-off employee loses his or her reinstatement rights if he or she does not return to work within ten (10) calendar days after notification. This does not apply to sunset or grant positions.

Additional Employment: Full-time employment with Outagamie County is considered to be the employee’s primary job. A County employee is allowed to hold a job outside of County employment only if it does not distract, discredit, or interfere with his or her responsibilities and functions for the County.

Employees are not allowed to conduct business related to outside employment or self-employment while on County paid time nor is an employee allowed, at any time, to use County facilities, supplies, equipment, or telephones in the performance of non-county related activities.

Employees may serve on non-work related boards, committees, and commissions, provided they take vacation or a leave without pay to participate in them, or the employee can secure approval from the County Executive to serve on such group with or without pay at the County Executive’s discretion. REVISED - EMPLOYMENT CLASSIFICATION In order to determine eligibility for benefits and overtime status and to ensure compliance with federal and state laws and regulations, Outagamie County classifies its employees as shown below. Outagamie County may review or change employee classifications at any time.

Exempt: Exempt employees are paid on a salaried basis and are not eligible to receive overtime pay.

Non-Exempt: Non-exempt employees are paid on an hourly basis and are eligible to receive overtime pay for overtime hours.

See the COMPENSATORY TIME POLICY located on the HR intranet site for additional details.

See the JOB SHARE POLICY located on the HR intranet site for additional details.

Termination: This is a term used to refer to the removal of an employee from the payroll for voluntary or involuntary reasons including dismissal, resignation, retirement, or death.

Outagamie County has two (2) major classifications to identify type of employment and eligibility for benefits, regular and temporary. The regular classification does not imply employment is permanent. "Regular" is the County's designation for an employee who is expected to remain employed by Outagamie County so long as the work is required and the individual performs in a satisfactory manner. The regular employee occupies a slot on the Table of Organization. A temporary employee is one who fills a position that is of limited duration for a specified period of time, not to exceed twelve (12) months unless this period is extended by the Department Head and the Human Resources Director, or to perform a specific project. An employee working under federally funded programs also falls into this category, as does one who was hired to replace a regular employee on leave and who will be separated from the payroll when the regular employee returns from leave or terminates. Temporary employees also include Seasonal employees.

A temporary employee, who through continuous employment obtains regular status in the same job classification in the same department, will have his/her date of employment for the purposes of determining wage rate, vacation eligibility, and sick leave accrual established as of his/her date of employment as a temporary employee. In addition, there are two levels within each of these major classifications, part-time and full time. That is, an individual can be regular full time, regular part-time, temporary full time or temporary part-time.

CHANGE IN STATUS Throughout their employment with the County, an employee's status may change, whether by voluntary or involuntary means. He/She may be granted a promotion, make a lateral transfer, get laid off, terminate the employment relationship, or become full time. Or, he/she may move to a different address or get married or divorced. All of these changes are tracked by use of a form which is completed by the departmental staff in charge of the payroll coordination function and sent to Human Resources.

Since changes such as address and marital status are pretty straight forward, they will not be discussed here. Instead, following is an explanation of the usual types of changes that may occur. Temporary to regular status. A temporary employee is one who occupies a temporary slot on the Table of Organization, or holds a position of limited duration for a specified period of time or is hired to perform a specific project. A regular employee is one who occupies a regular slot on the Table of Organization and is expected to remain employed by Outagamie County so long as the work is required and the individual performs in a satisfactory manner. Temporary and regular employees may be either part-time or full time. A temporary employee, who through continuous employment obtains regular status in the same job classification in the same department, will have his/her date of employment for the purpose of determining wage rate and date of hire, vacation eligibility, and sick leave accrual established as of his/her date of employment as a temporary employee.

Promotion. A promoted employee is one who accepts a job assignment in a higher classification with a higher pay range.

Demotion. A demoted employee is one who is assigned, either voluntarily or involuntarily, to a job in a lower classification with a lower pay range. Whether the employee receives an immediate decrease in salary is determined by the circumstances at the time of the demotion and the spread of the new salary range. Demotions may be made in lieu of layoff, may be used as a disciplinary measure, or can be voluntary. Demotions must be approved in advance by the Human Resources Director and reviewed with the Human Resources Committee. Reclassification. Reclassification is the reassignment of a position from one class to another to recognize a change in the duties and responsibilities of a position or to correct an error in the original assignment.

Full time/part-time. In response to changing business needs or priority, the time allotted to a particular job may change from part-time to full time, or vise versa. In those cases where a part-time position is expanding to fill full time hours, or where a full time position is reducing to part-time, the posting procedure is not normally followed. Instead the employee who has the part-time position expands or reduces his/her hours. Occasionally, when the situation warrants, job sharing one full time position may be allowed.

Lateral Transfer. When necessary, Outagamie County may change an employee or group of employees from one job to another within the same pay grade. This will happen when the County deems this to be in the interest of efficiency and meeting objectives. When an employee is transferred to a position in the same pay grade, he/she will not receive an adjustment in pay. An employee in good standing may also request to transfer to another comparable vacant position for which they are qualified. Requests for such voluntary transfer should be made to Human Resources and requires the approval of the employee's Department Head. Successful completion of a six (6) month introductory period in the new position is required to make the placement regular. The employee may use earned sick leave, vacation and other benefits during this introductory period with Department Head approval. If, at any time during the introductory period, the work or work adjustment of the employee is determined not to be satisfactory, the Department Heads involved may agree to return the employee to his/her former department and/or former position if a vacancy is available. Termination. This is a term used to refer to the removal of an employee from the payroll for voluntary, or involuntary reasons, including dismissal, resignation, retirement, or death. Layoff. A layoff is the involuntary separation of an employee because of lack of work, lack of funds, the abolishment of a position, or other reason. Layoff plans must be approved by the Human Resources Director before they are implemented. No regular employee will be laid off while there are temporary or newly hired employees still in their introductory period serving in the same classification in the same department. Layoffs are based on job performance and seniority. Regular employees will receive at least ten (10) days’ notice prior to layoff, and each laid off employee will be notified of all his/her rights including reinstatement eligibility and benefits. Laid-off employees will be held in a layoff pool for a period of time equal to their length of service, but no longer than one year. Employees in the layoff pool have a priority for reinstatement when a vacancy occurs for which he/she is qualified. A laid off employee loses his/her reinstatement rights if he/she does not return to work within ten (10) calendar days after notification. Exit Interviews. The exit interview is conducted by the Human Resources Department with an employee who is separating from employment with the County, and is intended to gain insight into the effectiveness of County personnel and managerial practices, to determine where personnel guidelines and procedures are in need of review or revision, and to determine where supervisory or managerial practices need modification or improvement. The exit interview is also designed to inform exiting employees of their rights under the law and to discuss availability of continued benefits. Exit interviews will be conducted whenever possible regardless of reason for leaving, position held, or length of service. Additional Employment. Full time employment with Outagamie County is considered to be the primary job. A County employee is allowed to hold a job outside of County employ, only if it does not distract, discredit or interfere with his/her responsibilities and functions for the County. Employees are not allowed to conduct business related to outside employment while on County paid time, nor is an employee allowed, at any time, to use county facilities, supplies, equipment or telephones in the performance of outside employment duties. Employees may serve on non-work related boards, committees and commissions, provided they take vacation or a leave without pay to participate in them, or the employee can secure approval from the County Executive to serve on such group with or without pay at the County Executive’s discretion. Return of County Equipment. Employees leaving County employment must return County identification cards, cars, books, manuals, keys, tools, equipment and other County owned items on or before their last day of work. In the event an employee leaves his/her employment without returning County property, the employee's final check may be held until such time as the issue is resolved.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN CONSOLIDATED - COMMERCIAL DRIVERS LICENSE Highway and Recycling / Solid Waste Employees. The County shall pay up to one hundred fifty dollars ($150.00) per renewal toward the cost of successfully obtaining / renewing a CDL and endorsements that are required by the County, including background screening fees, upon presentation of receipts, for employees who have completed their original introductory period. (only found in Hwy & SW The parties agree that they will comply with all federal and state regulations that pertain to the commercial driver’s licenses. manual) Any employee who receives a citation for any offense that has a potential penalty of the suspension, revocation, or disqualification of their CDL shall notify the Highway Commissioner, or his designee, by 7:00 a.m. on the next business day. Failure to comply will make the employee ineligible for this Section and subject to discipline.

This opportunity shall be given to any employee only once during that employee’s employment with Outagamie County. A second major offense, or a series of serious traffic violations resulting in CDL disqualification, shall result in termination.

The County will provide an unpaid leave of absence not to exceed thirteen (13) months to a maximum of two (2) employees at a time, who are disqualified from holding a CDL due to circumstances arising outside of work. Furthermore, it is recognized that loss of a CDL due to circumstances occurring during working hours is a severe offense and may result in termination of employment.

Prior to granting the leave of absence, the County may choose to continue the active employment of the affected employee to the extent that the Highway Commissioner determines that work is available. The employee may also be assigned to other work duties in other departments for which the employee may be qualified, at the sole discretion of the County.

It is understood that if a job assignment pays less than the employee’s assigned position, the employee's wage will be adjusted accordingly. If the assignment is into a higher classification, the employee will be paid their normal rate.

Once a leave of absence is granted, the employee will not be required to return to work for intermittent, sporadic work assignments, unless said employee makes himself available for such work.

The decision of the Highway Commissioner to offer, or not to offer, continued work or to assign other work duties in other departments is final and cannot be grieved.

Said employee shall have their CDL privileges reinstated within thirty (30) days following the end of the suspension, revocation, or disqualification period, and failure to do so will result in termination of employment.

The County has the sole discretion to fill the employee’s position on a temporary basis during the leave of absence in any manner it deems appropriate. The County may also temporarily fill the position internally, and it shall not be subject to the posting procedure.

The employee will be required to use available vacation and floating holidays prior to an unpaid leave of absence. Following the utilization of any paid leave, the leave of absence shall be without pay or benefits. It is agreed that the employee shall not file for unemployment benefits while on paid leave of absence. During the unpaid leave of absence, health, dental, and life insurance coverage will be available if the full premiums are paid by the employee, in accordance with County Policy.

The employee will not lose benefits accrued prior to the paid leave of absence but will not accrue benefits while on the unpaid leave. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - POSITION CLASSIFICATION AND The purpose of the Position Classification and the supporting Compensation Plan is to provide a system of standardized titles, standardized job descriptions, and equitable position evaluation for the ADMINISTRATION OF effective administration of personnel activities such as: manpower planning and budgeting, standards of job performance, fair and equitable pay, valid selection and recruitment programs, training (Note: includes removal of AS&P point COMPENSATION PLANS programs, and career development. schedule and need for County Exec to approval advancement to two steps of The Human Resources Department is responsible for the overall development and administration of these plans, in cooperation with Department Heads, key staff employees, and other appropriate AS&P wage schedule.) resources.

When it is determined that a classification or classifications are no longer useful or appropriate, the Human Resources Director will recommend to the County Board Legislative Audit / Human Resources Committee that such classifications be abolished. This action will be taken subject to the approval of the County Board.

Each time a department or division is substantially reorganized, position descriptions for all affected employees will be submitted to the Human Resources Director for review and approval as a part of such reorganization subject to overall approval by the County Board.

The Human Resources Director may require departments or employees to submit position descriptions when vacancies occur, as part of the employee's annual Performance Evaluation or any time there is reason to believe that there has been a substantial change in the duties and responsibilities of one or more positions.

At least every three years, or as often as appropriate, the Human Resources Director will review the classification plan to insure that the plan accurately reflects existing position responsibilities and market conditions. The Human Resources Director will take whatever action is appropriate to amend and update the classification plan, subject to the review of the County Board Legislative Audit / Human Resources Committee.

Starting Rate on Return to Duty: Any employee who quits or resigns shall, if reemployed, start as a new employee.

Starting Rate on Return from Military Service: Any employee who leaves or has left the County service involuntarily to enter the active service of the Armed Forces of the United States or the Peace Corps and who subsequently is reinstated to a position previously held by him/her shall be entitled to receive the rate of compensation at the step to which he or she would have been entitled had his or her service with the County not been interrupted by such federal service.

Shift Differential: Custodial and Maintenance employees who work the regular second shift at the Courthouse or Airport shall receive an additional twenty dollars ($20.00) per month.

Wages: The Wages and Classification Schedule for all employee groups (former union affiliations) are included on the Human Resources intranet site.

Employees required by the County to carry a pager / cell phone and be available for standby duty shall be paid one dollar ($1.00) per hour for each hour the employee is required to carry a pager / cell phone. This payment will not be made for regular scheduled straight-time work hours or overtime hours worked. Holiday and vacation hours are not considered regular-scheduled, straight- time work hours.

On-Call: A number of departments across the County require on-call services due to 24/7 operations. See Appendix for a table of all On-Call allowances. AS&P

The purpose of the Classification Plan is to provide a system of standardized titles, standardized job descriptions, and equitable position evaluation for the effective administration of personnel activities such as: manpower planning and budgeting, standards of job performance, fair and equitable pay, valid selection and recruitment programs, training programs, and career development. The Human Resources Department is responsible for the overall development and administration of the Classification Plan, in cooperation with Department Heads, key staff employees, and other appropriate resources. The Position Classification Review Process provided here is the method for determining: (1) Pay range assignment of new positions; (2) Reclassification actions involving substantial changes in the duties and responsibilities of an existing position.

1. A request for reclassification of a current position or classification of a new position may be initiated by either a staff member or a Department Head between May 1-30 in any budget year with the approval of the Human Resources Director. 2. Reclassification consideration for existing positions requires the employee and the Department Head to document that there have been substantial changes in existing duties since the most recent review. Duties changes may result from substantial, immediate reassignment of duties from reorganization or from a logical and gradual change of responsibilities over a period of time. To be considered for reclassification, changes resulting from logical and gradual change must have been in effect since at least January 1 preceding the reclassification request so that it is clear that the changes that exist are likely to remain for some period of time. Reclassification shall not be considered for temporary changes. 3. A request for classification or reclassification consideration will be in writing and include (1) a statement summarizing the reasons for the request, and (2) a new Comprehensive Position Questionnaire with notes indicating duties which have changed since the last review. The Questionnaire must be completed and signed by the employee and reviewed and signed by the employee's supervisor, department manager, and the Human Resources Director. At each level of review, the supervisor, manager, and the Human Resources Director will verify or comment on the accuracy of responses. 4. A classification request for a new position should be submitted during the budget process for a range assignment which can be used in the budget. The request must include a completed Questionnaire with appropriate approvals and review. When it is determined that a classification or classifications are no longer useful or appropriate, the Human Resources Director will recommend to the County Board Human Resources Committee that such classes be abolished. This action will be taken subject to the approval of the County Board.

The Human Resources Director may require departments or employees to submit position descriptions when vacancies occur, as part of the employee's annual Performance Evaluation, or any time there is reason to believe that there has been a substantial change in the duties and responsibilities of one or more positions. BREWSTER VILLAGE

Starting Rate on Initial Employment. Original appointment to any position shall normally be made at the entrance rate and advancement from the entrance rate to the maximum rate within a pay range shall be by successive steps. Initial compensation may be set at a rate higher than the minimum rate in the range for the class as determined by the County. Starting Rate on Return to Duty. Any employee who quits or resigns shall, if reemployed, start as a new employee. Starting Rate on Return from Military Service. Any employee who leaves or has left the County service involuntarily to enter the active service of the Armed Forces of the United States or the Peace Corps, and who subsequently is reinstated to a position previously held by him/her shall be entitled to receive the rate of compensation at the step to which he/she would have been entitled had his/her service with the County not been interrupted by such federal service. Starting Rate in New Position. Whenever an employee is assigned to duty in a regular position which is not in the nature of a promotion, he/she shall be paid at the same step he/she was paid in his/her prior position. Subsequent advancement to the maximum rates will be on the same basis as described below. Rate of Pay on Promotion. In any case where an employee is promoted to a position in a classification range the employee’s entrance rate in the new classification shall be as determined by the County. Introductory Period and Advancements Within a Compensation Range In the event the employee does not satisfactorily complete his/her introductory period, the employee shall be separated from the service except that in the case of promotion from a lower position, he/she shall revert to such lower position with the rate of pay to which he/she would have been entitled had he/she continued to serve in such lower position without promotion. An employee shall be advanced to the next higher rate in the appropriate range at the completion of the first year of service, provided his/her service has been satisfactory. Subsequently, all employees shall be advanced to the higher rates within the range, as recommended in writing by the Department Head and approved by the Administrator, based upon their manner of performance. Such advancements shall be made yearly until the employee has reached the maximum rate of the class for his/her position. Succeeding advancements within the range shall be made yearly, effective on the first day of the first pay period following completion of an anniversary date of employment or promotion, provided the service of the employee has been satisfactory. Requirements as to Continuity of Service. Service requirements for advancement within compensation ranges and for other purposes as specified in this Interim Personnel Policy Manual, shall have the implication of continuous service, which means employment in the County service without break or interruption. Authorized leaves of absence with pay and leaves without pay of eleven (11) days or less per year shall not interrupt continuous service nor be deducted there from. Authorized absences or leave without pay that is more than eleven (11) days per year, except for service with the Armed Forces of the United States, shall be deducted in computing total service but shall not serve to interrupt continuous service. All absences without leave in excess of three (3) workdays in any calendar month shall be deducted from and shall interrupt continuity of service. The Classification and Wages Schedule is included with these policies as Addendum “A”.

WORKING OUT OF CLASS An employee required to perform a higher rated job shall receive the higher rate of pay. GENERAL

Starting Rate on Initial Employment. Original appointment to any position shall normally be made at the entrance rate and advancement from the entrance rate to the maximum rate within a pay range shall be by successive steps. Initial compensation may be set at the rate higher than the minimum rate in the range for the class as determined by the County. Starting Rate In New Position. Whenever an employee is assigned to duty in a regular position which is not in the nature of a promotion, the employee shall be paid as determined by the County. Rate of Pay on Promotion. In any case where an employee is promoted to a position in a classification range which is higher than the employee’s existing classification range, the employee’s entrance rate in the new classification shall be determined by the County. The position classifications Economic Support Specialist I and Clerk I in the Department of Health and Human Services, and the position classification Custodial Worker I in the Maintenance Department are training level positions. The position classifications Economic Support Specialist II, Clerk II, and Custodial Worker II are performance level positions in said Department. In order to achieve the timely movement of qualified personnel from the stated training level classifications to the performance level classifications, in said Department may effect such reclassifications subsequent to the accomplishment of the training and other qualification requirements by the affected employees. Introductory Period and Advancement Within a Compensation Range. After transfer or promotion to a position covered by this Section, the first six (6) months of service in the position to which transferred or promoted shall be considered the introductory period, except if otherwise provided by laws of Wisconsin, or after transfer or promotion to an Economic Support Specialist I/II position when the first nine (9) months of service in that position shall be considered the introductory period. In the event a transferred or promoted employee does not satisfactorily complete his or her introductory period, such employee shall be returned to his or her former position, or to a similar position if the former position has been discontinued, with the rate of pay to which such employee would have been entitled had he or she continued to serve in such former position without transfer or promotion. All employees shall be advanced to the higher rates within the range as recommended in writing by the department head and approved by the Human Resources, based upon their manner of performance. Anniversary dates for advancement within the appropriate range for employees hired, reclassified, transferred, demoted, or promoted shall be the first day of the first pay period following one complete year of employment or promotion. Succeeding advancements within the range shall be made yearly effective the first day of the first pay period following completion of an anniversary date of employment or promotion, provided the service of the employee has been satisfactory. In computing vacations, sick leave and other monetary fringe benefits, the date of record to be observed shall be the last date of actual employment into the County without broken service. Longevity Rates. Longevity rates are provided in the Compensation Plan to provide financial recognition for long and faithful service. Such longevity rates shall be applied as follows: a. First Longevity Rate (After four years and one year at the after three year rate): Any employee performing satisfactorily in a position classified in this Interim Personnel Policy Manual for a continuous period of four years and who has received the maximum base rate of pay for the class range to which the class is assigned for a period of at least one year, shall be advanced on his or her anniversary date to the first longevity rate of the class. b. Second Longevity Rate (After eighteen years and fourteen years at the First Longevity Rate): Any employee performing satisfactorily in a position classified in the Interim Personnel Policy Manual for a continuous period of eighteen years, and who has also spent fourteen years at the first longevity rate of pay, shall be advanced on his or her anniversary date to the second longevity rate of the class.

Recommendations for Salary Advancement Within Class Range. The department head concerned shall recommend in writing to the Human Resources the advancement in salary of each employee in that department who has met the requirements for compensation advancement as enumerated above. In the case of advancement upon completion of the introductory period, the recommendation shall include the certification that the introductory period has been successfully completed. Requirements as to Continuity of Service. Service requirements for advancements within compensation ranges and for other purposes as specified in this Interim Personnel Policy Manual, shall have the implication of continuous service, which means employment in the County service without pay of eleven (11) days or less per year shall not interrupt continuous service nor be deducted therefrom. Authorized absences or leave without pay that is more than eleven (11) days per year, except for service with the Armed Forces of the United States, shall be deducted in computing total service but shall not serve to interrupt continuous service. Shift Differential. Custodial and Maintenance employees who work the regular second shift at the Courthouse or Airport shall receive an additional twenty dollars ($20.00) per month. Wages. The Wages and Classification Schedule is included in the General Employee Wage Schedule Employees required by the County to carry a pager / cell phone and be available for standby duty shall be paid one dollar ($1.00) per hour for each hour the employee is required to carry a pager / cell phone. This payment will not be made for regular scheduled straight-time work hours or overtime hours worked. Holiday and vacation hours are not considered regular scheduled straight-time work hours. PROFESSIONALS

Rate of Pay on Reclassification. In any case where an employee is reclassified, the entrance rate in the new classification will be as determined by the County.

Rate of Pay on Promotion Between Seniority Listings. In any case where an employee will be promoted to a job classification that has a higher salary range, the entrance rate in the new classification will be as determined by the County.

Advancements Within a Compensation Range. All employees shall be advanced to the higher rates within the range as recommended in writing by the department head and approved by the Human Resources Director, based upon their manner of performance.

Employees will be advanced to the next step within the appropriate classification range at the beginning of the first pay period following their anniversary date of employment in the Department, provided the service of the employee has been satisfactory, until they have reached the maximum step of their classification. Reclassification of an employee will not change their anniversary date of employment in the Department.

Recommendations for Salary Advancement Within Class Range

The department head concerned shall recommend in writing to the Human Resources Director the advancement in salary of each employee in that department who has met the requirements for compensation advancement as enumerated above. In the case of advancement upon completion of the introductory period, the recommendation shall include the certification that the introductory period has been successfully completed.

Requirements as to Continuity of Service. Service requirements for advancements within compensation ranges and for other purposes as specified in this Interim Personnel Policy Manual, shall have the implication of continuous service, which means employment in the County service without pay of eleven (11) days or less per year shall not interrupt continuous service nor be deducted therefrom. Authorized absences or leave without pay that is more than eleven (11) days per year, except for service with the Armed Forces of the United States, shall be deducted in computing total service but shall not serve to interrupt continuous service. OCJCA

HIGHWAY AND SOLID WASTE

Starting Rate on Return to Duty. When an employee returns to duty in the same class or position after a separation from the County service of not more than one year, which separation was not due to discreditable circumstances, such employee shall receive the rate in the pay range at the step corresponding to the step rate received at the time of separation and shall subsequently serve thereat for at least such period as is normally required for advancement to the next higher step rate.

Starting Rate on Return from Military Service. Any employee who leaves or has left the County service involuntarily to enter the active service of the Armed Forces of the United States or the Peace Corps, and who subsequently is reinstated to a position previously held by him or her shall be entitled to receive the rate of compensation at the same step to which the employee would have been entitled had service with the County not been interrupted by such federal service.

Starting Rate in New Position. Whenever an employee is assigned regularly to duty in a position which is not in the nature of a promotion, the employee shall be paid at the step determined by the County.

Rate of Pay on Promotion: In any case where an employee is promoted to a position in a classification range which is higher than the employee’s existing classification range, the employee’s entrance rate in the new classification shall be determined by the County.

Probation and Advancement Within a Compensation Range.

After transfer, promotion, or voluntary demotion to a position covered by this policy, the first six (6) months of service in the position to which transferred, promoted, or voluntarily demoted shall be considered the introductory period, except if otherwise provided by laws of Wisconsin. In the event the employee does not satisfactorily complete the introductory period, the employee shall revert to such previous position with the rate of pay to which he or she would have been entitled had the employee continued to serve in such previous position without such transfer, promotion, or voluntary demotion.

An employee shall be advanced to the next higher rate in the appropriate range at the completion of the first year of service, provided his or her service has been satisfactory. Subsequently, all employees shall be advanced to the higher rates within the range as recommended in writing by the Highway Commissioner or Solid Waste Director and approved by the Human Resources Director, based upon their manner of performance. Such advancement shall be made yearly until the employee has reached the maximum base rate of the class for the position. The date for such advancement shall be on the first pay period following the anniversary date of appointment or promotion.

Call-Time for Highway Employees. Two (2) hours of call-time shall be paid an employee upon reporting for work if called in. Call-time cannot be included in the eight (8) hour regular daily schedule. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - COMPUTERS, INTERNET, EMAIL, AND The County provides a wide variety of communication tools and resources to employees for use in running day-to-day business activities. Whether it is the telephone, voicemail, fax, scanner, internet, intranet, e-mail, text messaging, OTHER RESOURCES or any other County-provided technology, use should be reserved for business. All communication using these tools shall be handled in a professional and respectful manner.

Employees do not have any expectation of privacy in their use of County computer, phone, or other communication tools. All communications made using County-provided equipment or services, including e-mail and internet activity, are subject to inspection by the County. Employees should keep in mind that even if they delete an email, voicemail, or other communication, a copy will be archived on the County’s systems on a real-time basis.

E-mails that are not job-related have the potential to drain, rather than enhance, productivity and system performance. You should also be aware that information transmitted through e-email is not completely secure and that information you transmit and receive could damage the reputation of the County.

The County encourages employees to use communication tools only to communicate with fellow employees, suppliers, and clients regarding County business. Internal and external e-mails are generally considered public records and may also be subject to discovery in the event of litigation. Be aware of this possibility when sending e-mails within and outside of the County. Using e-mail in a manner that violates any County guidelines or policies is strictly prohibited, including but not limited to the Equal Opportunity and Harassment policies, the Conflict of Interest Policy, etc. Delete any e-mail messages prior to opening that are received from unknown senders and advertisers.

It is the County’s goal to respect the dignity of employees at all times. Because e-mail, telephone and voicemail, and internet communication equipment are provided for County business purposes and are critical to the County’s success, your communications may be accessed without further notice by Information Technology department administrators and County management to ensure compliance with this guideline.

The electronic communication systems are not secure and may allow inadvertent disclosure, accidental transmission to third parties, etc. Sensitive information should not be sent via unsecured electronic means.

Office telephones are for business purposes. While the County recognizes that some personal calls are necessary, these should be kept as brief as possible and to a minimum. Abuse of these privileges is subject to corrective action, up to and including termination. With the exception of emergency situations, personal cell phones should be used at break times or lunch hours.

It is also against County policy to turn off anti-virus protection software or make unauthorized changes to system configurations installed on County computers. Violations of this policy may result in termination for a first offense.

All employees are subject to the Outagamie County Acceptable Use Policy and are required to review such policy provided during new hire orientation.

See the ACCEPTABLE USE POLICY located on the Human Resources intranet site for additional details.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED AND COLSOLIDATED CONFLICTS OF INTEREST AND CODE OF CONDUCT Outagamie County expects all employees to conduct themselves and County business in a manner that reflects the highest standards of ethical conduct, and in accordance with all federal, state, and local laws and regulations. This includes avoiding real and potential conflicts of interests.

Exactly what constitutes a conflict of interest or an unethical business practice is both a moral and a legal question. Outagamie County recognizes and respects the individual employee’s right to engage in activities outside of employment which are private in nature and do not in any way conflict with or reflect poorly on the County.

The proper operation of government requires that employees be independent, impartial, and accountable to the people and for the public to have confidence in the integrity of its government. Nothing in this section will deny any individual rights granted by the United States Constitution, the Constitution of the State of Wisconsin, or the laws of the United States and State of Wisconsin.

No County employee will use his or her office or position for personal financial gain or the financial gain of his or her family. No employee shall engage in his or her own business activity, accept private employment, or render services for private interests when such employment, business activity, or service is incompatible or conflicts with the proper discharge of his or her official duties or would impair his or her independence of judgment or action in the performance of his or her official duties. No employee shall use or disclose "privileged, confidential, or HIPAA protected information” gained in the course of or by reason of his or her official position or activities.

No County employee is allowed to conduct business relating to outside employment while on County paid time, nor is an employee allowed, at any time, to use County facilities, supplies, equipment, telephones, or property in the performance of outside duties.

No employee is precluded from engaging in political activity provided that such activity is not incompatible with the employee’s county employment, does not interfere with normal work performance, is not conducted during normal working hours, and does not involve the use of County equipment or property. Employees are specifically prohibited from directly or indirectly coercing any person to hold or contribute monetary or other types of assistance to any political candidate, party, or purpose. Under provisions of the Federal Hatch Act, employees who are principally employed in positions which are financed in whole or in part by federal loans or grants cannot become political candidates in partisan elections.

No person shall be employed, promoted, or transferred to any department within Outagamie County government or to a division thereof when, as a result, he or she would be directly supervising or receiving direct supervision from a member of his or her immediate family without specific approval of the Legislative Audit / Human Resources Committee.

No County employee will solicit or accept for himself, herself, or another person any gift, campaign contribution, gratuity, favor, services, promise of future employment, entertainment, loan, or any other thing of monetary value from a person who has or is seeking contractual or other business activities from or which are regulated by the County. This does not include acceptance of loans from banks or other financial institutions on customary terms of finance for personal use, such as home mortgage loans, the acceptance of unsolicited advertising or promotional material, such as pens and calendars, and acceptance of an award for meritorious public or personal contributions or achievements.

AS&P

The proper operation of democratic government requires that employees be independent, impartial, and responsible to the people, and for the public to have confidence in the integrity of its government. Nothing in this section will deny any individual rights granted by the United States Constitution, the Constitution of the State of Wisconsin, or the laws of the United States and State of Wisconsin.

No County employee will use his/her office or position for personal financial gain or the financial gain of his/her family. No employee shall engage in his/her own business activity, accept private employment, or render services for private interests when such employment, business activity or service is incompatible with the proper discharge of his/her official duties or would impair his/her independence of judgment or action in the performance of his/her official duties. No employee shall use or disclose "privileged information" gained in the course of or by reason of his/her official position or activities.

No employee is precluded from engaging in political activity provided that such activity does not interfere with normal work performance, is not conducted during normal working hours and does not involve the use of County equipment or property. Employees are specifically prohibited from directly or indirectly coercing any person to hold or contribute monetary or other types of assistance to any political candidate, party or purpose. Under provisions of the Federal Hatch Act, employees who are principally employed in positions which are financed in whole or in part by federal loans or grants cannot become political candidates in partisan elections.

No person shall be employed, promoted, or transferred to any department or agencies within Outagamie County government or to a division or section thereof when, as a result, he/she would be directly supervising or receiving direct supervision from a member of his/her immediate family without specific approval of the Human Resources Committee.

No County employee will solicit or accept for himself/herself or another person any gift, campaign contribution, gratuity, favor, services, promise of future employment, entertainment, loan or any other thing of monetary value from a person who has or is seeking contractual or other business activities from or which are regulated by the County. This does not include acceptance of loans from banks or other financial institutions on customary terms of finance for personal use, such as home mortgage loans, the acceptance of unsolicited advertising or promotional material, such as pens and calendars, and acceptance of an award for meritorious public or personal contributions or achievements.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - CONTINUING EDUCATION Outagamie County encourages continuing education by offering Education Reimbursement. This reimbursement is intended to provide assistance to the employee for out of pocket expenses for continuing education that would mutually benefit the employee and Outagamie County. Eligibility for this fringe benefit is subject to the terms and conditions set forth in the County’s Continuing Education Policy. Used verbiage from Continuing Education Any Outagamie County employee in good standing, having completed their introductory period and averaging twenty (20) hours or more per week during the six (6) months prior to the start of the course, is eligible to apply. procedure. See the CONTINUING EDUCATION policy located on the Human Resources intranet page for additional details.

AS&P

Outagamie County encourages continuing education by offering Education Reimbursement. This reimbursement is intended to provide assistance to the employee for out of pocket expenses for continuing education for the mutual benefit of the employee and Outagamie County. Any Outagamie County employee in good standing, having completed their introductory period and averaging twenty (20) hours or more per week during the six (6) months prior to the start of the course, is eligible to apply. Maximum reimbursement amounts include: a.) $1,600 per calendar year for an accredited Undergraduate degree program b.) $2,450 per calendar year for an accredited Graduate degree program See Continuing Education procedure on the HR webpage for addition details.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE ADDED FROM AS&P CONTINUITY OF SERVICE If an employee has incurred thirty (30) or more consecutive unpaid calendar days in a calendar year, those days will not be used to credit time toward step increases. The employee will be assigned an adjusted date of hire which MANUAL - reflects the loss of those days, which will be used as the anniversary date for future effective dates for step increases. made language Authorized absences on leave without pay in excess of thirty (30) or more consecutive calendar days per year, except for extended voluntary service with the Armed Forces of the United States, will be deducted in computing total consistent of 30 service but does not interrupt continuous service. consecutive days vs. 11 days over course of year. AS&P

If an employee has incurred thirty (30) or more consecutive unpaid calendar days in a calendar year, those days will not be used to credit time toward step increases. The employee will be assigned an adjusted date of hire which reflects the loss of those days, and which will be used as the anniversary date for future effective dates for step increases.

Authorized absences on leave without pay in excess of thirty (30) or more consecutive calendar days per year, except for extended voluntary service with the Armed Forces of the United States, will be deducted in computing total service but does not interrupt continuous service.

BREWSTER VILLAGE

Requirements as to Continuity of Service. Service requirements for advancement within compensation ranges and for other purposes as specified in this Interim Personnel Policy Manual, shall have the implication of continuous service, which means employment in the County service without break or interruption. Authorized leaves of absence with pay and leaves without pay of eleven (11) days or less per year shall not interrupt continuous service nor be deducted there from. Authorized absences or leave without pay that is more than eleven (11) days per year, except for service with the Armed Forces of the United States, shall be deducted in computing total service but shall not serve to interrupt continuous service. All absences without leave in excess of three (3) workdays in any calendar month shall be deducted from and shall interrupt continuity of service.

GENERAL

PROFESSIONALS

OCJCA HIGHWAY AND SOLID WASTE

Service requirements for advancement within compensation ranges and for other purposes as specified in this Interim Personnel Policy Manual shall have the implication of continuous service, which means employment in the County service without break or interruption. Authorized leaves of absence with pay and leaves without pay of eleven (11) days or less per year shall not interrupt continuous service nor be deducted there from. Authorized absences of leave without pay that is more than eleven (11) days per year, except for service with the Armed Forces of the United States, shall be deducted in computing the total service but shall not serve to interrupt continuous service. All absences without leave in excess of three (3) workdays in any calendar month shall be deducted from and shall interrupt continuity of service. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - COUNTY AND PERSONAL PROPERTY The County provides desks, filing cabinets, lockers and/or other storage devices, electronic or otherwise, for employee’s convenient safekeeping of work materials and personal items. The storage devices remain the property of the INSPECTION County, and the County makes no assurance of an expectation of privacy regarding the contents thereof. Further, the County reserves the right to inspect any and all such storage containers or devices at any time and may inspect Incorporated exact personal property on County premises where reasonable suspicion exists that the container or device may contain stolen items, firearms, drugs, alcohol, or other contraband. Further, county information in or on personal containers verbiage from AS&P or devices may be accessed, if necessary, by the county. manual

AS&P

The County provides desks, filing cabinets, lockers and/or other storage devices for employee’s convenient safekeeping of work materials and personal items. The storage devices remain the property of the County and the County makes no assurance of an expectation of privacy regarding the contents thereof. Further, the County reserves the right to inspect any and all storage devices including personal property on County premises where reasonable suspicion exists that the device may contain stolen items, firearms, drugs, alcohol or other contraband.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE INCORPORATED FROM COUNTY RESIDENCY Employees of Outagamie County are not required to reside within the physical boundaries of the County. (Exception: All sworn employees of the Sheriff’s Department, according to County ordinance, must, within six (6) months of AS&P MANUAL - employment with the County, establish residency within twenty seven (27) radius miles of Sheriff Headquarters.)

(removed reference to County Courthouse and replaced with Sheriff Headquarters)

AS&P

Employees of Outagamie County are not required to reside within the physical boundaries of the County. (Exception: All sworn employees of the Sheriff’s Department, according to County ordinance, must, within six (6) months of employment with the County, establish residency within twenty seven (27) radius miles of the Courthouse.)

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - DEFERRED COMPENSATION PLANS Section 457 of the Internal Revenue Code allows public sector employees to defer a portion of their pre-tax income into an investment account. Employees are allowed to defer up to one hundred percent (100%) of gross income, subject to an annual maximum deferral amount. Used exact language from AS&P Manual The County offers two deferred compensation plans, currently administered by ICMA and Wisconsin Deferred Compensation. Both plans also offer an after-tax Roth option. Additional information is available in the Human Resources Department or on the Human Resources intranet page. AS&P

Section 457 of the Internal Revenue Code allows public sector employees to defer a portion of their pre-tax income into an investment account. Employees are allowed to defer up to one hundred percent (100%) of gross income subject to an annual maximum deferral amount. The County offers two deferred compensation plans, currently administered by ICMA and Wisconsin Deferred compensation. Additional information is available in the Human Resources Department.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - DENIM DAYS Outagamie County supports charities through employee participation and donations. In order to continue and encourage this support, Denim Day has been established. Denim Days are designated days that employees are allowed to wear jeans in exchange for a minimal donation to a designated charity.

A Denim Day committee is established to organized Denim Day events. The committee is made up of volunteers from various departments of Outagamie County. The committee oversees the Denim Day events, communicates them county-wide, and coordinates the donation process.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - DENTAL INSURANCE All regular employees who are hired at or are pro-rated at twenty (20) or more hours per week or thirty (30) hours per week for Sheriff's Department are eligible for dental insurance coverage. Eligible employees may choose either single, limited family, or family coverage. In the event an employee has a spouse or registered domestic partner who is also a County employee, that employee and spouse or registered domestic partner may choose either two single plans or one family plan. Insurance becomes effective the first day of the month following one full month of employment or eligibility. Coverage continues through the end of the month in which termination of coverage occurs.

Specific details regarding dental premium amounts can be found on the Benefits Summary for your employee group (former union affiliation) or on the Human Resources intranet page.

AS&P

All regular employees who are hired at or are pro-rated at twenty (20) or more hours per week, are eligible for dental insurance coverage. Eligible employees may choose either single, limited family, or family coverage. In the event an employee has a spouse or Registered Domestic Partner who is also a County employee, that employee and spouse or Registered Domestic Partner may choose either two single plans or one family plan. Insurance becomes effective the first day of the month following one full month of employment or eligibility. Coverage continues through the end of the month in which termination occurs.

The County will contribute sixty-five percent (65%) of the single, limited family, or family dental plan premium for full time employees desiring and eligible for dental insurance who participate in a low deductible or high deductible health insurance plan or who choose to waive health insurance coverage. The County will contribute thirty-five percent (35%) of the single, limited family, or family dental plan premium for such employees desiring and eligible for dental insurance who participate in a POS health insurance plan.

The County will contribute fifty percent (50%) of the single, limited family, or family dental plan premium for part-time employees desiring and eligible for dental insurance who participate in a low deductible or high deductible health insurance plan or who choose to waive health insurance coverage. The County will pay twenty-five percent (25%) of a single, limited family, or family dental plan premium for such employees desiring and eligible for dental insurance who participate in a POS health insurance plan.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED: CORRECTIVE DISCIPLINE The purpose of discipline is intended to correct unacceptable job performance. Disciplinary action is intended to be administered in a corrective fashion, concentrating on performance improvement rather than on punishment. The County will attempt to inform the employee of standards of conduct and performance which are expected. Because all performance criteria which may make disciplining an employee necessary cannot be listed, each employee is (used exact verbiage expected to conduct him/herself in a manner which is appropriate to the employment setting. from AS&P Manual) Normally, when disciplinary actions are required for non-probationary employees, the concept of progressive discipline will be followed; however, it must also be understood that the degree of disciplinary action will match the severity of the infraction. Therefore, depending upon the severity of the offense and an employee’s disciplinary history, the action chosen by management may involve immediate application of one or more of the progressive steps, including immediate discharge, if warranted. Repeated infractions of even minor offenses can and will result in increasingly severe disciplinary actions. Unless there are mitigating circumstances, the normal sequence of discipline will be:

1st offense - The employee will be given a verbal reprimand. This normally will be done in private. The Department Head or Supervisor will explain to the employee the reasons for being disciplined and also the manner in which the employee should correct his or her problem in the future to avoid further discipline. A document confirming the conversation will be given to the employee, with a copy forwarded to the Human Resources Department to be placed in the employee's personnel file.

2nd offense - The employee will be given a written reprimand, with a copy to the Human Resources Department to be placed in the employee's personnel file. This document, like the verbal warning, will give the rule or policy broken and the manner to improve performance.

3rd offense - The employee may be suspended without pay. A confirmation letter will be sent to the employee with a copy to Human Resources to be placed in the employee's personnel file.

[Note: Employees considered exempt under the Fair Labor Standards Act will be suspended in weekly increments only, with the exception of a suspension for a major safety infraction or a serious work place conduct violation.]

4th offense - The employee will be discharged. Before any employee is discharged, the matter will be reviewed with the Human Resources Director. An employee shall be terminated and the employment relationship ended for any of the following reasons:

(1) Discharge; (2) Resignation; (Resignation will become effective upon receipt by the County of a written notice of resignation from the employee.) (3) Retirement; (4) Unexcused failure to return to work after the expiration of a leave of absence or period for which Worker’s Compensation was paid; (5) Failure to report availability to return to work within five (5) calendar days after notice of recall from layoff or failure to return to work within fourteen (14) calendar days after reporting availability; (6) On layoff for a continuous period of time equivalent to twelve (12) calendar months.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - DRESS AND GROOMING Outagamie County generally provides a casual, yet professional, work environment for its employees. Even though the dress code is casual, it is important to project a professional image to our customers, visitors, and co-workers, consistent with the environment in which an employee works. All employees are expected to dress in a manner consistent with good hygiene, safety, and good taste. Please use common sense. Check with your Supervisor to confirm if your department has a specific policy related to dress.

Airport, Plamann Park, Maintenance and Custodial employees who are required to wear uniforms will be provided with the following initial allotment:

- 2 summer shirts - 2 summer pants - 2 winter shirts - 2 winter pants - 1 summer jacket - 1 summer cap - 1 winter jacket - 1 winter cap

The County will pay fifty percent (50%) of the replacement cost of such uniforms, up to a maximum of one hundred dollars ($100.00) per employee per calendar year. Employees shall submit receipts for such replacement cost of uniforms two times per year, no later than the work day immediately prior to July 1 and January 1. The County will pay for and provide any identification patches required to be placed on the uniforms.

Highway and Recycling / Solid Waste Employees: The County agrees to provide, at such employee’s option, either a pants and shirt or coveralls, to an employee classified as a mechanic to be used by such employee when that employee is performing mechanic’s work, and to an employee who is assigned as the gasman. Employees will be provided with a hard hat, vest, goggles, and fuel cards, which will be their responsibility to replace if they are lost or stolen, provided that if there is clear evidence of forced entry, the employee will not have the responsibility to replace the item. These items will be inventoried on an annual basis. The County shall make disposable coveralls available to employees as set forth below. The Employee shall reimburse the County for its cost of such coveralls, except those employees who are required to change oil will receive two (2) pair of disposable coveralls per year, free of charge. The Employer agrees to provide employees normally assigned to perform body shop work during the year and the one employee normally assigned to perform welding during the year with each employee’s option of either pants and a shirt or coveralls, to be used by these employees when they are performing body shop work or welding.

Jail and Telecommunication Employees: The clothing allowance for employees shall be as follows:

Initial Allowance $275.00 Annual Allowance $250.00

Employees will receive their initial clothing allowance in two payments, the first of which will be on their first pay period and the second after completion of probation. The payment and administration of the clothing allowance will be made in accordance with existing policies.

The County will reimburse uniformed employees on a quarterly basis for the cost of cleaning uniforms upon submission of a bill from a cleaning company showing payment in full, provided, however, that no reimbursement will be made for any bill paid in a calendar quarter which is not submitted to the Sheriff or his or her representative on or before the 5th of the month immediately following the end of such calendar quarter, and provided further that the total amount of such reimbursement that will be made by the County in any calendar year to all the uniformed employees in the unit is limited to a total amount equal to $6.50 times the number of months each uniformed employee was employed by the County in this unit during that calendar year.

Regular part-time employees who work at least an average of thirty (30) hours per week shall receive clothing allowance on the above basis, pro-rated according to actual time worked in relation to a full-time employee.

Any questions or complaints regarding the appropriateness of attire should be directed to your Department Head or the Human Resources Department.

AS&P BREWSTER VILLAGE GENERAL

Employees working at the Airport and at Plamann Park who are required to wear uniforms and Maintenance and Custodial Workers who are required to wear uniforms will be provided with the following initial allotment:

- 2 summer shirts - 2 summer pants - 2 winter shirts - 2 winter pants - 1 summer jacket - 1 summer cap - 1 winter jacket - 1 winter cap

PROFESSIONALS OCJCA

The clothing allowance for employees shall be as follows:

Initial Allowance $275.00 Annual Allowance $250.00

Employees will receive their initial clothing allowance in two payments. The first of which will be on their first pay period and the second after completion of probation. The payment and administration of the clothing allowance will be made in accordance with existing policies.

The County will reimburse uniformed employees on a quarterly basis for the cost of cleaning uniforms upon submission of a bill from a cleaning company showing payment in full, provided, however, that no reimbursement will be made for any bill paid in a calendar quarter which is not submitted to the Sheriff or his/her representative on or before the 5th of the month immediately following the end of such calendar quarter, and provided further that the total amount of such reimbursement that will be made by the County in any calendar year to all the uniformed employees in the unit is limited to a total amount equal to $6.50 times the number of months each uniformed employee was employed by the County in this unit during that calendar year.

Regular part-time employees who work at least an average of thirty (30) hours per week shall receive clothing allowance on the above basis pro-rated according to actual time worked in relation to a full-time employee. HIGHWAY AND SOLID WASTE

The County agrees to provide, at such employee’s option, either a pants and shirt, or coveralls, to an employee classified as a mechanic to be used by such employee when that employee is performing mechanic’s work, and to an employee who is assigned as the gasman.

Employees will be provided with a hard hat, vest, goggles, and fuel cards which will be their responsibility to replace if they are lost or stolen, provided that if there is clear evidence of forced entry the employee will not have the responsibility to replace the item. These items will be inventoried on an annual basis.

The County shall make disposable coveralls available to employees. The Employee shall reimburse the County for its cost of such coveralls except that those employees who are required to change oil will receive two (2) pair of disposable coveralls per year free of charge.

The Employer agrees to provide the two employees normally assigned to perform body shop work during the year and the one employee normally assigned to perform welding during the year with each employee’s option of either a pants and shirt, or coveralls, to be used by these three employees when they are performing body shop work or welding. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - ALCOHOL AND DRUGS IN THE WORKPLACE Outagamie County has a vital interest in maintaining safe, healthy, and productive working conditions for employees and providing safe, quality services to constituents. Employees under the influence of alcohol or other drugs while in the workplace pose a threat to the safety and wellbeing of themselves, co-workers, and the general public.

It is the policy of Outagamie County to maintain a drug and alcohol free work environment that is safe and productive for employees and others having business with the County.

The unlawful use, possession, purchase, sale, distribution, or being under the influence of any illegal drug and/or the misuse of legal drugs while on County or client premises or while performing services for the County is strictly prohibited. Outagamie County also prohibits reporting to work or performing services while impaired by the use of alcohol or consuming alcohol while on duty or during work hours.

The County encourages employees who have an alcohol or other drug problem to seek help to deal with their problem. Help is available through the Employee Assistance Program.

Compliance with this policy is a condition of employment. Employees who test positive or who refuse to submit to substance abuse screening will be subject to termination. Notwithstanding any provision herein, this policy will be enforced at all times in accordance with applicable state and local law.

See the ALCOHOL AND DRUGS IN THE WORKPLACE POLICY located on the Human Resources intranet site for additional details. AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & EMPLOYEE ASSISTANCE PROGRAM The Employee Assistance Program (EAP) is a resource designed to provide highly confidential and experienced help for employees in dealing with issues that affect their lives and the quality of their job performance. Outagamie CONSOLIDATED - County wants employees to be able to maintain a healthy balance of work and family that allows them to enjoy life. The Employee Assistance Program is a confidential counseling and referral service that can help employees successfully deal with life’s challenges.

This free, comprehensive counseling service offers employees and their immediate family members three visits per issue each year and a 24-hour hotline answered by professional, degreed counselors. Employees may contact the Employee Assistance Program directly by calling 749-2390 or 1-800-236-3666.

The County encourages employees to use this valuable service whenever they have such a need. Employees who choose to use these counseling services are assured the information disclosed in their sessions is confidential and not available to the County, nor is the County given any information on who chooses to use the services. The initial appointment to the agency will not be charged to the employee's sick leave or vacation leave; however, should follow- up counseling be required, the employee is expected to use sick leave, vacation, or non-scheduled time.

AS&P

The Employee Assistance Program is designed to provide the employee who desires professional assistance in resolving a personal problem, an opportunity for a confidential evaluation and referral to an outside human service agency. Employees may contact the EAP directly by calling 749-2390 or 1- 800-236-3666, or seek assistance from the Human Resources Department. The initial appointment to the agency will not be charged to the employee's sick leave or vacation leave. However, should follow-up counseling be required, the employee is expected to use sick leave or vacation.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - EMPLOYMENT AT WILL Employment at Outagamie County is on an at-will basis unless otherwise stated in a written individual employment agreement. This means that either the employee or the County may terminate the employment relationship at any time, for any reason, with or without advance notice. Nothing in this employee handbook is intended to or creates an employment agreement, express or implied. Nothing contained in this or any other document provided to the employee is intended to be, nor should it be, construed as a contract that employment or any benefit will be continued for any period of time. Any salary figures provided to an employee in annual or monthly terms are stated for the sake of convenience or to facilitate comparisons and are not intended and do not create an employment contract for any specific period of time. Nothing in this statement is intended to interfere with, restrain, or prevent concerted activity as protected by the National Labor Relations Act. Such activity includes employee communications regarding wages, hours, or other terms or conditions of employment. Outagamie County employees have the right to engage in or refrain from such activities.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - EQUAL OPPORTUNITY Outagamie County provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, or service in the military. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

Outagamie County expressly prohibits any form of unlawful employee harassment or discrimination based on any of the characteristics mentioned above. Improper interference with the ability of other employees to perform their expected job duties is not tolerated.

Americans with Disabilities Act (ADA) and Reasonable Accommodation

To ensure equal employment opportunities to qualified individuals with a disability, Outagamie County will make reasonable accommodations for the known disability of an otherwise qualified individual, unless undue hardship on the operation of the business would result. Employees who may require a reasonable accommodation should contact the Human Resources Department.

Commitment to Equal Opportunity

Outagamie County is committed to creating and maintaining a workplace in which all employees have an opportunity to participate and contribute to the success of the County and are valued for their skills, experience, and unique perspectives. This commitment is embodied in the way we do business and is an important principle of sound business management.

Harassment and Complaint Procedure

Title VII of the 1964 Civil Rights Act as amended, EEOC guidelines, State statutes and various applicable court cases prohibit harassment of individuals based upon membership in “protected” categories. For the purposes of this policy, these “protected” categories include, but are not limited to, age, race, creed, color, sex, national origin, sexual orientation, veteran status, use of legal products, disability, and marital status. All Outagamie County employees have the right to expect that the County will strive to maintain a place of employment that is free of conduct that can be considered discriminatory, harassing, abusive, disorderly, or disruptive. Further, all employees should know that they have the right to demand that such conduct cease immediately. Outagamie County takes allegations of harassment seriously. It is the policy of Outagamie County to strictly prohibit any conduct which constitutes harassment and to discipline any employee found to have committed such conduct. This policy applies to all County employees as well as contractors, vendors, and visitors.

Harassment is defined as a pattern of unwelcome, abusive, and/or degrading conduct directed against an individual or group of individuals based on their membership in a protected class where the conduct interferes with the employee’s job performance or creates an intimidating, hostile, or offensive working environment.

Harassment based on sex can include any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, including, but not limited to, sexually explicit displays, language, or jokes where: (a) the conduct interferes with the employee’s job performance or creates an intimidating, hostile, or offensive working environment, or (b) submission to the conduct, whether explicit or implicit, is used as the basis for employment decisions including hiring, continued employment, promotion, privileges, or benefits.

It is the responsibility of each member of management to create an atmosphere free of harassment. All members of management are responsible for preventing and/or eliminating harassment in their work areas. In addition, it is the responsibility of all employees, contractors, vendors, and visitors to respect the rights and feelings of other individuals.

Any employee who believes he or she has been subjected to harassment is encouraged to file a report of such conduct by either: (a) notifying their department management staff, who will then notify the Human Resources Department, or (b) notifying Human Resources directly.

This report can be made verbally or by completing a Harassment Complaint Form, available in the Human Resources Department. Complaints should include specific detail about the parties involved, what day and time the incident occurred, a list of any witnesses, and any other relevant information.

The County recognizes that false accusations of harassment can have serious effects on innocent men, women, and their families. Consequently, false accusations will result in appropriate disciplinary action against the complaining party.

Where appropriate, the County will impose disciplinary action. Discipline may include warning, suspension, or termination, depending on the severity of the incident and whether or not the behavior is repetitious.

Following investigation and imposition of any discipline, the complaining party will be notified as to the resolution of the case and that any further incidents should be reported promptly.

Any and all forms of retaliation against a complainant or witness are expressly prohibited by the County. Appropriate disciplinary action will be taken against anyone retaliating against either the person filing a complaint or anyone assisting in the investigation. To every extent possible, complaints and investigation results regarding harassment cases will be treated with the utmost discretion and confidentiality for both the complaining party and the person against whom the complaint was filed.

See the ACCEPTABLE BEHAVIOR & HARASSMENT POLICY found on the HR intranet site for additional detail and for information regarding filing a complaint. NEW - EQUAL OPPORTUNITY Outagamie County provides equal employment opportunities to all employees and applicants for employment without regard to race, color, ancestry, national origin, gender, sexual orientation, marital status, religion, age, disability, gender identity, or service in the military. Equal employment opportunity applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leave of absence, compensation, and training.

Americans with Disabilities Act (ADA) and Reasonable Accommodation

Commitment to Equal Opportunity

Harassment and Complaint Procedure

Following investigation and imposition of any discipline, the complaining party will be notified as to the resolution of the case and that any further incidents should be reported promptly.

See the ACCEPTABLE BEHAVIOR & HARASSMENT POLICY found on the HR intranet site for additional detail and for information regarding filing a complaint.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & FAMILY MEDICAL LEAVE Outagamie County complies with the federal and state Family and Medical Leave Act (FMLA), which requires employers to grant unpaid leaves of absence to qualified workers for certain medical and family-related reasons. The more CONSOLIDATED - generous of the two laws will apply to the employee if the employee is eligible under both federal and state laws.

Please note there are many requirements, qualifications, and exceptions under these laws, and each employee’s situation is different. Whether an employee is eligible is determined by the number of hours he or she was paid (Wisconsin State FML) or has worked (Federal FML) within the past year of employment with Outagamie County and the health condition requiring the leave.

Reasons for Taking Leave. Under federal law, unpaid leave may be requested for pregnancy and prenatal care; pre-placement activities, birth, adoption, or foster placement of a child; or the serious health condition of a child, spouse, parent, domestic partner, or the employee. State law may have additional reasons defined.

Military Family Leave Entitlements. Under federal law, unpaid leave may also be requested by eligible employees who have any qualifying exigency arising out of the fact that the spouse or a son, daughter, parent, domestic partner, or next of kin of the employee is on covered active duty (or has been notified of an impending call or order to covered active duty) in the armed forces and may use their 12-week entitlement to address certain qualifying circumstances. Qualifying circumstances may include deploying on short-notice, attending certain military events, arranging for alternative child care and school activities, addressing certain financial and legal arrangements, attending certain counseling sessions, engaging in rest and recuperation, and attending post deployment reintegration briefings.

Employees wishing to request either of the Family Medical Leaves, should contact FMLA Administrator directly to open a claim. FMLA Administrator contact information and additional details can be found on the HR Intranet site.

AS&P

Outagamie County administers two Family and Medical Leave (FML) Acts -- the Federal FML and the Wisconsin State FML. Any individual employee may be eligible for one or both FMLs at any given time. Whether an employee is eligible is determined by the number of hours he or she was paid (Wisconsin State FML) or has worked (Federal FML) within the past year of employment with Outagamie County.

Each of the leave laws is summarized below, followed by an explanation of their administration and the forms necessary to activate the leave. This information is provided as a general overview and to encourage a basic understanding of the FML laws and is not intended to be exclusive or all inclusive. Employees are encouraged to Human Resources for additional information and to obtain answers to questions or concerns. Federal FML An employee is eligible for Federal FML if he or she has worked at least 1250 hours in the past year, with year defined as the most previous twelve months measured on a backwards rotating time clock. An employee may request leave in the event of his or her child’s birth, adoption or placement under foster care; or to care for a family member’s (spouse, Registered Domestic Partner, child or the employee’s own parent) or his or her own serious health condition. Leave for any and all reasons listed above may cumulatively extend for a maximum of twelve weeks in any year as defined above. Where a husband and wife are both employed by Outagamie County, FML will be limited to a combined total of twelve weeks during any twelve month period where leave is taken in connection with birth, adoption, or foster care, or to care for a parent. Intermittent or reduced schedule leave may be granted for birth, adoption or foster care only if the employer agrees, and for a serious health condition of either the employee or his or her family member when medically necessary.

State FML An employee is eligible for State FML if he or she has been paid at least 1000 hours in the past year, with year defined as the preceding, consecutive fifty-two (52) weeks. An employee may request up to six weeks of leave, beginning within sixteen weeks before or after the event, for the adoption or birth of a child; up to two weeks to care for the serious health condition of the employee’s spouse, Registered Domestic Partner, child, parent or parent-in-law; and up to two weeks to care for his or her own serious health condition. Leave may be consecutive, but each category may be used only one time per calendar year. Intermittent or reduced schedule leave may be granted for birth or adoption or to care for the employee’s child, spouse, Registered Domestic Partner, or parent’s serious health condition, and for the employee’s own serious health condition if medically necessary. Administration of FMLs During the use of either FML, any health insurance benefit in which the employee is enrolled remains constant -- with the same deductible, co-pay, coverage and cost -- as existed at the time of commencing the leave. At the conclusion of the leave, the employee is reinstated to his or her job or to an equivalent position. The Federal and the State FMLs are administered concurrently. During that concurrency, the least restrictive rules regarding access to the employee’s own paid time off banks apply. The State FML allows an employee to choose whether he or she wants to access their sick leave, vacation or floating holiday accounts, while the Federal FML allows the employer to require the employee to use their paid leave balances. Outagamie County does require employees who are using solely the Federal FML to use any and all paid leave balances to cover the lost time.

Unpaid time may negatively affect an employee’s access to fixed holiday pay, continued accumulation of sick leave and vacation time, and his or her next step increase, as determined by the employee’s status under either the collective bargaining agreement or the Personnel Manual. Forms Employees wishing to request either of the FMLs can obtain the forms on the Human Resources webpage. In addition, a Notice of Change form must be submitted when the employee begins leave and again when he or she returns to work. When an employee takes a FML for his or her own serious health condition, the employee must bring in a doctor’s certification upon returning to work, which verifies that the employee is able to return and lists any work related restrictions that may apply. Employees who have exhausted or who are not eligible for FMLA, who have exhausted paid sick leave, vacation and floating holidays, and who still are unable to work because of their own illness or non-work related injury, may apply for an unpaid medical leave of absence. Procedures require that the employee present his/her Department Head with a written request for Medical Leave as well as a written notice from his/her physician, attesting to the employee's diagnosis and inability to work. The Department Head will forward the request to Human Resources for consideration. If approved, the unpaid leave may be granted for a period of time not to exceed nine (9) months. The County may require a statement or periodic statements from the employee's physician attesting to the employee's continued inability to work. The County may also require that the employee obtain a second opinion from another physician, mutually agreed upon by the employee and the County, with which a final determination will be made. The County will pay for the cost of the second opinion. AS&P

BREWSTER VILLAGE GENERAL PROFESSIONALS

This Interim Personnel Policy Manual is intended to apply to those employees previously covered under the 2011-2012 bargaining agreement between the County and Local 2416.

This Interim Personnel Policy Manual has been prepared for informational purposes only. None of the statements, policies and administrative guidelines, rules or regulations contained herein constitutes a guarantee of employment, a guarantee of any other right or benefit, or a contract of employment, express or implied.

Violations of the terms of the Interim Personnel Policy Manual, policies, regulations or guidelines may result in disciplinary action, up to and including termination of employment.

The provisions set forth in this Interim Personnel Policy Manual may be altered, modified, changed or eliminated at any time by the County. This Interim Personnel Policy Manual supersedes any and all previous handbooks, statements, policies and administrative guidelines, rules or regulations given to OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - GRIEVANCE It is Outagamie County's standard to treat all employees equitably and fairly in matters affecting their employment. The County has established this Grievance Procedure for an employee to utilize for matters concerning discipline, termination, or workplace safety covered by this Grievance Procedure. This Procedure provides an employee with the individual opportunity to address concerns regarding discipline, termination, or workplace safety matters, to (same verbiage in all have those matters reviewed by an Impartial Hearing Officer, and to appeal to the County Board. Information on the complaint procedure process is available to each employee by contacting the Human Resources Department. manuals wtith one small change indicated Definitions: The grievance shall mean a dispute regarding the application of County policies regarding an employee’s discipline or termination of employment, or a dispute concerning workplace safety. No grievance shall be in red) processed under this policy unless it is in writing and contains all of the following:

1) The name and position of the grievant; 2) A clear and concise statement of the grievance; 3) The issue involved; 4) The relief sought; 5) The date the incident or alleged violation took place; 6) The specific section of the Employee Handbook or workplace safety rule alleged to have been violated; and 7) The signature of the grievant and the date.

The term “days” means regular business days, Monday through Friday, other than weekends and holidays, regardless of whether the employee or his or her classification is scheduled to work. The time within which an act is to be done under this policy shall be computed by excluding the first day and including the last day.

A “grievant” is an employee of Outagamie County and shall not include employees subject to a collective bargaining agreement addressing employee discipline, termination and workplace safety, statutorily appointed individuals identified specifically in statute as serving at the pleasure of an appointed authority, elected officials, and independent contractors. Any grievant may request a peer or outside representative of their choice to attend meetings related to the grievance. Any cost associated with external representation is the responsibility of the employee.

“Workplace safety” means those conditions related to physical health and safety of employees enforceable under federal or state law, or County rule related to: safety of the physical work environment, the safe operation of workplace equipment and tools, provision of protective equipment, training and warning requirements, workplace violence, and accident risk.

“Discipline” means oral reprimands (where a written record of the reprimand is placed in the employee’s file), written reprimands, suspension, performance improvement plans, and demotion. Discipline does not include counseling, job coaching, paid administrative leave for pending investigation, change in job assignment or location, performance reviews, work plans, or corrective actions that do not include a reprimand or other adverse employment action.

“Termination” means discharge from employment. Layoffs (reduction in force), voluntary resignation, failure to return to work from a layoff, absences when not on an approved leave, job abandonment (no call / no show) and loss of license or certification. Inability to perform due to physical or mental condition are not considered terminations and are not subject to this procedure.

PROCEDURE

First Step

Within ten (10) days after the facts upon which the grievance is based or should have reasonably become known, the employee shall present the written grievance to his or her immediate Supervisor, who will review the grievance with the Department Head. The Department Head shall give a written answer within ten (10) days of receipt of the grievance, with a copy to the Human Resources Director.

An employee who has been notified of termination may process the grievance commencing at Step 3.

Second Step

If the grievance is not satisfactorily resolved at Step 1, it may be submitted by the grievant to the Human Resources Director within five (5) days after having received the answer in the First Step. After receipt of the written grievance by the Human Resources Director, he or she or the designated representative of the Human Resources Director will meet with the grievant in an effort to resolve the issue(s) raised by the grievance. Within ten (10) days after the meeting, the Human Resources Director shall respond to the grievance in writing.

The Human Resources Director shall also determine if the grievance is timely and if the subject matter of the grievance is within the scope of this policy and otherwise properly processed as required by this policy. If the Human Resources Director is aware of other similar pending grievances, the Human Resources Director may consolidate those matters and process them as one grievance.

Third Step

Upon the written request of the grievant in response to an adverse decision, the decision at the second step may be appealed by a written statement forwarded to the Human Resources Director, particularly describing the reason for appeal. The grievance will be referred to an Independent Hearing Officer (IHO), who will be designated by the County Executive. Any costs incurred by the IHO will be paid by the County. The IHO will convene a hearing in the manner the IHO determines necessary. The IHO shall have the authority to administer oaths, issue subpoenas at the request of the parties, and decide if a transcript is necessary. The IHO may require the parties to submit grievance documents and witness lists in advance of the hearing to expedite the hearing. The burden of proof shall be “a preponderance of the evidence”. In termination and discipline cases, the County shall have the burden. In workplace safety cases, the employee shall have the burden. The IHO may apply relaxed standards for the admission of evidence, including allowing the admission of hearsay. The IHO may request oral or written arguments and replies. The IHO shall provide the parties a written decision.

The IHO may only consider the matter presented in the initial grievance filed by the employee. The IHO shall have the power to order only the following remedies: withdrawal of a verbal or written reprimand, reduction of suspension, and transfer to original position from demoted position, reinstatement with or without some or all back pay. All other remedial authority shall be subject to the determination and approval of the County Executive.

Fourth Step

Either party may appeal an adverse determination at Step 3 to the County Board, by filing written notice appealing the decision of the IHO in the Human Resources Director’s office within ten (10) days of the decision of the IHO. The County Board shall, within thirty (30) days after submission of the appeal, schedule the review of the IHO’s decision. The review will be conducted by the Board during a closed session meeting unless an open session is requested by the employee. The Board may make its decision based on the written decision of the IHO or the Board may examine any records, evidence, and testimony produced at the hearing before the IHO. A simple majority vote of the Board membership shall decide the appeal within twenty (20) days following the last session scheduled for review. The Board will issue a final written decision, which shall be binding for all parties.

Timelines: Failure to process the grievance by the grievant within the specified time limit or agreed upon extensions shall constitute waiver of the grievance and will be considered resolved on the basis of the County’s last answer. Failure of a management representative to meet the time limits shall cause the grievance to move automatically to the next step in the procedure. To encourage that grievances are addressed in a prompt manner, the time limits set by this policy are intended to be strictly observed and may not be extended except in extreme circumstances, and then only upon the express written consent of the parties.

Exclusive Remedy: This procedure constitutes the exclusive process for the redress of any employee grievances as defined herein. However, nothing in this grievance procedure shall prevent any employee from addressing concerns regarding matters not subject to the grievance procedure with administration, and employees are encouraged to do so. Matters not subject to the grievance procedures that are raised by employees shall be considered by administration, which has final authority, subject to any applicable Board policy or directive, to resolve the matter. CONSOLIDATED - GRIEVANCE It is Outagamie County's standard to treat all employees equitably and fairly in matters affecting their employment. The County has established this Grievance Procedure for an employee to utilize for matters concerning discipline, termination, or workplace safety covered by this Grievance Procedure. This Procedure provides an employee with the individual opportunity to address concerns regarding discipline, termination, or workplace safety matters, to (same verbiage in all have those matters reviewed by an Impartial Hearing Officer, and to appeal to the County Board. Information on the complaint procedure process is available to each employee by contacting the Human Resources Department. manuals wtith one small change indicated Definitions: The grievance shall mean a dispute regarding the application of County policies regarding an employee’s discipline or termination of employment, or a dispute concerning workplace safety. No grievance shall be in red) processed under this policy unless it is in writing and contains all of the following:

PROCEDURE

First Step

An employee who has been notified of termination may process the grievance commencing at Step 3.

Second Step

Third Step

Fourth Step

SAME VERBIAGE ALL MANUALS ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED HARRASSMENT Title VII of the 1964 Civil Rights Act as amended, EEOC guidelines, State statutes and various applicable court cases prohibit harassment of individuals based upon membership in “protected” categories. For the purposes of this procedure, these “protected” categories include but are not limited to age, race, creed, color, sex, national origin, sexual orientation, veteran status, use of legal products, disability, and marital status. All Outagamie County employees have the right to expect that the County will strive to maintain a place of employment that is free of conduct that can be considered discriminatory, harassing, abusive, disorderly or disruptive. Further, all employees should know that they have the right to demand that such conduct cease immediately. Outagamie County takes allegations of harassment seriously. It is the policy of Outagamie County to strictly prohibit any conduct which constitutes harassment and to discipline any employee found to have committed such conduct. This policy applies to all County employees as well as contractors, vendors and visitors.

Conduct is unwelcome if an individual did not solicit or incite the behavior and regards the conduct as undesirable or offensive. Such conduct can include verbal abuse, vulgar or derogatory language, display of offensive pictures or other printed materials, mimicry, lewd or offensive gestures, telling of offensive jokes, or unwelcome inquiries into an individual’s personal life without a business purpose. Harassment based on sex can include any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, including but not limited to, sexually explicit displays, language or jokes where:

(a) the conduct interferes with the employee’s job performance, or creates an intimidating, hostile or offensive working environment. or (b) submission to the conduct, whether explicit or implicit, is used as the basis for employment decisions including hiring, continued employment, promotion, privileges or benefits. It is the responsibility of each member of management to create an atmosphere free of harassment. All members of management are responsible for preventing and/or eliminating harassment in their work areas. In addition, it is the responsibility of all employees, contractors, vendors and visitors to respect the rights and feelings of other individuals.

Any employee who believes he or she has been subjected to harassment is encouraged to file a report of such conduct by either: (a) notifying their department management staff who will then notify the Human Resources Department (b) or notifying the Human Resources Director, the Senior Human Resource Analyst or the Employment and Training Administrator in the Human Resources Department.

This report can be made verbally or by completing a Harassment Complaint Form. Complaints should include specific detail about the parties involved, what day and time the incident occurred, a list of any witnesses, and any other relevant information.

The County recognizes that false accusations of harassment can have serious effects on innocent men, women and their families. Consequently, false accusations will result in appropriate disciplinary action against the complaining party.

Following investigation and imposition of any discipline, the complaining party will be notified as to the resolution of the case and that any further incidents should be reported promptly.

To every extent possible, complaints and investigation results regarding harassment cases will be treated with the utmost discretion and confidentiality for both the complaining party and the person against whom the complaint was filed. AS&P

Title VII of the 1964 Civil Rights Act as amended, EEOC guidelines, State statutes and various applicable court cases prohibit harassment of individuals based upon membership in “protected” categories. For the purposes of this Personnel Manual, these “protected” categories include but are not limited to age, race, creed, color, sex, national origin, sexual orientation, veteran status, use of legal products, disability, and marital status. All Outagamie County employees have the right to expect that the County will strive to maintain a place of employment that is free of conduct that can be considered discriminatory, harassing, abusive, disorderly or disruptive. Further, all employees should know that they have the right to demand that such conduct cease immediately. Outagamie County takes allegations of harassment seriously. It is the policy of Outagamie County to strictly prohibit any conduct which constitutes harassment and to discipline any employee found to have committed such conduct. This policy applies to all County employees as well as contractors, vendors and visitors.

Harassment is defined as a pattern of unwelcome, abusive and/or degrading conduct directed against an individual or group of individuals based on their membership in a protected class where the conduct interferes with the employee’s job performance, or creates an intimidating, hostile or offensive working environment. Conduct is unwelcome if an individual did not solicit or incite the behavior and regards the conduct as undesirable or offensive. Such conduct can include verbal abuse, vulgar or derogatory language, display of offensive pictures or other printed materials, mimicry, lewd or offensive gestures, telling of offensive jokes, or unwelcome inquiries into an individual’s personal life without a business purpose.

Harassment based on sex can include any unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, including but not limited to, sexually explicit displays, language or jokes where: (a) the conduct interferes with the employee’s job performance, or creates an intimidating, hostile or offensive working environment, or (b) submission to the conduct, whether explicit or implicit, is used as the basis for employment decisions including hiring, continued employment, promotion, privileges or benefits.

It is the responsibility of each member of management to create an atmosphere free of harassment. All members of management are responsible for preventing and/or eliminating harassment in their work areas. In addition, it is the responsibility of all employees, contractors, vendors and visitors to respect the rights and feelings of other individuals.

Every allegation of protected class harassment will be investigated in a timely and thorough manner. The investigation will be conducted by members of the Human Resources Department in conjunction with department management staff. BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED AND HEATLH INSURANCE All regular employees who are hired at or are pro-rated at 20/30 or more hours per week are eligible for health insurance coverage. Once an employee is at the County for one year, this proration occurs each October to determine REVISED - eligibility for the coming year. Eligible employees may choose either single or family coverage. In the event an employee has a spouse or registered domestic partner who is also a County employee, that employee and spouse or registered domestic partner may choose either two single plans or one family plan. Insurance becomes effective the first day of the month following one full month of employment or eligibility. Coverage continues through the end Removed references to of the month in which termination of coverage occurs. specific percent of coverage for plans and Health Insurance Choices: The County currently offers a Low-Deductible Health Plan and Consumer-Driven Health Plan with a Health Savings Account (HSA). Each of these plans are available for single or family coverage. referred employees to Contribution rates are determined each year during the budget planning process. Specific details can be found on the Benefits Summary for your employee group (former union affiliation). their Benefit Summary. Health Savings Account (HSA): Effective on the first pay period following December 31st for employees who are enrolled in the Consumer-Driven Health Plan, the County will contribute to an employee’s Health Savings Account. The Removed $50 amount deposited into this account is also determined each year as part of the budget planning process. contribution to Flex HSA - New employees: For new employees who enroll in the Consumer-Driven Health Plan after January 1st of the calendar year, the County will contribute a pro-rated amount to the employee’s Health Savings Account for that Spending Accounts. calendar year.

Removed three months HSA - Part-Time Employees: For regular part-time employees who work at least an average of twenty (20) hours per week (or 30 hours per week in Sheriff's Department), the County will contribute to the employee’s Health Savings of County provided Account an amount equal to sixty-five percent (65%) of the amount contributed on behalf of full-time employees. COBRA coverage - that was for AS&P For Brewster Village regular part-time employees who work at least an average of twenty to twenty-nine (20–29) hours per week, the County shall contribute to the employee’s Health Savings Account an amount equal to seventy- employees only. five percent (75%) of the amount contributed on behalf of full-time employees.

For Brewster Village regular part-time employees who work at least an average of thirty to thirty-five (30-35) hours per week, the County shall contribute to the employee’s HSA an amount equal to eighty percent (80%) of the amount contributed on behalf of full-time employees.

Specific details regarding Health Savings Account contribution amounts can be found on the Benefits Summary for your employee group (former union affiliation).

HSA – Payroll Deduction: As allowed by law, the County agrees to allow employees to contribute, through payroll deduction, additional funds to their Health Savings Account, up to the amount allowed by the IRS.

HSA - Hold Harmless: The County will be held harmless for any employee eligibility issues or tax consequences caused by outside insurance coverage, inappropriate withdrawals, payroll deductions in excess of the allowable limits, or other matters beyond the County’s control that would interfere with an employee’s Health Savings Account eligibility. Leave of Absences: Employees on official leaves of absence without pay, with the exception of USERRA (Military Leave) which allows COBRA for twenty-four (24) months, may elect continuation for up to eighteen (18) months under COBRA, and must pay the full premium to the County Treasurer by the 25th of the month for the following month's coverage.

Retirees: Early Wisconsin Retirement annuitants, enrolled spouses and registered domestic partners may remain in the group policy, provided the retiree pays the full premium to the County Treasurer by the 25th of the month for the following month's coverage. Once the retired annuitant becomes eligible for Medicare, Medicare Coverage Parts A & B must be applied for and will become primary payer, while the group plan pays second.

Terminations: Under federal COBRA regulations, terminated employees (except for terminations due to gross misconduct) enrolled in a County health plan may elect to continue group coverage for up to 18 months by paying the County Treasurer the required premium by the 25th of the month for the following month's coverage. AS&P

All regular employees who are hired at or are pro-rated at 20 or more hours per week, are eligible for health insurance coverage. Eligible employees may choose either single or family coverage. In the event an employee has a spouse or Registered Domestic Partner who is also a County employee, that employee and spouse or Registered Domestic Partner may choose either two single plans or one family plan. Insurance becomes effective the first day of the month following one full month of employment or eligibility. Coverage continues through the end of the month in which termination occurs. Health Insurance Choices While the specific plans or types of plans may change the County currently offers a Low Deductible Health Plan, a Point of Service plan and a High Deductible Health Plan (HDHP) with a Health Savings Account (HSA). Each of these plans are available for single or family coverage. For eligible, regular full time employees, the County will contribute eighty-seven percent (87%) of the premium of the Low Deductible Plan, eighty-five percent (85%) of the premium of the Point of Service plan, and ninety-two percent (92%) of the premium of the High Deductible Plan/ HSA plan, regardless of whether the employee chooses single or family coverage. For eligible, regular part-time employees, the County will contribute sixty-two percent (62%) of the premium of the Low Deductible Plan, sixty percent (60%) of the Point of Service plan, and sixty-seven percent (67%) of the High Deductible Plan/HSA plan, regardless whether the employee chooses single or family coverage.

Health Savings Account (HSA) Effective on the first pay period following December 31st for employees who are enrolled in the HDHP, the County will contribute to an employee’s HSA, in the amount of eight hundred dollars ($800) for employees with single health coverage, and one thousand six hundred dollars ($1,600) for employees with family health coverage.

New employees. For new employees who enroll in the HDHP after January first of the calendar year, the County will contribute a prorated amount to the employee’s HSA for that calendar year.

Part-Time Employees. For regular part-time employees who work at least an average of twenty (20) hours per week, the County will contribute to the employee’s HSA an amount equal to sixty-five percent (65%) of the amount contributed on behalf of full time employees.

Increase in Health Plan Deductible. In the event that an increase in the health plan’s annual deductible is necessary in order for the plan to qualify as a HDHP under federal or state regulations, the County agrees to increase its annual contribution to each employee’s HSA by an amount equal to fifty- three and thirty-three hundredths percent (53.33%) of the increase in the deductible.

HSA – Payroll Deduction. As allowed by law, the County agrees to allow employees to contribute, through payroll deduction, additional funds to their HSA up to the amount allowed by the IRS. Hold Harmless. The County will be held harmless for any employee eligibility issues or tax consequences caused by outside insurance coverage, inappropriate withdrawals, payroll deductions in excess of the allowable limits, or other matters beyond the County’s control that would interfere with an employee’s HSA eligibility. Exception. Sheriff’s Department protective status management staff hired prior to July 1, 2011 will have the same health plan offerings and contributions as the members of the Deputy Sheriff’s Association. Section 125 Plan Contribution. Annually, on the beginning of the plan year, the County will contribute a sum of fifty dollars ($50.00) per individual or family annually to the participating employee’s Section 125 Plan account, provided the employee contributes at least the minimum of one hundred dollars ($100.00) to participate in such plan and also participates in the County’s hospital / surgical Plan. The fifty dollars ($50.00) will be available to the employee if s/he has established either a medical or a dependent day care account within the Section 125 Plan.

Employees on official leaves of absence without pay, with the exception of USERRA (Military Leave) which allows COBRA for twenty-four (24) months, may elect continuation for up to eighteen (18) months under COBRA, and must pay the full premium to the County Treasurer by the 25th of the month for the following month's coverage. In the event of an approved medical leave of absence, the County will pay for three months of COBRA premiums from the first of the month after the leave began, and during that initial three (3) months of COBRA, the employee is responsible for paying his or her premium share as though he or she was working. Early Wisconsin Retirement annuitants and enrolled spouses and Registered Domestic Partners may remain in the group policy provided the retiree pays the full premium to the County Treasurer by the 25th of the month for the following month's coverage. Once the retired annuitant becomes eligible for Medicare, Medicare coverage Parts A & B must be applied for and will become primary payer, while the group plan pays second. Under federal COBRA regulations, terminated employees enrolled in a County health plan may elect to continue group coverage for up to 18 months by paying the County Treasurer the required premium by the 25th of the month for the following month's coverage. BREWSTER VILLAGE

The County’s contribution level toward the monthly group medical Low Deductible Plan premium shall be an amount representing eighty-seven percent (87%) of the premium with employee contribution level and maximum dollar contribution(s) as follows: For employees desiring and eligible for single coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible medical plan premium rate for single coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible medical plan premium rate for single coverage up to a maximum of one hundred and thirty dollars ($130.00) per month. For employees desiring and eligible for family coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible medical plan premium rate for family coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible medical plan premium rate for family coverage up to a maximum of three hundred and ten dollars ($310.00) per month. The County will pay a percentage of the premium of the low deductible medical plan on a prorata basis for regular part-time employees who are desiring and eligible for such coverage, according to the following percentages of hours that employee worked as compared to a full time employee: 30+ hours 87% of the low deductible single or family plan premium. 20-29 hours 72% of the low deductible medical single or family plan premium.

Health Plan. The County shall offer to its eligible employees a plan that meets the IRS guidelines for “High-Deductible Health Plans” (HDHP). The employee premium contribution toward the HDHP shall be eight percent (8%) for full time employees. Health Savings Account (HSA). For employees who are enrolled in the High Deductible Health Plan, effective the first pay period after December 31st, the County shall contribute to an employee’s HSA, in the amount of eight hundred dollars ($800) for employees with single health coverage, and one thousand six hundred dollars ($1,600) for employees with family health coverage. New employees. For new employees who enroll in the High Deductible Health Plan after January first of the calendar year, the County shall contribute a prorated amount to the employee’s HSA for that calendar year. Part-Time Employees. For regular part-time employees who work at least an average of thirty to thirty-five (30-35) hours per week, the County shall contribute to the employee’s HSA an amount equal to eighty percent (80%) of the amount contributed on behalf of full time employees. • For regular part-time employees who work at least an average of twenty to twenty-nine (20 – 29) hours per week, the County shall contribute to the employee’s HSA an amount equal to seventy-five percent (75%) of the amount contributed on behalf of full time employees. In the event that an increase in the health plan’s annual deductible is necessary in order for the plan to qualify as a HDHP under federal or state regulations, the County agrees to increase its annual contribution to each employee’s HSA by an amount equal to fifty-three and thirty-three hundredths percent (53.33%) of the increase in the deductible. HSA – Payroll Deduction. As allowed by law, the County agrees to allow employees to contribute, through payroll deduction, additional funds to their HSA up to the amount allowed by the IRS. Hold Harmless. The County shall be held harmless for any employee eligibility issues or tax consequences caused by outside insurance coverage, inappropriate withdrawals, payroll deductions in excess of the allowable limits, or other matters beyond the County’s control that would interfere with an employee’s HSA eligibility. The County shall offer to its eligible employees a Point of Service (POS) medical plan. The employee premium contribution toward the POS medical plan shall be fifteen percent (15%) for full time employees. The County shall provide a dental plan for eligible as follows:

(a) The County shall pay sixty-five percent (65%) of the single or family dental plan premium for regular full-time employees desiring and eligible for dental insurance who participate in a low deductible medical plan provided by the County. The County shall pay thirty-five percent (35%) of the single or family dental plan premium for regular full-time employees desiring and eligible for dental insurance who participate in a medical plan provided by the County that is not a low deductible type of medical plan. (b) The County shall pay a percentage of the premium of the dental plan on a prorata basis for regular part-time employees who are desiring and eligible for such coverage, according to whether the employee is enrolled in the low deductible medical plan or whether the employee is enrolled in a POS medical plan, and according to the following percentage of hours that employee worked as compared to a full time employee: 36+ hours 65% if in HDHP / 35% if in POS plan. 30-35 hours 60% if in HDHP / 30% if in POS plan. 20-29 hours 50% if in HDHP / 25% if in POS plan.

The employee will pay the balance of the single or family medical insurance and dental insurance premiums through payroll deduction. An employee will be eligible to participate in the County’s medical and dental plans commencing on the first of the month following two (2) months of employment; waiting period not to exceed 90 days. In the event an employee has a spouse or Registered Domestic Partner who is also a County employee, that employee and spouse or Registered Domestic Partner will be entitled only to either two single medical plans or one family medical plan between them from the County. In the event an employee has a spouse or Registered Domestic Partner who is also a County employee, that employee and spouse or Registered Domestic Partner will be entitled only to either two single dental plans or one family dental plan between them from the County. Annually on the beginning of the plan year, the County will contribute a sum of fifty dollars ($50.00) per individual or family annually to the participating employee’s Section 125 Plan account, provided the employee contributes at least the minimum of one hundred dollars ($100.00) to participate in such plan and also participates in the County’s medical plan. The fifty dollars ($50.00) shall be available to the employee if s/he has established either a medical or a dependent day care account within the Section 125 Plan. GENERAL

The County’s contribution level toward the monthly group medical low deductible plan premium shall be an amount representing eighty-seven percent (87%) of the premium with employee contribution level and maximum dollar contribution(s) as follows for full time employees: For employees desiring and eligible for single coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible medical plan premium rate for single coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible medical plan premium rate for single coverage up to a maximum of one hundred and thirty dollars ($130.00) per month. For employees desiring and eligible for family coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible medical plan premium rate for family coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible medical plan premium rate for family coverage up to a maximum of three hundred and ten dollars ($310.00) per month.

Health Savings Account (HSA). For employees who are enrolled in the High Deductible Health Plan, effective the first pay period after December 31st, the County shall contribute to an employee’s HSA, in the amount of eight hundred dollars ($800) for employees with single health coverage, and one thousand six hundred dollars ($1,600) for employees with family health coverage.

New employees. For new employees who enroll in the High Deductible Health Plan after January first of the calendar year, the County shall contribute a prorated amount to the employee’s HSA for that calendar year.

Part-Time Employees. For regular part-time employees who work at least an average of twenty (20) hours per week, the County shall contribute to the employee’s HSA an amount equal to sixty-five percent (65%) of the amount contributed on behalf of full time employees.

Increase in Health Plan Deductible. In the event that an increase in the health plan’s annual deductible is necessary in order for the plan to qualify as a HDHP under federal or state regulations, the County shall increase its annual contribution to each employee’s HSA by an amount equal to fifty-three and thirty-three hundredths percent (53.33%) of the increase in the deductible.

HSA – Payroll Deduction. As allowed by law, the County shall allow employees to contribute, through payroll deduction, additional funds to their HSA up to the amount allowed by the IRS.

Hold Harmless. The County shall be held harmless for any employee eligibility issues or tax consequences caused by outside insurance coverage, inappropriate withdrawals, payroll deductions in excess of the allowable limits, or other matters beyond the County’s control that would interfere with an employee’s HSA eligibility.

The County shall offer to its eligible employees a Point of Service (POS) health plan. The employee premium contribution toward the non-low deductible health plan shall be fifteen percent (15%) for full time employees.

The County shall provide a dental plan for eligible employees. The County will pay sixty-five percent (65%) of the single or family dental plan premium for employees desiring and eligible for dental insurance who participate in a low deductible only type medical plan provided by the County. The County will pay thirty-five percent (35%) of the single or family dental plan premium for employees desiring and eligible for dental insurance who participate in a medical plan provided by the County that is not a low deductible only type of medical plan.

Regular part-time employees who work at least an average of twenty (20) hours per week shall be allowed to participate in the group medical and dental plan. The County shall pay fifty percent (50%) of the premium cost toward either the single or family premium for either a HDHP only or a Point of Service only medical plan, for such employees.

The County shall pay fifty percent (50%) of the premium cost toward either the single or family dental plan premium for such part-time employees who are in a HDHP only medical plan. The County will pay twenty-five percent (25%) of the premium cost toward either the single or family dental plan premium for such part-time employees who are in a Point of Service only medical plan.

Annually on the beginning of the plan year, the County will contribute a sum of fifty dollars ($50.00) per individual or family annually to the participating employee’s Section 125 Plan account, provided the employee contributes at least the minimum of one hundred dollars ($100.00) to participate in such plan and also participates in the County’s hospital / surgical Plan. The fifty dollars ($50.00) shall be available to the employee if s/he has established either a medical or a dependent day care account within the Section 125 Plan.

An employee will be eligible to participate in the County’s medical and dental plans commencing on the 1st of the month following two (2) months of employment; waiting period not to exceed 90 days.

The County’s contribution level toward the monthly group medical low deductible plan premium shall be an amount representing eighty-seven percent (87%) of the premium with employee contribution level and maximum dollar contribution(s) as follows: For employees desiring and eligible for single coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible medical plan premium rate for single coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible medical plan premium rate for single coverage up to a maximum of one hundred and thirty dollars ($130.00) per month. For employees desiring and eligible for family coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible medical plan premium rate for family coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible medical plan premium rate for family coverage up to a maximum of three hundred and ten dollars ($310.00) per month.

For regular part-time employees who work at least an average of twenty (20) hours per week, the County shall contribute to the employee’s HSA an amount equal to sixty-five percent (65%) of the amount contributed on behalf of full time employees.

HSA – Payroll Deduction. As allowed by law, the County agrees to allow employees to contribute, through payroll deduction, additional funds to their HSA up to the amount allowed by the IRS.

The County shall offer to its eligible employees a Point of Service (POS) health plan. The employee premium contribution toward the POS health plan shall be fifteen percent (15%) for full time employees.

For regular part-time employees who work at least an average of twenty (20) hours per week, the County shall pay medical and dental plan premiums on the above basis pro-rated according to actual time worked in relation to a full-time employee.

An employee will be eligible to participate in the County’s medical and dental plans commencing on the 1st of the month following two (2) months of employment; waiting period not to exceed 90 days.

In the event an employee has a spouse or Registered Domestic Partner that is also a County employee, that employee and spouse or Registered Domestic Partner will be entitled only to either two single medical plans or one family medical plan between them from the County. In the event an employee has a spouse or Registered Domestic Partner that is also a County employee, that employee and spouse or Registered Domestic Partner will be entitled only to either two single dental plans or one family dental plan between them from the County.

The County’s contribution level toward the monthly group hospital/surgical low deductible plan premium shall be an amount representing eighty-seven percent (87%) of the premium with employee contribution level and maximum dollar contribution(s) as follows: For employees desiring and eligible for single coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible hospital/surgical plan premium rate for single coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible hospital/surgical plan premium rate for single coverage up to a maximum of one hundred and thirty dollars ($130.00) per month. For employees desiring and eligible for family coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible hospital/surgical plan premium rate for family coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible hospital/surgical plan premium rate for family coverage up to a maximum of three hundred and ten dollars ($310.00) per month.

Health Plan. The County shall offer to its eligible employees a plan that meets the IRS guidelines for “Health Savings Account Health Plan. The employee premium contribution toward the Health Savings Account Health Plan shall be eight percent (8%) for full time employees.

Health Savings Account (HSA). For employees who are enrolled in the Health Savings Account Health Plan, effective the first pay period after December 31st, the County shall contribute to an employee’s HSA, in the amount of eight hundred dollars ($800) for employees with single health coverage, and one thousand six hundred dollars ($1,600) for employees with family health coverage.

New employees. For new employees who enroll in the Health Savings Account Health Plan after January first of the calendar year, the County shall contribute a prorated amount to the employee’s HSA for that calendar year.

Part-Time Employees. For regular part-time employees who work at least an average of thirty (30) hours per week, the County shall contributes to the employee’s HSA an amount equal to sixty-five percent (75%) of the amount contributed on behalf of full time employees.

Increase in Health Plan Deductible. In the event that an increase in the health plan’s annual deductible is necessary in order for the plan to qualify as a high deductible plan under federal or state regulations, the County agrees to increase its annual contribution to each employee’s HSA by an amount equal to fifty-three and thirty-three hundredths percent (53.33%) of the increase in the deductible.

HSA – Payroll Deduction. As allowed by law, the County agrees to allow employees to contribute, through payroll deduction, additional funds to their HSA up to the amount allowed by the IRS.

The County shall offer to its eligible employees a Point of Service health plan. The employee premium contribution toward the Point of Service health plan shall be fifteen percent (15%) for full time employees.

The County shall provide a dental plan for eligible employees. The County will pay sixty-five percent (65%) of the single or family dental plan premium for employees desiring and eligible for dental insurance who participate in the low deductible or Health Savings Account health plan provided by the County or who waives health insurance coverage through the County. The County will pay thirty-five percent (35%) of the single or family dental plan premium for employees desiring and eligible for dental insurance who participate in a hospital/surgical plan provided by the County that is not a Point of Service hospital/surgical plan

For regular part-time employees who work at least an average of thirty (30) hours per week, the County shall pay hospital/surgical premiums at the same rate as listed above for the full-time employees and the County shall pay the dental premiums on the above basis pro-rated according to actual time worked in relation to a full-time employee.

An employee shall be eligible to participate in the County’s hospital/surgical & dental insurance plans commencing on the first of the month following two (2) months of employment with the County; waiting period not to exceed 90 days.

MEDICAL AND DENTAL INSURANCE

The County’s contribution level toward the monthly group medical low deductible plan premium shall be an amount representing eighty-seven percent (87%) of the premium with employee contribution level and maximum dollar contribution(s) as follows: For employees desiring and eligible for single coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible medical plan premium rate for single coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible medical plan premium rate for single coverage up to a maximum of one hundred and thirty dollars ($130.00) per month. For employees desiring and eligible for family coverage, the County’s contribution rate shall be eighty-seven percent (87%) of the low deductible medical plan premium rate for family coverage and the employee’s contribution rate shall be thirteen percent (13%) of the low deductible medical plan premium rate for family coverage up to a maximum of three hundred and ten dollars ($310.00) per month.

The County shall offer to its eligible employees a plan that meets the IRS guidelines for “High-Deductible Health Plans” (HDHP). The employee premium contribution toward the HDHP shall be eight percent (8%) for full time employees.

HSA – Payroll Deduction. As allowed by law, the County agrees to allow employees to contribute, through payroll deduction, additional funds to their HSA up to the amount allowed by the IRS.

The County shall offer to its eligible employees a Point of Service (POS) medical plan. The employee premium contribution toward the POS medical plan shall be fifteen percent (15%) for full time employees.

An employee will be eligible to participate in the County’s medical and dental plans commencing on the 1st of the month following two (2) months of employment; waiting period not to exceed 90 days. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & HOLIDAYS The County observes and allows time off with pay for various holidays across departments. Any additional holidays will be designated by the County for each calendar year. The Holiday Calendar can be found on the HR website. CONSOLIDATED - If one of these holidays falls on a Sunday, it will be observed on the following Monday. If the holiday falls on a Saturday, it will be observed the preceding Friday. However, if Christmas Day and New Year's Day fall on the weekend, the following Monday will be the observed holiday; and if December 24th or 31st fall on the weekend, the preceding Friday will be the observed holiday.

To be eligible for holiday pay, employees must work the last regularly scheduled workday preceding the holiday and the first regularly scheduled workday following the holiday, unless the employee is on approved paid time off. When a holiday falls within a period of leave without pay, the employee will receive no holiday pay. When a designated holiday falls on an employee's scheduled day off, an additional day off will be substituted.

All regular full-time and benefit-eligible part-time employees shall receive their regular compensation for County-observed legal holidays. Employees required to work on a holiday shall receive time and one-half (1½) pay for all hours actually worked, in addition to holiday pay. For shift pay purposes, the holiday shall be defined to include those shifts which start on the actual holiday.

Floating holidays are paid leave not tied to any particular day (as are fixed holidays), are available for use at a time mutually agreeable between the employee and his or her Supervisor, and can be taken in increments no smaller than fifteen (15) minutes. Like fixed holidays, full-time employees receive credit for a full day's time and part-time employees who work at least twenty (20) hours per week receive a pro-rated amount.

Floating holidays will be available for employee use upon hire and must be used within the calendar year accrued.

New employees hired prior to July 1 are eligible for floating holidays, and those hired on or after July 1 are not eligible for any floating holidays during that calendar year.

If an employee moves from one employee group (former union affiliation) to another (i.e., professional to general) or if their shift or status (i.e., part time to full time) changes throughout the year, any floating holidays they are eligible for will be based on the transfer date into the new role or status.

If they move to the new role prior to July 1st, they will acquire the floating holiday count for their new employee group (former union affiliation) less any hours that they have already used. If they move July 1st or later, there is no change and they will keep the balance they had at the beginning of the year, less any floating holidays used.

Employees are not allowed to use floating holidays during the two weeks of notice to terminate or retire from employment. No pay-out of floating holidays will be made.

Sheriff Department Floating Holidays. The Sheriff has the option of assigning one or more Correction Officers and/or one or more Jail Clerks to a normal work schedule of eight (8) hours per day and forty (40) hours per week. Employees assigned to such work schedule for at least eleven (11) months in a calendar year shall receive three (3) floating holidays that calendar year. Employees assigned to such work schedule for at least six (6) months in a calendar year shall receive one (1) floating holiday for that calendar year. The floating holiday(s) are to be scheduled as time off at a time mutually agreed upon between the Department Head and the employee. In the event an employee terminates employment without having taken one or more of the floating holidays during the calendar year, such floating holiday(s) shall be cancelled and may not be reinstated or paid for. An employee will not be allowed to use a floating holiday(s) after having given notice of termination.

The following matrix provides a breakdown of observed holidays and floating holidays by employee group (former union affiliation).

AS&P

Ten (10) fixed paid holidays are granted to AS&P employees. Full time employees receive one day's pay and part-time employees who work at least twenty (20) hours per week receive a prorata amount. Holidays include:

January 1st Good Friday Memorial Day July 4th Labor Day Thanksgiving Day Day after Thanksgiving December 24th December 25th December 31st Holidays falling on Saturday will be observed on the preceding Friday, and holidays falling on Sunday will be observed on the following Monday. However, if Christmas Day and New Year's Day fall on the weekend, the following Monday will be the observed holiday; and if December 24th or 31st fall on the weekend, the preceding Friday will be the observed holiday. To be eligible for holiday pay, employees must work the last regularly scheduled workday preceding the holiday and the first regularly scheduled workday following the holiday, unless the employee is on approved paid time off. When a holiday falls within a period of leave without pay, the employee will receive no holiday pay. When a designated holiday falls on an employee's scheduled day off, an additional day off will be substituted. Employees assigned to those departments that work a 24 hour, seven (7) day a week schedule will follow the specific holiday practices and schedules currently in effect in those departments. Employees assigned to departments that work more standard business hours who are required to work on a holiday, will be paid time and one half or given compensatory time off at a rate of time and one half scheduled at the mutual convenience of the employee and his/her supervisor and in accordance with provisions of applicable laws. Floating holidays are paid leave not tied to any particular day (as are fixed holidays), are available for use at a time mutually agreeable between the employee and his/her supervisor, and can be taken in increments no smaller than one (1) hour. Like fixed holidays, full time employees receive credit for a full day's time and part-time employees who work at least twenty (20) hours per week receive a prorata amount.

New employees hired prior to July 1 are eligible for two (2) floating holidays; and those hired on or after July 1 are not eligible for any floating holidays during that calendar year. Floating holidays will be available for employee use upon hire. If an employee moves from one employee group to another (i.e. professional to general) or if their shift or status (i.e. part-time to full-time) changes throughout the year, any floating holidays they are eligible for will be based on the transfer date into the new role or status. If they move to the new role prior to July 1st, they will acquire the floating holiday count for their new employee group less any hours that they have already used. If they move July 1st or later, there is no change and they will keep the balance they had at the beginning of the year, less any floating holidays used. Employees are not allowed to use floating holidays during the two weeks of notice to terminate or retire from employment. No payout of floating holidays will be made.

BREWSTER VILLAGE

All regular full-time employees shall receive their regular compensation for the following legal holidays. Employees required to work on a holiday shall receive time and one-half (1½) pay for all hours actually worked in addition to holiday pay. For premium pay purposes, the holiday shall be defined to include those shifts which start on the actual holiday. New Year’s Day Thanksgiving Day Good Friday December 24 Memorial Day Christmas Day Fourth of July December 31 Labor Day Easter shall also be a legal holiday for employees on a six (6) or seven (7) day per week schedule. Regular full-time employees who are not on a six (6) or seven (7) day per week schedule shall receive one (1) floating holiday in addition to those specified above. Such floating holiday shall be taken off at a time mutually agreeable to the employee and the Department Head and must be taken off within the calendar year. Such employees hired on or after July 1 of a calendar year are not eligible for a floating holiday during the remainder of that first calendar year of employment. In the event any such employee terminates employment without having taken the floating holiday during a calendar year, such floating holiday shall be canceled and may not be reinstated or paid for. An employee will not be allowed to use a floating holiday after having given notice of termination. Regular part-time employees who work at least an average of twenty (20) hours per week shall receive holidays on the above basis prorated according to actual time worked in relation to a full-time employee. Any such employee shall forfeit his/her right to payment for any holiday if he/she has an unexcused absence or is absent without pay on the last scheduled workday preceding said holiday or on the next scheduled workday following said holiday. Employees on a five (5) day Monday through Friday workweek: When a holiday listed above falls on a Saturday, the preceding Friday shall be observed as the legal holiday, and when the legal holiday falls on Sunday, the following Monday shall be observed as the legal holiday, except that if Christmas and New Year’s fall on a Saturday or Sunday, the following Monday shall be observed as the legal holiday. If December 24 and December 31 fall on a Sunday, the preceding Friday shall be observed as the holiday. GENERAL

All regular full-time employees shall receive their regular compensation for the following legal holidays.

New Year’s Day Thanksgiving Day Good Friday Day After Thanksgiving Memorial Day December 24th Fourth of July Christmas Day Labor Day December 31st

In addition to the above specified holidays, each regular full-time employee shall receive one (1) floating holiday per calendar year; the floating holiday may be used upon hire and will be scheduled by mutual consent of the employee and the employee’s department head. Employees hired on or after July 1 of a calendar year are not eligible for a floating holiday during the remainder of that first calendar year of employment.

In the event any employee terminates employment without having taken the floating holiday(s) during a calendar year, such floating holiday(s) shall be canceled and may not be reinstated or paid for. An employee will not be allowed to use a floating holiday(s) after having given a notice of termination. Regular part-time employees who work at least an average of twenty (20) hours per week shall receive holidays on the above basis pro-rated according to actual time worked in relation to a full-time employee. Any such employee shall forfeit his or her right to payment for any holiday if the employee has an unexcused absence or is absent without pay on the last regular workday preceding said holiday or on the next regular workday following said holiday. When a holiday listed in above falls on a Saturday, the preceding Friday shall be observed as the legal holiday and when the legal holiday falls on Sunday, the following Monday shall be observed as the legal holiday, except that if Christmas Day and New Year’s Day fall on Saturday or Sunday, the following Monday shall be observed as the legal holiday, except that holidays for Airport custodial staff working rotating days and/or weekends will be observed on the actual legal holiday, not the County observed holiday. If December 24th or December 31st falls on either Saturday or Sunday, the preceding Friday will be observed. Any employee requested to work on any holiday listed in this Manual, shall receive straight-time for the holiday plus time and one-half

PROFESSIONALS

All regular full-time employees shall receive their regular compensation for the following legal holidays. If any employee is required to work on any such holiday, such work shall be treated as overtime work, and compensation for the time actually worked shall be as prescribed below.

New Year’s Day Thanksgiving Day Good Friday The Day After Thanksgiving Memorial Day December 24th Fourth of July Christmas Day Labor Day December 31st

In addition to the above specified holidays, each regular full-time employee shall receive one (1) floating holiday per calendar year; the floating holiday will be scheduled by mutual consent of the employee and the employee’s department head. Employees hired on or after July 1 of a calendar year are not eligible for a floating holiday during the remainder of that first calendar year of employment.

In the event any employee terminates employment without having taken the floating holiday during a calendar year, such floating holiday shall be canceled and may not be reinstated or paid for. An employee will not be allowed to use a holiday after having given a notice of termination.

Regular part-time employees who work at least an average of twenty (20) hours per week shall receive holidays on the above basis pro-rated according to actual time worked in relation to a full-time employee.

Any such employee shall forfeit the right to payment for any holiday if he or she has an unexcused absence or is absent without pay on the last regular workday preceding said holiday or on the next regular workday following said holidays.

When a holiday listed above falls on a Saturday, the preceding Friday shall be observed as the legal holiday, except that if Christmas Day and New Year’s Day fall on Saturday or Sunday, the following Monday shall be observed as the legal holiday.

If December 24th or December 31st falls on either Saturday or Sunday, then the preceding Friday shall be observed as the holiday.

Employees required to work on the above mentioned holidays shall be paid at the rate of time and one-half (1 ½) in addition to their holiday pay.

APPENDIX 1. Floating Holidays. Floating holidays are paid leave not tied to any particular day (as are fixed holidays), are available for use at a time mutually agreeable between the employee and his/her supervisor, and can be taken in increments no smaller than one (1) hour. Like fixed holidays, full time employees receive credit for a full day’s time and part-time employees who work at least twenty (20) hours per week receive a prorata amount which is determined once each year for the employee’s upcoming anniversary of their date of hire and will take into account the hours paid during the twenty- six (26) pay periods immediately preceding the anniversary of the date of hire.

Employees hired on or after July 1 of a calendar year are not eligible for a floating holiday during the remainder of that first calendar year of employment.

Employees are eligible for two (2) floating holidays each calendar year upon hire. Full time employees are credited with eight (8) hours for each floating holiday. The number of floating holiday hours a part-time employee is eligible for is determined once each year for the employee’s upcoming anniversary of their date of hire and will take into account the hours paid during the twenty-six (26) pay periods immediately preceding the anniversary of the date of hire.

Employees are not allowed to use floating holidays after having given notice to terminate employment. No payout of floating holidays will be made.

1. Floating Holidays. Floating holidays are paid leave not tied to any particular day (as are fixed holidays), are available for use at a time mutual agreeable between the employee and his/her supervisor, and can be taken in increments no smaller than one (1) hour. Like fixed holidays, full time employees receive credit for a full day’s time and part-time employees who work at least twenty (20) hours per week receive a prorata amount which is determined once each year for the employee’s upcoming anniversary of their date of hire and will take into account the hours paid during the twenty- six (26) pay periods immediately preceding the anniversary of the date of hire.

Employees are not allowed to use floating holidays after having given notice to terminate employment. No payout of floating holidays will be made.

2. Floating Holidays. Floating holidays are paid leave not tied to any particular day (as are fixed holidays), are available for use at a time mutual agreeable between the employee and his/her supervisor, and can be taken in increments no smaller than one (1) hour. Like fixed holidays, full time employees receive credit for a full day’s time and part-time employees who work at least twenty (20) hours per week receive a prorata amount which is determined once each year for the employee’s upcoming anniversary of their date of hire and will take into account the hours paid during the twenty- six (26) pay periods immediately preceding the anniversary of the date of hire.

Employees are not allowed to use floating holidays after having given notice to terminate employment. No payout of floating holidays will be made. PROFESSIONALS

New Year’s Day Thanksgiving Day Good Friday The Day After Thanksgiving Memorial Day December 24th Fourth of July Christmas Day Labor Day December 31st

If December 24th or December 31st falls on either Saturday or Sunday, then the preceding Friday shall be observed as the holiday.

Employees required to work on the above mentioned holidays shall be paid at the rate of time and one-half (1 ½) in addition to their holiday pay.

Employees hired on or after July 1 of a calendar year are not eligible for a floating holiday during the remainder of that first calendar year of employment.

Employees are not allowed to use floating holidays after having given notice to terminate employment. No payout of floating holidays will be made.

Employees are not allowed to use floating holidays after having given notice to terminate employment. No payout of floating holidays will be made. OCJCA

All regular full time employees will receive one (1) day’s pay for each of the holidays as listed in Appendix “B” that are not worked as part of the employee’s regular work schedule. Regular part-time employees who work at least an average of thirty (30) hours per week shall receive holiday benefits on a prorated basis according to actual time worked in relation to a full time employee.

To be eligible for holiday pay, employees shall work the five (5) scheduled workdays immediately prior to and immediately after the holiday, unless on excused absence with pay for these ten (10) work days, or unless the employee worked the holiday.

Any employee who works the listed holidays as part of his/her regular work schedule shall receive one and one-half (1 ½) times their regular pay in addition to their regular pay, for a total of two and one-half (2 ½) times their regular rate.

In the event Christmas Eve, Christmas Day, New Years Eve or New Years Day falls on a weekend, the Human Resources Director shall assign the work day to be observed by those employees working a 5-2 schedule.

Floating Holidays. All regular full time employees hired between January 1 and June 30, and who are listed in Appendix “B” as entitled to one or more floating holidays, are eligible to request floating holidays upon hire.

New employees hired prior to July 1 are eligible for floating holidays; and those hired on or after July 1 are not eligible for any floating holidays during that calendar year.

If an employee moves from one employee group to another (i.e. professional to general) or if their shift or status (i.e. part-time to full-time) changes throughout the year, any floating holidays they are eligible for will be based on the transfer date into the new role or status.

If they move to the new role prior to July 1st, they will acquire the floating holiday count for their new employee group less any hours that they have already used. If they move July 1st or later, there is no change and they will keep the balance they had at the beginning of the year, less any floating holidays used.

Regular part-time employees who work at least an average of thirty (30) hours per week shall receive floating holiday benefits on a prorated basis according to actual time worked in relation to a full time employee.

In the event any employee terminates employment without having taken a floating holiday(s) during the calendar year, such floating holiday(s) shall be canceled and may not be reinstated or paid for. An employee will not be allowed to use a floating holiday(s) after having given notice of termination except in the case of retirement into the Wisconsin Retirement System.

HIGHWAY AND SOLID WASTE

All regular employees shall receive their regular compensation for the following legal holidays or parts thereof. If any employee is required to work on any such holiday, such work shall be treated as overtime work, and compensation for the time actually worked shall be as hereinbefore prescribed in Section 5.

New Year’s Day Labor Day Memorial Day Thanksgiving Day Fourth of July Christmas Day Good Friday (Except employees assigned to Solid Waste.) (Work schedule as set forth in section below is made a part hereof.)

Afternoon of December 24th and December 31st shall be granted as paid one-half (1/2) holidays, to be observed on the preceding Friday afternoon, if either falls on Saturday or Sunday. In addition to the above listed holidays, all employees shall be granted three (3) floating holidays per calendar year, except employees who are assigned to Solid Waste, who shall be granted four (4) floating holidays per calendar year. Floating holidays will be scheduled by mutual consent of the employee and the Department Head. New employees hired prior to July 1 are eligible for floating holidays; and those hired on or after July 1 are not eligible for any floating holidays during that calendar year.

Floating holidays will be available for employee use upon hire.

Regular part-time employees who work at least an average of twenty (20) hours per week shall received holidays on the above basis pro-rated according to actual time worked in relation to a full-time employee.

When a holiday listed above falls on a Saturday, the preceding Friday shall be observed as the legal holiday and when the legal holiday falls on Sunday, the following Monday shall be observed as the legal holiday, except that if Christmas Day and New Year’s Day fall on Saturday or Sunday, the following Monday shall be observed as the legal holiday, except that holidays for Airport custodial staff working rotating days and/or weekends will be observed on the actual legal holiday, not the County observed holiday.

As a condition of payment of holiday pay, every employee shall work the scheduled workday before and after the defined holidays unless such employee is on an excused absence with pay, or in cases of proven illness reported to the Highway Commissioner or Solid Waste Director or his or her delegate which are being compensated as sick leave with pay.

In the event that a holiday falls on a regular workday within the workweek or weeks taken as a vacation or sick leave, such holiday shall not be charged as vacation or sick leave. Such holiday may be taken in conjunction with the vacation whenever possible, providing the request is authorized upon the initial request by the Highway Commissioner or Solid Waste Director.

It shall be the policy for the employees of the Highway Department and the Solid Waste Department that a special work schedule for Good Friday will apply as follows:

Floating holidays will be available for employee use upon hire.

It shall be the policy for the employees of the Highway Department and the Solid Waste Department that a special work schedule for Good Friday will apply as follows:

If an employee is called to work on Good Friday, he or she shall be paid straight time for hours worked. Those Solid Waste employees not assigned to work Good Friday shall have the option to either use a floating holiday or vacation day to cover the hours or take the day off without pay, and shall be provided two weeks prior written notice in the event they will not be scheduled to work Good Friday. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED - IDENTIFICATION CARDS Outagamie County is committed to providing a safe and secure environment for its employees and those who visit its facilities. In order to accomplish that, all employees and contract workers will be issued and should carry with them a pictured identification card while performing their job. At no time should an employee use their card to scan another person into a County facility, including County employees. Questions regarding the cards should be directed to Human Resources. AS&P

Outagamie County is committed to providing a safe and secure environment for its employees and those who visit Outagamie County. In order to accomplish that, and to ensure the public that individuals providing services on behalf of the County are indeed County employees, all employees will be issued and will display a pictured identification card while performing their job. Questions regarding the cards should be directed to Human Resources.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATION - INCLEMENT WEATHER Inclement weather may make it impossible for employees to come to work, or it may require employees to leave work before the end of normal office hours. Employees may request that this time off be charged to unused vacation, leave without pay, or choose to “make-up” the lost time, consistent with flex, comp-time and Fair Labor Standards Act requirements, with Department Head’s approval. Used exact verbiage from AS&P Manual Note: Due to the nature of services provided at 24/7 facilities, employees at those locations are expected to make arrangements for safe and timely arrival for all scheduled shifts, wherever possible.

There are no provisions to close the County offices. However, it may be determined that it is appropriate to cancel or postpone work in a particular department because of inclement weather. If this determination is made, a general announcement will be made over the following radio stations: WPKR (99.5 FM), WIXX (101.1 FM), and WNCY (100.3 FM), WTAQ (1360 AM), WHBY (1150 AM), WNAM (1280 AM), and WAPL (105.7 FM).

Updates and announcements will be sent via e-mail and also included on the County Executive Facebook page.

AS&P

Inclement weather may make it impossible for employees to come to work, or it may require employees to leave work before the end of normal office hours. Employees may request that this time off be charged to unused vacation, leave without pay, or chose to “make-up” the lost time with Department Head’s approval. There are no provisions to close the courthouse complex offices. However it may be determined that it is appropriate to cancel or postpone work in a particular department because of inclement weather. If this determination is made, a general announcement will be made over the following radio stations: WPKR (99.5 FM), WIXX (101.1 FM), and WNCY (100.3 FM), WTAQ (1360 AM), WHBY (1150 AM), WNAM (1280 AM), and WAPL (105.7 FM). Updates and announcements will also be included on the Outagamie County Facebook page.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - INTRODUCTION This Employee Handbook is designed to promote consistent, uniform personnel administration throughout Outagamie County. It is the intent of Outagamie County that all employees be treated with dignity and respect. This handbook is not designed to be an all-inclusive or all exclusive document, as there may be other policies that may apply to you. However, it will help you familiarize yourself with important matters that relate to you, your job, and your career.

This handbook is for general information purposes only. The statements in this book are intended as explanation only and create no new rights or obligations. It is not, nor is it intended to be, a contract of employment or a promise of employment. The County reserves the right to modify, revoke, suspend, terminate, or change any or all of such plans or procedures, in whole or in part, at any time, with or without notice. Any statements set forth which are in conflict with, are superseded by, and subject to all federal and state laws, county ordinances and resolutions, and, if applicable, collective bargaining agreements and individual employment contracts, related to employee rights and benefits. In addition, your department may have unique characteristics that may require special consideration within these guideline areas and may develop work rules within the parameters of this Manual. Employees of Outagamie County are employees-at-will. No person has authority to make any agreement for employment for any specified period of time or to make any agreement contrary to the foregoing.

The language set forth in this handbook supersedes all previous Outagamie County Personnel and Interim Personnel Manuals. When there is a conflict regarding the present manual and any other past practices related to personnel matters, the present manual will prevail.

AS&P BREWSTER VILLAGE

This Interim Personnel Policy Manual is intended to apply to those employees previously covered under the 2011–2012 bargaining agreement between the County and Local 980.

Violations of the terms of the Interim Personnel Policy Manual, policies, regulations or guidelines may result in disciplinary action, up to and including termination of employment. The provisions set forth in this Interim Personnel Policy Manual may be altered, modified, changed or eliminated at any time by the County. This Interim Personnel Policy Manual supersedes any and all previous handbooks, statements, policies and administrative guidelines, rules or regulations given to employees, whether verbal or written. It is each employee’s responsibility to read and become familiar with this information and to comply with the policies adopted by the County as well as the rules and regulations contained herein. We recognize that employees are bound to have questions relating to their specific position or responsibilities. Again, you are encouraged to direct any specific inquiries you may have to your immediate supervisor.

GENERAL

It is in the mutual interest of Outagamie County and its employees to provide for the efficient operation of the County under methods which will, to the fullest extent possible, ensure the safety and welfare of its employees and provide for economy of operation, quality and quantity of output, cleanliness of equipment and facilities, and protection of people and property. This Interim Personnel Policy Manual is intended to apply to those employees previously covered under the 2011-2012 bargaining agreement between the County and Local 2046.

Portions of this Interim Personnel Policy Manual, like any printed publication, will become obsolete due to changes in policies, law and other influencing factors. Supplements and updated information will be distributed from time to time. If any Section of this Interim Personnel Policy Manual or any addendum thereto shall be held invalid by operation of law or by any tribunal of competent jurisdiction, or if compliance with or enforcement of any Section should be restrained by such tribunal, the remainder of this Manual and addendum shall not be affected thereby This Interim Personnel Policy Manual has been prepared for informational purposes only. None of the statements, policies and administrative guidelines, rules or regulations contained herein constitutes a guarantee of employment, a guarantee of any other right or benefit, or a contract of employment, express or implied. Violations of the terms of the Interim Personnel Policy Manual, policies, regulations or guidelines may result in disciplinary action, up to and including termination of employment. The provisions set forth in this Interim Personnel Policy Manual may be altered, modified, changed or eliminated at any time by the County. This Interim Personnel Policy Manual supersedes any and all previous handbooks, statements, policies and administrative guidelines, rules or regulations given to employees, whether verbal or written. It is each employee’s responsibility to read and become familiar with this information and to comply with the policies adopted by the County as well as the rules and regulations contained herein. We recognize that employees are bound to have questions relating to their specific position or responsibilities. Again, you are encouraged to direct any specific inquiries you may have to your immediate supervisor. PROFESSIONALS

This Interim Personnel Policy Manual is intended to apply to those employees previously covered under the 2011-2012 bargaining agreement between the County and Local 2416.

Violations of the terms of the Interim Personnel Policy Manual, policies, regulations or guidelines may result in disciplinary action, up to and including termination of employment.

This Interim personnel policy manual is intended to apply to those employees previously covered under the 2011-2012 bargaining agreement between the County and the Outagamie County Justice Center Association, and is in effect beginning May 2016.

Violations of the terms of the Interim Personnel Policy Manual, policies, regulations or guidelines may result in disciplinary action, up to and including termination of employment.

This Interim Personnel Policy Manual is intended to apply to those employees previously covered under the 2011-2012 bargaining agreement between the County and Local 455.

Violations of the terms of the Interim Personnel Policy Manual, policies, regulations or guidelines may result in disciplinary action, up to and including termination of employment.

The provisions set forth in this Interim Personnel Policy Manual may be altered, modified, changed or eliminated at any time by the County. This Interim Personnel Policy Manual supersedes any and all previous Interim Personnel Policy Manuals, statements, policies and administrative guidelines, rules ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - INTRODUCTORY PERIOD An introductory period is a trial period of employment during which time an employee is required to demonstrate acceptable capability for continued employment in that position. Introductory periods are entered when an employee is newly hired and when promoted, demoted, or transferred. The length of time for initial introductory periods is twelve (12) months for newly-hired Outagamie County Justice Center Association and Highway employees, nine (9) months for newly-hired Economic Support Specialist positions, and six (6) months for all other employees.

Periods of time during which the employee is not working in the job may be disregarded as counting toward the employee’s introductory period. However, as circumstances warrant, the County may extend any introductory period for up to an additional three (3) months.

During a newly-hired employee's introductory period, he or she may be discharged at the discretion of the County without regard to cause and without recourse to the employee complaint procedure. Continued employment beyond the introductory period is taken as evidence of satisfactory completion of the introductory period, unless the employee is a contract, temporary, seasonal, or appointed employee.

See the INTRODUCTORY PERIOD POLICY located on the Human Resources Intranet site for additional details.

See Appendix for introductory specifics related to Outagamie County Justice Center Association employees.

AS&P

An introductory period is a trial period of employment during which time an employee is required to demonstrate acceptable capability for continued employment in that position. Introductory periods are entered when an employee is newly hired, and when promoted, demoted, or transferred. The length of time for all initial introductory periods is six (6) months of actual time served in the job. Periods of time during which the employee is not working in the job, may be disregarded as counting towards the employee’s introductory period. However, as circumstances warrant, the County may extend any introductory period for up to an additional three (3) months.

During a newly hired employee's introductory period, he/she may be discharged at the discretion of the County without regard to cause and without recourse to the employee complaint procedure. Continued employment beyond the first six (6) months of employment is taken as evidence of satisfactory completion of the introductory period, unless the employee is a contract, temporary, or appointed employee.

BREWSTER VILLAGE

All newly hired employees shall serve an introductory period for the first six (6) months of their employment and shall not have holiday pay, sick pay, military leave pay or funeral leave pay during this introductory period. An employee undergoing his/her introductory period may be terminated at the discretion of the County without regard to cause and without recourse to the grievance procedure. Continued employment beyond the first six (6) months shall be evidence of satisfactory completion of introductory period and such employee at that time shall enjoy vacation benefits and sick leave accumulation from his/her date of hire and thereafter shall enjoy holiday pay, military leave pay and funeral leave pay.

Employees transferring into this Department from other County employment who are serving a new initial introductory period will be permitted to use sick leave during such introductory period to the extent of the amount of their prior accumulation; will be able to access any previously earned but unused floating holiday or vacation time with approval of the department head; and will be eligible for holiday pay, funeral leave, and military leave pay according to policy parameters. A regular employee is hereby defined as a person hired to fill either a regular full-time or regular part-time regular position in the Table of Organization. Full-Time: An employee who is hired to work forty (40) or more hours in one week.

Part-Time: An employee who is hired to work less than forty (40) hours in one week. A determination of the prorated amount of benefits for part-time employees will be calculated according to the actual time worked in relation to a full-time employee. The prorated amount of benefits for newly hired part-time employees shall initially be established at the number of hours they were hired to work.

Part-time employees who become full time will receive full-time benefits upon becoming full-time. Full-time employees who become part-time will receive prorated benefits upon becoming part-time. The prorated amount of benefits shall initially be established at the number of hours they were anticipated to work in the part-time position, and their next determination will be made based on the proration schedule.

Temporary. An employee hired to replace a regular employee on leave who will be separated from the payroll when the regular employee returns from such leave or terminates employment. A temporary employee also includes an employee hired to perform a specific project or hired to fill in for regular employees during vacation periods and who will be separated from the payroll at the end of the project or period, as the case may be.

Any employee who obtains a regular status without broken service shall have their anniversary date established as his/her original date of hire. Following the completion of the introductory period, the County may discipline or discharge an employee only for a legitimate, fair and justifiable reason. The County will notify the recognized bargaining unit of any hire, suspension or termination occurring within that bargaining unit as soon as practicable after such an occurrence. GENERAL

All newly hired employees shall serve an introductory period the first six (6) months of their employment except that newly hired Economic Support Specialist I/II s shall be considered in an introductory period for the first nine (9) months of their employment. Continued employment beyond the first six (6) months of employment shall be evidence of satisfactory completion of the introductory period, except in the case of the Economic Support Specialists where continued employment beyond the first nine (9) months of employment shall be evidence of satisfactory completion of the introductory period.

A temporary employee who becomes a regular employee after a break in service or who with no break in service becomes a regular employee in a different job classification or in the same job classification but in a different department will be subject to the introductory period commencing with the time such employee becomes a regular employee. A temporary employee who through continuous employment obtains a regular status in the same job classification in the same department shall be considered in the introductory period for the first thirty (30) days after obtaining regular status or for the balance of such employee’s first six (6) months of employment commencing with his or her employment as a temporary employee, whichever is greater. Any County employee transferring into a position under this Manual from other County employment shall be considered a newly hired employee for purposes of this Section.

Employees transferring into a position under this Manual or from other County employment who are serving a new initial introductory period will be permitted to use sick leave during such introductory period to the extent of the amount of their prior accumulation; and will be able to access any previously earned but unused floating holiday or vacation time with approval of their supervisor and will be eligible for holiday pay, funeral leave, and military leave pay according to policy parameters.

A regular employee is hereby defined as a person hired to fill either a regular full-time or regular part-time regular position in the Table of Organization. Full-Time. - An employee who is hired to work thirty-seven and one-half -forty (37 1/2 – 40) or more hours in one week.

Part-Time. – An employee who is hired to work less than 37 ½ - 40 hours in one week.

Temporary. – An employee who is hired for a specified period of time or to perform a specific project, and who will be separated from the payroll at the end of such period or project, including any employee hired under State and/or Federal grant programs. A temporary employee shall also include an PROFESSIONALSemployee hired to replace a regular employee on leave who will be separated from the payroll when the regular employee returns from such leave or terminates employment. Any employee hired as a temporary employee on or after January 1, 1976, who, through continuous employment,

All newly hired employees shall serve an introductory period the first six (6) months of their employment. Any County employee transferring into a position under this Manual from other County employment shall be considered a newly hired employee for purposes of this Section.

Continued employment beyond the introductory period above noted is hereby defined to be evidence of satisfactory completion of that introductory period.

A regular employee is hereby defined as a person hired to fill a full-time or part-time position in the Table of Organization. Following the completion of the introductory period, the County may discipline or discharge an employee only for a legitimate, fair and justifiable reason.

OCJCA

The normal introductory period for new regular employees shall be twelve (12) months, but in those instances where Jail Officer Certification training is appropriate, the introductory period may be extended in order to give the new employee a three (3) month introductory period on the job after completion of Jail Officer Certification training, provided however, that no extension for such purpose shall result in a total introductory period of more than fifteen (15) months. In the event an employee has not completed Jail Officer Certification training within the fifteen (15) month period, the employee’s introductory period may be extended by up to twelve (12) months by the County. The County shall enroll new employees in Jail Officer Certification training at the first available opportunity after hiring. During the initial introductory period provided for in this section, an employee may apply for a different position in the Human Resources Department. In the event such employee is selected for the different position, the employee will be required to serve a full new initial introductory period (from 12 to 15 months) provided for in this section, commencing with the date such employee begins the different position.

Promoted employees, i.e., employees who receive a job resulting in an increase in pay or employees who transfer into a new position, i.e., employees who have a change of job in which the pay remains the same as a result of a posting shall have a six month introductory period, except however, this six month introductory period may be extended for thirty (30) day periods by the County. In the event an employee is promoted to any position which requires jail officer’s training and such employee has not successfully completed such training program, such employee shall have a twelve (12) month introductory period at the new position. Said employees may voluntarily return to their former positions within the first forty-five (45) calendar days in the new position. After said forty-five (45) day period and for the balance of the introductory period, said employees may voluntarily return to their former positions, or similar positions in the same job classification, only if there is a vacancy in such positions. In the event an employee’s performance at any time during the introductory period is deemed unsatisfactory, the County will return such employee to his/her former position. If the employee cannot return or be returned to his/her former position because it has been abolished, such employee will be reassigned by the County, or otherwise he/she will proceed under the layoff provisions.

An employee shall be terminated and the employment relationship ended for any of the following reasons: a) Discharge. b) Resignation. c) Retirement. d) Unexcused failure to return to work after the expiration of a leave of absence or period for which Worker’s Compensation was paid or failing to report to work within five (5) days after notice of recall from layoff. e) On layoff for a continuous period of time equivalent to twelve (12) calendar months. f) Absent without leave for three consecutive scheduled work days. HIGHWAY AND SOLID WASTE

All newly hired employees shall serve an introductory period during the first one (1) year of their employment. After six months of employment, that qualifying employee may use sick leave accumulation from date of hire, holiday pay, funeral leave, military leave and vacation leave. Any County employee transferring into these Departments from other County employment shall be considered a newly hired employee for purposes of this Section. Continued employment beyond one (1) year shall be evidence of satisfactory completion of the introductory period.

Employees transferring into one of these Departments from other County employment who are serving a new initial introductory period will be permitted to use sick leave during such introductory period to the extent of the amount of their prior accumulation; and will be able to access any previously earned but unused floating holiday or vacation time with approval of the Highway Commissioner or the Solid Waste Director; and will be eligible for holiday pay, funeral leave, and military leave pay according to policy parameters.

Following the completion of the introductory period, the County may discipline or discharge an employee only for a legitimate, fair and justifiable reason. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & JURY DUTY/COURT APPEARANCES The County supports employees in their civic duty to serve on a jury. Employees must present any summons to jury duty to their Supervisor as soon as possible after receiving the notice to allow advance planning for an employee’s CONSOLIDATED - absence.

An employee when subpoenaed in connection with County business, called upon to serve jury duty, or subpoenaed as a witness, will be paid his or her regular salary up to eight (8) hours per day. The employee will not be entitled to jury duty pay or witness fees in addition to his or her regular pay except on those occasions when the employee chooses to take vacation or floating holiday time equal to the time lost by serving on the jury or as witness.

No employee will receive salary for attending court in cases involving a criminal act by the employee or a civil case initiated by the employee

AS&P

An employee when subpoenaed in connection with County business, called upon to serve jury duty, or subpoenaed as a witness, will be paid his/her regular salary up to eight (8) hours per day. The employee will not be entitled to jury duty pay or witness fees in addition to his/her regular pay except on those occasions when the employee chooses to take vacation or floating holiday time equal to the time lost by serving on the jury or as witness. No employee will receive salary for attending court in cases involving a criminal act by the employee or a civil case initiated by the employee

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED: LAYOFF AND RECALL Employees shall be laid off as determined by the County until the work force is reduced to the required number. Employees shall be rehired as determined by the County. The employee shall be notified in writing.

Used language from BV The County shall pay the County’s share of the premium for Health, Dental, Long Term Disability and Life Insurance for the remainder of the month of layoff where the enrolled employee has not received pay for at least ten (10) Manual regular workdays during the month of layoff, or the County shall pay the County’s share of the premium for Health, Dental, Long Term Disability and Life Insurance for one additional month following the month of layoff where the enrolled employee has received pay for at least ten (10) regular workdays during the month of layoff. Employees who continue on layoff after the County no longer pays the County’s share of the premiums may exercise their COBRA rights by paying the full cost of the premium in advance by the twenty-fifth (25th) of the month for the following month’s premium. Upon return from layoff, so long as the employee receives pay for at least ten (10) regular workdays during the month of return, the County shall reimburse to the employee the County’s share of the Health, Dental, Long Term Disability and Life Insurance premiums that the employee had previously paid for that month of return.

AS&P BREWSTER VILLAGE

An employee shall be terminated and the employment relationship ended for any of the following reasons: (1) Discharge; (2) Resignation; (Resignation will become effective upon receipt by the County of a written notice of resignation from the employee.) (3) Retirement; (4) Unexcused failure to return to work after the expiration of a leave of absence or period for which Worker’s Compensation was paid; (5) Failure to report availability to return to work within five (5) calendar days after notice of recall from layoff or failure to return to work within fourteen (14) calendar days after reporting availability; (6) On layoff for a continuous period of time equivalent to twelve (12) calendar months.

Employees shall be laid off as determined by the County until the work force is reduced to the required number. Employees shall be rehired as determined by the County. The employee shall be notified in writing. The County shall pay the County’s share of the premium for Health and Life insurance for the remainder of the month of layoff where the enrolled employee has not received pay for at least ten (10) regular workdays during the month of layoff or the County shall pay the County’s share of the premium for Health and Life insurance for one additional month following the month of layoff where the enrolled employee has received pay for at least ten (10) regular workdays during the month of layoff. Employees who continue on layoff after the County no longer pays the County’s share of the premiums may exercise their COBRA rights by paying the full cost of the premium in advance by the twenty-fifth (25th) of the month for the following month’s premium. Upon return from layoff, so long as the employee receives pay for at least then (10) regular workdays during the month of return, the County shall reimburse to the employee the County’s share of the Health and Life insurance premiums that the employee had previously paid for that month of return.

GENERAL

An employee shall be terminated and the employment relationship ended for any of the following reasons:

1. Discharge; 2. Resignation; 3. Retirement; 4. Unexcused failure to return to work after the expiration of a leave of absence or period for which Worker’s Compensation was paid; 5. Failure to report availability to return to work within five (5) calendar days after notice of recall from layoff or failure to return to work within fourteen (14) calendar days after reporting availability; 6. On layoff for a continuous period of time equivalent to twelve (12) calendar months.

Employees shall be laid off as determined by the County until the work force is reduced to the required number of employees. Employees shall be rehired (recalled) as determined by the County. The Employee shall pay the County’s share of the premium for Health and Life insurance for the remainder of the month of layoff where the enrolled employee has not received pay for at least ten (10) regular workdays during the month of layoff, or the County shall pay the County’s share of the premium for Health and Life insurance for one additional month following the month of layoff where the enrolled employee has received pay for at least ten (10) regular workdays during the month of layoff. Employees who continue on layoff after the County no longer pays the County’s share of the premiums may exercise the COBRA rights by paying the full cost of the premium(s) in advance by the twenty-fifth (25th) of the month for the following month’s premium to the County Treasurer provided the employee elects continuation of insurance(s) in writing. Upon return from layoff, so long as the employee receives pay for at least ten (10) regular workdays during the month of return, the County shall reimburse to the employee the County’s share of the Health and Life insurance premium(s) that the employee has previously paid for that month of return. PROFESSIONALS

An employee shall be terminated and the employment relationship ended for any of the following reasons:

(1) Discharge. (2) Resignation. (Any employee absent for three (3) consecutively scheduled workdays without notifying the County of the reason for absence shall be considered as having resigned.) (3) Retirement. (4) Unexcused failure to return to work after the expiration of a leave of absence or period for which Worker’s Compensation was paid. (5) Failure to report availability to return to work within five (5) calendar days after notice of recall from layoff or failure to return to work within fourteen (14) calendar days after reporting availability. (6) On layoff for a continuous period of time equivalent to twelve (12) calendar months.

Employees shall be laid off and rehired (recalled) as determined by the County. The employee will be notified in writing of layoffs and recalls.

The County shall pay the County’s share of the premium for Health and Life insurance for the remainder of the month of layoff where the enrolled employee has not received pay for at least ten (10) regular workdays during the month of layoff, or the County shall pay the County’s share of the premium for Health and Life insurance for one additional month following the month of layoff where the enrolled employee has received pay for at least ten (10) regular workdays during the month of layoff. Employees who continue on layoff after the County no longer pays the County’s share of the premiums may exercise their COBRA rights by paying the full cost of the premium(s) in advance by the twenty-fifth (25th) of the month for the following month’s premium to the County Treasurer provided the employee elects continuation of insurance(s) in writing. Upon return from layoff, so long as the employee receives pay for at least ten (10) regular workdays during the month of return, the County shall reimburse to the employee the County’s share of the Health and Life insurance premiums(s) that the employee has previously paid for that month of return.

OCJCA

LAYOFF

(a) In the event of a layoff or a reduction in the number of employees in any job classification, the County shall determine the employee selected for the layoff or reduction.

(b) Employees will be recalled to openings as determined by the County.

Following the completion of the introductory period, the County may discipline or discharge an employee only for a legitimate, fair and justifiable reason.

The County will notify the recognized bargaining unit of any hire, suspension or termination occurring within that bargaining unit as soon as practicable after such an occurrence.

HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED AND LIFE INSURANCE Outagamie County provides group life insurance for full-time employees. AS&P employees are eligible for this benefit on the first of the month following 30 days of service, and all other employees are eligible the 1st of the month REVISED - following six (6) months of employment. The cost of this coverage is paid for in full by the County and is effective the first of the month following thirty (30) days continuous employment.

Within thirty-one (31) days of termination, the employee shall have the opportunity to elect conversion to a personal policy. Application can be obtained through the Human Resources Department.

In the event of an unpaid leave of absence or layoff, employees can elect up to twelve (12) months of continuation by paying the group rate premium to the County Treasurer by the 25th of the month for the following month's coverage. If the unpaid leave is a medical leave, the County will pay the premium during the elimination period for the waiver of the life premium until the waiver of the life premium begins or until the waiver of life premium is denied. AS&P

The County will provide group term life insurance to all regular, full-time employees, effective the first of the month following thirty (30) days continuous employment. Premiums will be fully paid by the County, and the amount of coverage will be equal to one and one-half times the amount of annual salary, to a maximum coverage of three hundred thousand dollars ($300,000.00).

Within thirty-one (31) days of termination, the employee shall have the opportunity to elect conversion to a personal policy. Application can be made through the Human Resources Department. In the event of an unpaid leave of absence or layoff, employees can elect up to twelve (12) months of continuation by paying the group rate premium to the County Treasurer by the 25th of the month for the following month's coverage. If the unpaid leave is a medical leave, the County will pay the first three months of continuation premium.

BREWSTER VILLAGE

The County shall make available to regular full-time employees a Term Life Insurance policy in the amount of forty thousand dollars ($40,000). The County shall pay 100% of the premium. The employees shall have conversion privileges as determined by the County’s life insurance carrier. An employee will be eligible to participate in the County’s life insurance program commencing on the first of the month following six (6) months of employment.

GENERAL

The County shall make available to regular full-time employees a Term Life Insurance policy in the amount of forty thousand dollars ($40,000). The County shall pay one hundred percent (100%) of the premium. The employees shall have conversion privileges as determined by the County’s life insurance carrier. An employee will be eligible to participate in the County’s life insurance program commencing on the first of the month following six (6) months of employment. PROFESSIONALS

An employee will be eligible to participate in the County’s life insurance program commencing on the 1st of the month following six (6) months of employment.

APPENDIX 5. Life Insurance. The County will provided group term life insurance to all full-time employees, effective the first of the month following 30 days continuous employment. Premiums will be fully paid by the County, and the amount of coverage will be equal to one and one-half times the amount of annual salary, to a maximum coverage of $50,000.

Upon termination, the employee shall have the opportunity to elect conversion to a personal policy. Application can be made through the Human Resources Department.

In the event of an unpaid leave of absence or layoff, employees can elect up to 12 months of continuation by paying the group rate premium to the County Treasurer by the 25th of the month for the following month’s coverage. If the unpaid leave is a medical leave, the County will pay the first three months of continuation premium.

Life Insurance. The County will provide group term life insurance to all regular, full-time employees, effective the first of the month following 30 days continuous employment. Premiums will be fully paid by the County, and the amount of coverage will be equal to one and one-half times the amount of annual salary, to a maximum coverage of $50,000.

Upon termination, the employee shall have the opportunity to elect conversion to a personal policy. Application can be made through the Human Resources Department.

OCJCA

Such full time employee will be eligible to participate in the County’s life insurance program commencing on the first of the month following six (6) months of employment.

HIGHWAY AND SOLID WASTE

Used exact language Outagamie County Justice Center Association Employees: Coverage becomes effective the 1st of the month following six (6) full months of employment or eligibility. from AS&P Manual All Other Employees: Coverage becomes effective the first of the month following three (3) months of continuous active full-time employment.

Provisions of the plan are contained in the plan booklet.

In the event an employee is on an unpaid leave of absence or layoff, he or she can elect up to three (3) months of continuation by paying the group premium to the Outagamie County Treasurer by the 25th of the month for the following month's coverage. If the unpaid leave is a medical leave, the County will pay for the three (3) months of coverage allowed under the plan.

AS&P All regular, full-time employees are eligible for long term disability coverage. Premiums are fully paid by the County. Coverage becomes effective the first of the month following three months of continuous active full-time employment. Provisions of the plan are contained in the plan booklet. In the event an employee is on an unpaid leave of absence or layoff, s/he can elect up to three (3) months of continuation by paying the group premium to the Outagamie County Treasurer by the 25th of the month for the following month's coverage. If the unpaid leave is a medical leave, the County will pay for the three (3) months of coverage allowed under the plan.

BREWSTER VILLAGE The County shall make available to regular full-time employees Long Term Disability Insurance coverage, and the County shall pay the full premium costs. This coverage shall commence the first of the month following three full months of employment.

GENERAL All regular, full-time employees are eligible for long term disability coverage. Premiums are fully paid by the County. Coverage becomes effective the first of the month following three months of continuous active full-time employment. Provisions of the plan are contained in the plan booklet. In the event an employee is on an unpaid leave of absence or layoff, s/he can elect up to three (3) months of continuation by paying the group premium to the Outagamie County Treasurer by the 25th of the month for the following month's coverage. If the unpaid leave is a medical leave, the County will pay for the three (3) months of coverage allowed under the plan

PROFESSIONALS The County shall make available to regular full-time employees Long Term Disability Insurance coverage, and the County shall pay the full premium cost. This coverage shall commence the first of the month following three (3) full months of employment

OCJCA The County shall make available to regular full-time employees Long Term Disability Insurance coverage, and the County shall pay the full premium cost. This coverage shall commence the first of the month following six (6) full months of service with the County.

HIGHWAY AND SOLID WASTE The County shall make available to regular full-time employees Long Term Disability Insurance coverage, and the County shall pay the full premium cost. This coverage shall commence the first of the month following three (3) full months of employment. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED- MEALS AND PERSONAL BREAKS Employees are eligible for a 15-30 minute unpaid meal break each day. If a non-exempt / hourly employee is required to work through a meal break, he or she will be paid for the meal period. Meal and rest breaks will be scheduled by the department Supervisor or Manager. It is not acceptable to skip a normally taken lunch break in order to shorten the workday.

As coverage needs allow, employees may also be able to take two paid personal breaks of fifteen (15) minutes throughout their workday. Such fifteen (15) minutes shall be computed from the time the employee leaves his or her work station until he or she returns to said work station.

AS&P

One unpaid lunch period is normally scheduled midway in an eight (8) hour shift. Lunch periods will not be longer than one hour, and the assigned time may be staggered among department personnel to allow the County offices to remain open throughout the normal business day. Supervisors or Department Heads assign designated lunch period times according to the needs of the department.

Rest breaks are normally taken in two (2) fifteen minute daily intervals, one in the first half of the work day, the other in the last half of the work day, as the work load of the department permits and as specified by the Supervisor. Break time cannot be accumulated or used to extend lunch periods, to justify tardiness, or to shorten the work day. Employees are not allowed to take smoke breaks in addition to rest breaks.

BREWSTER VILLAGE GENERAL

Each employee covered under this Interim Personnel Policy Manual shall normally be eligible for a personal break of fifteen (15) minutes in the A.M. and fifteen (15) minutes in the P.M. during their shift of work. Such fifteen (15) minutes shall be computed from the time the employee leaves his or her work station until he or she returns to said work station.

PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE

Daily work schedules shall normally include a personal break of fifteen (15) minutes within the first half of the shift at approximately 11:00 a.m. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & MILITARY LEAVE Outagamie County supports the military obligations of all employees and grants leaves for uniformed service in accordance with applicable federal and state laws. Any employee who needs time off for uniformed service should CONSOLIDATED - immediately notify the Human Resources department and his or her Supervisor, who will provide details regarding the leave. If an employee is unable to provide notice before leaving for uniformed service, a family member should notify the Supervisor as soon as possible.

See the MILITARY LEAVE POLICY located on the HR intranet site for additional details.

AS&P

An employee who is a member in the United States Military Reserve will be granted a leave of absence without loss of pay for up to two weeks per calendar year. To receive the difference between military wages and County salary, the employee must submit a copy of his/her orders with proof of pay. At such time as an employee may have his/her military duty extended past the two week limit noted above, the Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA) will apply.

BREWSTER VILLAGE

GENERAL

PROFESSIONALS

HIGHWAY AND SOLID WASTE

The County complies with the requirements of the Uniformed Services Employment and Re-employment Rights Act of 1994 (USERRA). In addition, the County will pay any difference between military pay and the amount an employee would have normally earned in the service of the County had he/she not been absent, for a period not to exceed fifteen (15) days per calendar year, excluding Sundays and legal holidays. The leave granted herein shall be in addition to the vacation allowance. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLODATED - OVERTIME When required due to the needs of the business, employees may be required to work overtime. Overtime is hours worked in excess of 40 in a work week or 8 hours in a day for Brewster Village. Non-exempt employees will be paid time and one-half their regular rate of pay for all hours worked in a work week. For purposes of computing overtime, all authorized paid leaves of absence are considered time worked. All overtime work must be approved in advance by a Supervisor or Manager.

Sheriff’s Department: Overtime in the Sheriff’s Department is determined by Section 7(k). Section 7(k) of the Fair Labor Standards Act provides that employees engaged in fire protection or law enforcement may be paid overtime on a “work period” basis. A “work period” may be from 7 consecutive days to 28 consecutive days in length. For work periods of at least 7 but less than 28 days, overtime pay is required when the number of hours worked exceeds the number of hours that bears the same relationship to 212 (fire) or 171 (police) as the number of days in the work period bears to 28. For example, fire protection personnel are due overtime under such a plan after 106 hours worked during a 14-day work period, while law enforcement personnel must receive overtime after 86 hours worked during a 14-day work period.

Eligibility for overtime compensation is determined by individual department procedure and in accordance with the Fair Labor Standards Act.

• Non-exempt employees are eligible for overtime pay at the rate of time and one-half for all hours worked in excess of forty (40) in a given work week. Where applicable within the department, compensatory time or flex time may also be acquired, also at a rate of time and one-half.

• Exempt employees in Pay Grades 1-11 are eligible for straight time pay or comp time for hours worked over forty (40) in a work week. Staff Sergeants are eligible for comp time at a rate of time and one-half.

• Exempt employees in Pay Grades 12-25 are eligible for straight time pay or comp time for hours worked over forty-five (45) in a work week. Lieutenants are eligible for straight time pay or comp time for hours worked over forty (40) in a work week.

Normally, exempt employees shall be compensated for extra hours through comp time in lieu of monetary compensation. Employees may be allowed to vary their work schedules with approval of their Supervisor. Exceptions to these general rules may be made if approved by the County Executive, Department Head, and Human Resources Director.

For Brewster Village employees, holidays, vacations, sick leave, and bereavement leave shall be considered time worked for the purpose of overtime, provided, however, that employees on a seven (7) day per week schedule shall not have the hours of holiday pay (8) considered as time worked for the purpose of computing overtime, unless such holiday falls on a scheduled workday and the employee is given the day off as holiday off time. Employees who work a double shift at the direction of the County shall receive eight (8) hours pay at the straight-time rate for the first shift and eight (8) hours overtime pay (time and one-half) for the second shift and may be provided with a meal during the second shift at no cost to the employee.

AS&P

Salary Basis Policy. The Fair Labor Standard Act (FLSA) is a federal law which requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at time and one-half the regular rate of pay for all hours worked over forty (40) hours in a work week. However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as a bona fide executive, administrative, professional, and outside sales employee. Section 13(a)(1) and Section 13(a)(17) also exempt certain computer employees. To qualify for an exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than four hundred fifty - five dollars ($455.00) per week. Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the Department’s regulations.

BREWSTER VILLAGE

Employees shall be paid overtime pursuant to the provisions on the Fair Labor Standards Act, including application of provisions that apply for health care workers.

Overtime shall not be pyramided.

Holidays, vacations, sick leave, and funeral leave shall be considered time worked for the purpose of overtime, provided however, that employees on a seven (7) day per week schedule shall not have the hours of holiday pay (8) considered as time worked for the purpose of computing overtime, unless such holiday falls on a scheduled workday and the employee is given the day off as holiday off time.

Overtime will be distributed as assigned as determined by the County.

Employees who work a double shift at the direction of the County shall receive eight (8) hours pay at the straight-time rate for the first shift and eight (8) hours overtime pay (time and one-half) for the second shift, and shall be provided with a meal from the cafeteria during the second shift at no cost GENERAL

Overtime Administration. In emergencies, a department head may prescribe reasonable periods of overtime work to meet operations needs. Complete records of overtime of employees shall be maintained by each department head.

Compensation for Overtime Work. Employees in positions covered by this Interim Personnel Policy Manual, shall be compensated for authorized overtime work, by payment in cash, at a time and one-half (1 ½) rate for all hours worked over forty (40) hours in one week; or at the rate of time and one- half (1 ½) as compensatory time provided such overtime is authorized by the department head. Approved compensatory time at the time and one-half (1 ½) rate shall be taken during the pay period in which it was earned or the pay period immediately following the pay period in which it was earned. If not possible to be taken within such period, the County shall pay the employee in cash, at the time and one-half (1 ½) rate. Overtime for the purpose of this Section shall be in compliance with the present Fair Labor Standards Act, as amended. For the purpose of computing overtime, all authorized paid leaves of absence shall be considered time worked.

PROFESSIONALS

Compensation for Overtime Work. Employees shall be compensated for authorized overtime work by payment in cash at straight-time rates or equal time off as determined by the department head. Only such hours as are worked in excess of forty (40) hours of work per week shall be so compensated. Compensatory time off for overtime worked may be accumulated by an employee to a maximum of five (5) workdays. Such compensatory time off will be granted at a time mutually agreed upon between the employee and the department head or his/her designee. Such accumulation shall reduce by time off or payment in cash within six (6) months following the month in which it was earned.

To be fair, consistent and to address the realities of after-hours phone calls, it is our intent to compensate staff for the accumulation of their time involved in after-hours phone calls received or made on that date that relate to the same situation. This would allow staff to accumulate the time for the original after-hours phone call and any additional phone calls later on that same day that result from that original phone call. If the total combined time of these phone calls exceeds thirty (30) minutes, then that total amount of time will be compensated.

For example, client Smith calls a staff person at 6:00 p.m. That call requires the staff person to phone law enforcement, foster parents and later return a call to client Smith. The original call lasts twenty (20) minutes. At 6:45 p.m. the staff person phones law enforcement for ten (10) minutes. It is 7:15 p.m. before the staff person can phone the foster parents. That call lasts fifteen (15) minutes. Finally, the staff person phones client Smith at 8:00 p.m. for fifteen (15) minutes. Because all calls were related to the original call, they can be accumulated to a total of sixty (60) minutes – all compensable. However, if client Smith calls a staff person at 6:00 p.m. for twenty (20) minutes, then client Jones calls the staff person at 6:20 p.m. for twenty (20) minutes, those calls are not cumulative because they are not related.

OCJCA

Employees shall be paid overtime pursuant to the provisions on the Fair Labor Standards Act, including application of the 7K exemption. For the purpose of computing overtime, all authorized paid leaves of absence, with the exception of Military Leave and Worker’s Compensation, shall be considered time worked.

In the event an employee has left work and is called in but has received less than twelve (12) hours notice prior to the beginning of the shift start time, the employee shall receive a minimum of three (3) hours pay at the employee’s regular straight time rate of pay or overtime pay at the appropriate rate for the actual hours worked, whichever is greater, provided in addition, however, that this provision shall not apply to hours worked that are consecutively prior to or subsequent to the employee’s scheduled work hours.

Overtime must be authorized and approved by the department head or division head before overtime can be paid. HIGHWAY AND SOLID WASTE

Employees shall be paid time and one-half (1 ½) for all hours worked over forty (40) hours per week. For the purpose of computing overtime, all authorized paid leaves shall be considered time worked.

All work performed by an employee on Sundays shall be paid at the rate of time and one-half (1 ½).

Employees who are required to work on holidays shall be paid at the rate of time and one-half (1 ½) in addition to their holiday pay. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - PARKING Maintenance Department issued parking permits are required for all workers (County/State employees, and contract workers) based at the Downtown Campus and parking on county-controlled lots within the Downtown Campus. Although all reasonable attempts shall be made to afford free parking to employees, such a benefit is not guaranteed.

For employees who move to the Downtown Campus from an outlying campus (Highway/Solid Waste, Airport, UW Extension/Ag/Brewster), the employee must complete and submit a parking permit request form to the Maintenance Department. The permit will be issued and sent to the employee via interoffice mail.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & PAY REMITTANCES AND DEDUCTIONS Pay can be viewed via self-service functionality in the Human Resources-Payroll system. If a pay day falls on a federal holiday, employees will receive their pay on the preceding workday. Pay is directly deposited into the employee’s CONSOLIDATED - checking and/or savings accounts. Direct deposit is mandatory for all employees.

The following deductions are mandatory and are made each pay period:

a) Federal Withholding Tax b) Social Security c) State Withholding Tax d) Wisconsin Retirement Plan

Various deductions may be made from the employee’s pay when so authorized by the employee:

a) Credit Union b) Deferred Compensation c) Insurances d) Flexible Spending/Health Savings Account e) Garnishments

Circumstances in Which Outagamie County May Make Deductions from Pay for Exempt/Salary Employees: Deductions in pay are permissible when an exempt employee is: absent from work for a partial day or one or more full days for personal reasons other than sickness or disability and/or for absences of a partial day or one or more full days due to sickness or disability, if the deduction is made in accordance with a bona fide plan, policy, or practice of providing compensation for salary lost due to illness, to offset amounts received as jury or witness fees or for military pay; or for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions. Also, Outagamie County is not required to pay the full salary in the initial or termination week of employment for penalties imposed in good faith for infractions of safety rules of major significance or for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act. In these circumstances, either partial-day or full-day deductions may be made.

Outagamie County Policy for Employees Paid on a Salary Basis: It is Outagamie County’s policy to comply with the salary basis requirements of the Fair Labor Standards Act. Therefore, any County official is prohibited from making any improper deduction from the salary of exempt employees. Outagamie County wants its exempt employees to be aware of this policy and to know that Outagamie County does not allow deductions that violate the Fair Labor Standards Act.

What to Do If an Improper Deduction Occurs: If an employee believes an improper deduction has been made from their salary, the employee should immediately report this to their Supervisor or the Human Resources Director. Reports of improper deductions will be promptly investigated. If it is determined that any improper deduction has occurred, the employee will be promptly reimbursed for any improper deduction. The provisions of this section apply to Fair Labor Standards Act exempt employees and are in accordance with the County’s policy of ensuring public accountability of its employees. AS&P

County employees hired on or after September 5, 2004 are required, as a condition of employment, to participate in the direct deposit of their paychecks. Employees hired prior to September 5, 2004 have the choice whether to participate in direct deposit of their paychecks. Contact the Payroll Department for further information. Salary Basis Policy. The Fair Labor Standard Act (FLSA) is a federal law which requires that most employees in the United States be paid at least the federal minimum wage for all hours worked and overtime pay at time and one-half the regular rate of pay for all hours worked over forty (40) hours in a work week. However, Section 13(a)(1) of the FLSA provides an exemption from both minimum wage and overtime pay for employees employed as a bona fide executive, administrative, professional, and outside sales employee. Section 13(a)(1) and Section 13(a)(17) also exempt certain computer employees. To qualify for an exemption, employees generally must meet certain tests regarding their job duties and be paid on a salary basis at not less than four hundred fifty - five dollars ($455.00) per week. Job titles do not determine exempt status. In order for an exemption to apply, an employee’s specific job duties and salary must meet all the requirements of the Department’s regulations.

Salary Basis Requirement. Being paid on a salary basis means an employee regularly receives a predetermined amount of compensation each pay period on a weekly, or less frequent, basis. The predetermined amount cannot be reduced because of variations in the quality or quantity of the employee’s work. Subject to exceptions listed below, an exempt employee must receive the full salary for any workweek in which the employee performs any work, regardless of the number of days or hours worked. Exempt employees do not need to be paid for any workweek in which they perform no work. If an employer makes deductions from an employee’s predetermined salary, i.e., because of the operating requirements of the business, that employee is not paid on a “salary basis”. If the employee is ready, willing, and able to work, deductions may not be made for time when work is not available.

Circumstances in Which Outagamie County May Make Deductions From Pay. Deductions in pay are permissible when an exempt employee is: absent from work for a partial day or one or more full days for personal reasons other than sickness or disability and/or for absences of a partial day or one or more full days due to sickness or disability, if the deduction is made in accordance with a bona fide plan, policy, or practice of providing compensation for salary lost due to illness; to offset amounts received as jury or witness fees, or for military pay; or for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions. Also, Outagamie County is not required to pay the full salary in the initial or terminal week of employment; for penalties imposed in good faith for infractions of safety rules of major significance, or for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act. In these circumstances, either partial day or full day deductions may be made.

Outagamie County Policy for Employees Paid on a Salary Basis. It is Outagamie County’s policy to comply with the salary basis requirements of the FLSA. Therefore, any County official is prohibited from making any improper deduction from the salary of exempt employees. Outagamie County wants its exempt employees to be aware of this policy and to know that Outagamie County does not allow deductions that violate the FLSA.

What To Do If An Improper Deduction Occurs. If an employee believes an improper deduction has been made from their salary, the employee should immediately report this to their supervisor or the Human Resources Director. Reports of improper deductions will be promptly investigated. If it is determined that any improper deduction has occurred, the employee will be promptly reimbursed for any improper deduction. The provisions of this section apply to FLSA exempt employees and are in accordance with the County’s policy of ensuring public accountability of its employees.

BREWSTER VILLAGE

The following deductions are compulsory and are made each pay period:

A. Federal Withholding Tax B. Social Security C. State Withholding Tax D. Wisconsin Retirement Plan

The following deductions shall be made from the employee’s pay when so authorized by the employee:

A. Credit Union B. Deferred Compensation C. Insurances D. Flex Spending GENERAL

The following deductions are compulsory and are made each pay period:

A. Federal Withholding Tax B. Social Security C. State Withholding Tax D. Wisconsin Retirement Plan

The following deductions shall be made from the employee’s pay when so authorized by the employee:

A. Credit Union B. Deferred Compensation C. Insurances D. Flex Spending

PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE

The following deductions shall be made from the employee’s pay when so authorized by the employee:

• Credit Union • Deferred Compensation • Insurances • Flex Spending ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED - PERFORMANCE EVALUATIONS The purpose of the introductory and annual performance evaluation is to assess an employee's work effectiveness and to commend good performance while identifying areas for development. Performance evaluations are considered in decisions affecting placement, salary advancement, overtime assignments, promotions, demotions, dismissals, order of layoff, reemployment, and training.

Human Resources is responsible for the overall administration of the employee performance evaluation process and takes an active role in advising and assisting employees, supervisors, and department heads to ensure that performance evaluation procedures are handled according to the provisions of the program and result in meaningful discussions for the employee.

Prior to the expiration of the employee's introductory period and at twelve month intervals following the employee's date of hire, reclassification, or promotion, the employee's Supervisor will complete a comprehensive evaluation of the employee's performance.

The approval, denial, or delay of step increases or disagreement with the performance evaluation is not grievable under the Employee Complaint Procedure.

AS&P

The purpose of a performance evaluation program is to assess an employee's work effectiveness and to commend good performance while identifying constructive actions where improvement is desired. Performance evaluation reports are considered in decisions affecting placement, salary advancement, overtime assignments, promotions, demotions, dismissals, order of layoff, reemployment, and training. Human Resources is responsible for the overall administration of the employee performance evaluation program and takes an active role in advising and assisting employees, Supervisors and Department Heads to insure that performance evaluation procedures are handled according to the provisions of the program. Prior to the expiration of the employee's introductory period and at twelve month intervals following the employee's date of hire, reclassification or promotion, the employee's supervisor will complete a comprehensive evaluation of the employee's performance. At least 45 days before the employee's performance evaluation is due, the Human Resources Department will forward a Performance Evaluation Form to the employee's Department Head. The Department Head distributes the Performance Evaluation Form to the employee's supervisor and ensures its timely completion and return to the Human Resources Department. The Performance Evaluation Form and process are based on the key responsibilities as identified on the employee's position description. Both the form and the process will focus on the employee's results and accomplishments in performing the key responsibilities of his/her position. Prior to the performance evaluation session, the supervisor and employee will meet to review and update the employee's position description. They will also verify the key responsibilities of the employee's position description which will serve as the basis of the employee's performance evaluation. The employee's supervisor will rate the employee's results and accomplishments in performing the position's key responsibilities according to the following rating levels:

1. Consistently exceeds expectations 2. Occasionally exceeds expectations 3. Meets expectations 4. Sometimes meets expectations 5. Below expectations The supervisor completes the performance evaluation and reviews it with his/her supervisor or Department Head. Consensus will be reached as to the ratings and commentary on the evaluation form, and with the recommendation either for or against the employee receiving a step increase. If the determination has been made that the employee should not receive an increase at this time, this will be discussed with Human Resources. The supervisor will then review the performance evaluation with the employee, and forward it to the Human Resources Department prior to the due date, where it will be processed and filed in the employee's personnel file. An overall performance evaluation rating of Meets Expectations is required for advancement through Step 7 of the employee's pay grade. Advancement to Steps 8 or 9 requires an overall performance evaluation rating of Consistently Exceeds Expectations. The approval, denial or delay of step increases is not grievable under the Employee Complaint Procedure.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE INCORPORATED FROM PERSONNEL FILES Information contained in an employee's personnel file is generally considered confidential and is available only to the employee or the employee's designee, the County Executive, Departmental Supervisory staff, Human Resources AS&P MANUAL - staff, legal staff, and authorized federal or state representatives who have cause to review the records for official reasons, unless otherwise disclosable under the Wisconsin Public Records Law. The employer will grant at least two (2) requests to inspect his or her file by an employee in a calendar year. The employer will provide the employee with the opportunity to inspect the employee's personnel records within seven (7) working days after the employee submits a written request for inspection.

AS&P

Information contained in an employee's personnel file is considered confidential and is available only to the employee or the employee's designee, the County Executive, supervisory staff, Human Resources staff, and authorized federal or state representatives who have cause to review the records for official reasons. The employer will grant at least two (2) requests to inspect his/her file by an employee in a calendar year, unless otherwise provided in a collective bargaining agreement. The employer will provide the employee with the opportunity to inspect the employee's personnel records within seven (7) working days after the employee submits a written request for inspection. BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE

An employee’s personal file will be made available for inspection by that employee in the presence of the Highway Commissioner or Solid Waste Director or the employee’s representative upon the request of the employee involved as provided by law. Notice of disciplinary action shall be submitted to the employee. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW EMPLOYMENT OF RELATIVES Relatives and domestic partners may be hired by the County if: (1) the persons concerned will not work in a direct Supervisory relationship, and (2) the employment will not pose difficulties for supervision, security, safety, or morale. For the purposes of this policy, “relatives” are defined as spouses, registered domestic partners, children, siblings, parents, or grandparents. Current employees who marry each other or become involved in a domestic partnership will be permitted to continue employment with the County provided they don’t work in a direct Supervisory relationship with each other or otherwise pose difficulties as mentioned above. If employees who marry or become involved in a domestic partnership do work in a direct Supervisory relationship with each other, the County will attempt to reassign one of the employees to another position for which he or she is qualified, if such a position is available. If no such position is available, one of the employees may be required to leave the County.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED - RECRUITMENT AND SELECTION The standard of the County is to recruit and select the most qualified persons for County positions. Recruitment and selection is conducted in compliance with all applicable laws. Whenever possible, vacancies are filled from current County employees, provided they meet qualification standards. Recruitment is the responsibility of the Human Resources Department, which works in conjunction with the department in need of staff.

Any open positions will be posted on the Outagamie County website and external job posting sites for a minimum of five (5) business days, overlapping two weeks. All applicants must apply online. For those without computer access or needing additional assistance, a kiosk is located in the Human Resources department.

Outagamie County does not normally reimburse applicants for expenses incurred during the interview process or for moving expenses. Applicants who are called in to interview for managerial or top professional positions may be reimbursed for all or part of reasonable expenses incurred in conjunction with such interview including travel, meals, and overnight accommodations. Payment of such expenses must be approved in advance by the Human Resources Director.

The employment interview is the key to the selection process and is to be job focused. The goal of the interview is to determine the candidate who can best deliver what the position requires. The process is driven by honesty, objectivity, confidentiality, and validity with optimum regard for employment laws. Confidentiality is subject to the Wisconsin Public Records Law.

In addition to the employment interview, other devices may be used to screen applicants. Such devices may include: a review of training and experience, work samples, performance tests, practical written tests, physical fitness examinations, background and reference inquires, etc. The device used is determined by its relevance to the position being filled, departmental requirements, and applicable laws. Precaution is exercised by all persons participating in the selection process to maintain the appropriate level of integrity and confidentiality.

When circumstances warrant, eligibility lists may be developed. Departments coordinate their requests with the Human Resources Department to establish such lists.

County employees competing for an opening are given notice of whether they were selected for the position. With regard to external candidates, usually only those that have been interviewed will be personally notified how they fared.

If there is an urgent need to fill a position and no immediate viable candidates are available, Human Resources may authorize filling the vacancy by making an emergency appointment for up to thirty (30) calendar days. That time frame will be used to recruit a candidate according to standard procedures.

AS&P

The standard of the County is to recruit and select the most qualified persons for County positions. Recruitment and selection is conducted in compliance with all applicable laws. Whenever possible, vacancies are filled from current County employees, providing they meet qualification standards. Recruitment is the responsibility of the Human Resources Department, which works in conjunction with the department in need of staff. The aim of recruitment is to meet current and projected County staffing needs. Recruitment is tailored to the position to be filled and is directed to sources likely to yield qualified candidates. The Human Resources Department is responsible for posting job openings and otherwise publicizing vacancies. Job postings appear on County bulletin boards for five working days, at least one day of which extends into the following week. All applicants for employment must, at some time in their recruitment, complete an application form prescribed by, and available in, the Human Resources Department. Applications may be rejected for a variety of reasons including: missing the filing deadline, not meeting the minimum qualification standards, falsifying the application, and having established an unsatisfactory employment record which demonstrates unsuitability for the position. Outagamie County does not normally reimburse applicants for expenses incurred during the interview process, or for moving expenses. Applicants who are called into interview for managerial or top professional positions may be reimbursed for all or part of reasonable expenses incurred in conjunction with such interview including travel, meals and overnight accommodations. Payment of such expenses must be approved in advance by the Human Resources Director. The employment interview is the key to the selection process and is to be job focused. The goal of the interview is to determine the candidate who can best deliver what the position requires. The process is driven by honesty, objectivity and validity with optimum regard for employment laws. Precaution is exercised by all persons participating in the selection process to maintain the appropriate level of integrity and confidentiality.

In addition to the employment interview, other devices may be used to screen applicants. Such devices may include: a review of training and experience, work sample, performance tests, practical written tests, physical fitness examinations, background and reference inquires etc. The device used is determined by its relevance to the position being filled, departmental requirements, and applicable laws. Precaution is exercised by all persons participating in the selection process to maintain the appropriate level of integrity and confidentiality.

When circumstances warrant, eligibility lists may be developed. Departments coordinate their requests with the Human Resources Department to establish such lists. County employees competing for an opening are given notice of whether they were selected for the position. With regard to external candidates, usually only those that have been interviewed will be notified how they fared. If there is an urgent need to fill a position and no immediate viable candidates are available, Human Resources may authorize filling the vacancy by making an emergency appointment for up to thirty (30) calendar days. That time frame will be used to recruit a candidate according to standard procedures. BREWSTER VILLAGE

A job vacancy shall be defined as a position not previously existing in the Job Classification Plan or a vacancy in a position in the said Job Classification Plan due to termination of employment, promotion, death or disability of existing personnel, and in the judgment of the County, the need to fill such job vacancy continues to exist. In the event the County determines not to fill any such job vacancy in the Job Classification Plan, the County will post a notice of job discontinuance. Any such vacancy aforementioned shall be posted for a minimum of seven (7) calendar days on the County intranet site (www.oc.com).

The job requirements and qualifications for full-time, part-time, temporary help, shift, area, neighborhood, if they are weekend only, and wage rate, shall normally be part of the job posting. Employees desiring to apply for such vacancy shall sign the posting notice electronically. Employees undergoing his/her introductory period shall not be allowed to sign a posting where a selection would result in a transfer of such employee to another position in the same pay range, provided however, that a part-time employee undergoing his/her introductory period will not be prohibited from signing a posting where a selection would result in a transfer to a position with more work hours in the same pay range.

The County shall determine the selection of the applicant and the applicant selected shall demonstrate his/her ability to perform the job during a training period of not to exceed thirty (30) days actual performance on said job. The selected employee will be placed on the job as soon as possible. If said employee is deemed qualified by the County, he/she shall be assigned to fill the vacancy. Should such employee not qualify within the aforementioned thirty (30) day period, he/she shall be reassigned to his/her former position.

The County may make immediate temporary assignments, by using temporary or part-time employees to fill any vacancy. Other Assignments Provisions. The County may assign employees to work in other neighborhoods than the one which they are normally scheduled for. Employee Transfers. The County may transfer employees as it determined in the best needs of the operation.

GENERAL

A job vacancy shall be defined as a position not previously existing in the Job Classification Plan or a vacancy in a position in the said Job Classification Plan due to termination of employment, promotion, death or disability of existing person and in the judgment of the County the need to fill such job vacancy continues to exist. In the event the County determines not to fill any such job vacancy in the Job Classification Plan, the County will post a notice of job discontinuance for a period of five (5) working days.

Any such vacancy aforementioned shall be posted for a minimum of five (5) working days as follows: a) The posting shall be posted on the County intranet site (www.oc.com). The job title, grade, beginning wage rate and department shall be a part of the job posting. Employees desiring such position shall complete an application and submit it to the County Human Resources Department. b) The vacancy, promotion shall be filled from internal and external applicants in accordance with the applicants’ qualifications, and as otherwise determined by the County. c) An employee shall have no right to grieve the employee’s non-selection for the position. The County shall make all determinations regarding the selection of candidates for job openings.

PROFESSIONALS

In the event a job vacancy or new position occurs, a notice of such vacancy or new position shall be posted on the County’s intranet site (www.oc.com) for at least five (5) working days not including Saturdays, Sundays and holidays. Said notice shall contain the prerequisites for the position, rate of pay and general duties of the job. Interested employees shall apply for the posted position in the Human Resources Department. The County shall make all determinations regarding the selection of candidates for job openings.

Applicants chosen must meet the requirements and qualifications as established in writing by the County.

Applicants meeting these requirements and qualifications shall be selected by the County and shall serve a thirty (30) calendar day trial period. If the employee fails to qualify, he or she may be returned to his or her former position and status. This trial period may be extended by the County.

The County may fill a position on a temporary basis to meet the needs of the department. In such case no employee shall take a loss in wages. If the employee is performing a higher rated job, he or she shall receive the higher rated pay.

OCJCA

When a vacancy or promotion exists, notice of the vacant position classification shall be posted on the County’s intranet site (www.oc.com), so as to give all employees covered under this Interim Personnel Policy Manual an opportunity to express their interest in the position. Employees interested in applying for the posted position shall do by submitting an application to the Human Resources Department. The position shall not be filled for a minimum of five (5) days after said notice has first been posted. The promotion or vacancy shall be filled from those applicants expressing an interest in the position in accordance with the applicant’s qualifications and ability as determined by the County.

The notice of the vacant position will contain at least the pay grade, description of duties and qualifications of the position. HIGHWAY AND SOLID WASTE

Should a job vacancy occur, the job shall be posted for five (5) days in the event the County elects to fill the position. Such job posting shall be posted at the following locations: Appleton, Hortonville, Shiocton, Seymour, and the Landfill (Maintenance and Recycling). Any employee desiring to apply for such job shall make application in the Human Resources Department in writing, giving qualifications. The County shall make all determinations regarding the selection of candidates for job openings.

A laid off employee shall be given notice of recall by Certified Mail, return receipt requested, to his or her last known address. If selected for recall, the Employee must respond to such notice within three (3) days after receipt thereof and must actually report to work in seven (7) days after receipt of such notice unless otherwise mutually agreed to.

In laying off regular employees because of reduction in forces, the County shall determine the person(s) and/or position(s) for layoff.

The County shall pay the County’s share of the premium for Health and Life insurance for the remainder of the month of layoff where the enrolled employee has not received pay for a least ten (10) regular workdays during the month of layoff, or the County shall pay the County’s share of the premium for Health and Life insurance for one additional month following the month of layoff where the enrolled employee has received pay for at least ten (10) regular workdays during the month of layoff. Employees who continue on layoff after the County no longer pays the County’s share of the premiums may exercise their COBRA rights by paying the full cost of the premium in advance by the twenty-fifth (25th) of the month for the following month’s premium to the County Treasurer, provided the employee elects continuation of insurance(s) in writing. Upon return from layoff, so long as the employee receives pay for at least ten (10) regular workdays during the month of return, the county shall reimburse to the employee the County’s share of the Health and Life insurance premiums that the employee had previously paid for that month of return. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATION - SAFETY AND ACCIDENT PREVENTION Employees injured on the job must report the injury to their Supervisor immediately. The Supervisor will promptly secure necessary medical attention for the injured employee and then file an accident report with the Risk Administrator, giving full and complete particulars. EXCEPTION: Brewster Village and the Highway Department are responsible to complete the accident reports for injuries which occur at those departments and will file the reports Used verbiage from as designated by the Department. All reports must be filed within twenty-four (24) hours of the injury. Suggestions from all employees regarding safety are welcome and encouraged. AS&P Manual Employees may be expected to participate in the Modified Duty Program. This program is intended to keep the employee gainfully employed while recovering from a work-related injury. Employees are expected to participate in the Modified Duty Program as long as the duties to be performed are within their medical restrictions. Employees who refuse a Modified Duty Program assignment may be risking disciplinary action and/or termination of future Worker's Compensation benefits.

Employees who transport County clients in their own personal vehicle (excluding motorcycles) and whose vehicle suffers damage during that transport may be eligible for partial reimbursement for damages.

Additional information regarding vehicle usage and insurance coverage requirement can be found on the Risk Administration intranet page.

AS&P

Concern over job safety is a major responsibility of every employee's job performance. Employees must report any unsafe practices or conditions to his/her Supervisor at once. Delay may result in serious injury. Employees injured on the job must report the injury to their supervisor immediately. The Supervisor will promptly secure necessary medical attention for the injured employee and then file an accident report with the Risk Administrator, giving full and complete particulars. EXCEPTION: The Brewster Village and Highway Department are responsible to complete the accident reports for injuries which occur at those departments, and will file the reports as designated by the Department. All reports must be filed within twenty-four (24) hours of the injury. Suggestions from all employees regarding safety are welcome and encouraged. Some departments or divisions are able to offer employees injured in work related incidents continued active employment that is within their medical restrictions. This program is called "Light Duty" and is intended to keep the employee gainfully employed while recovering from a work related injury. Employees are expected to participate in the Light Duty Program as long as the duties to be performed are within their medical restrictions. Employees who refuse Light Duty Program assignment may be risking disciplinary action and/or termination of future Worker's Compensation benefits. Employees who transport County clients in their own personal car and whose vehicle suffers damage during that transport may be eligible for partial reimbursement for damages according to the following criteria:

• The employee must carry insurance coverage on the vehicle and proof of insurance must be provided prior to reimbursement payment.

• Damages will be covered to the amount of the deductible or two hundred fifty dollars ($250.00), whichever is less.

• Coverage is limited to incidents which occur while the employee is using his/her vehicle for County business reimbursable by the Travel and Meal Reimbursement guidelines.

• In the event of a vehicular accident, the employee must submit a police report showing the employee to be less than fifty percent responsible.

• The employee must submit to his/her Department Head, a signed explanation of damages which are not reportable to the police and a dated receipt for repairs, cleaning, etc.

• Department Heads will authorize reimbursement from their own department budget and submit an annual report to the Human Resources Director.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE Reports of bodily injury, vehicle damage and property damage shall be filed not later than twenty-four (24) hours after injury or damage. Any employee, when driving or operating a vehicle or machine of the County Highway Department or Solid Waste Department, who is involved in an accident shall make a report of the same to the Highway office or the Solid Waste. The employee shall conform to requirements of the Wisconsin Motor Vehicle Code 346.70 “Duty to Report Accident”, sending the completed form to the County Highway Office or Solid Waste Office for transmittal to Madison within the required time limit. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATION - SALARY ADMINISTRATION The purpose of salary administration is to fairly allocate each position in the County to a wage grade in such a manner as to maintain equity between positions, balancing such job duties/factors as education required, impact of errors, and supervision exercised. It also sets initial hiring rates and salary ranges, as well as promotion guidelines, and sets standards and procedures for performance evaluations and step increases. Used exact verbiage from AS&P Manual The development and administration of the compensation program is the responsibility of the Human Resources Department. The Human Resources Director can recommend necessary amendments in the compensation program to the County Executive and County Board's Legislative Audit / Human Resources Committee.

The County Executive may seek the input of the various committees, commissions, and boards, as needed in the evaluation process.

New employees will normally be hired at the Minimum Step of the pay grade established for their position. However, a new employee's starting salary may be at a higher step of his or her pay grade if warranted by such reasons as exceptional qualifications or competitive market conditions. The approval of the Department Head and the Human Resources Director is required before a starting salary above the pay grade Minimum may be offered to a new hire.

At twelve month intervals following the employee's date of hire, reclassification, or promotion, the employee will be eligible to advance to the next highest step within the employee's pay grade. Part-time Sheriff Department employees are not eligible for a step increase at any time during their part-time tenure. To effect the advancement or step increase, the employee's Supervisor must complete a comprehensive evaluation of the employee's performance. In the case of Department Heads, the County Executive and/or division head will perform this function.

Other than in the case of annual step progression within the Sheriff's Department, advancement in the pay grade is predicated on the employee meeting the key expectations of their position as defined by the job description and as evaluated as part of the annual performance evaluation process.

In cases of poor performance, the Department Head or County Executive may, after conferring with the Human Resources Director, reduce the pay of an employee by up to 3.0% or withhold a scheduled general base salary adjustment for an employee. These actions apply to those situations where the employee's job performance is unsuitable for the employee's step position within his or her pay grade.

An employee promoted or reclassified to a position in a higher pay grade will be put at that step in his or her new pay grade which typically provides for an increase of between 3% and 10%. Promotional or reclassification increases of more than 10% may only be given if needed to bring the employee up to the Minimum Step of the employee's new pay grade.

An employee who is promoted, demoted, or reclassified to a position in a lower pay grade may be paid at any step in his or her new pay grade as recommended by Human Resources and approved by the County Executive. All step increases will become effective on the pay period following the anniversary date of that event.

Upon the recommendation of Human Resources, the County Executive may authorize specific salary adjustments due to extraordinary circumstances, subject to availability of appropriated funds. The Legislative Audit / Human Resources Committee will be notified of all such salary adjustments.

In order to reflect necessary increases in the minimum and maximum rates appropriate for each job, the salary structure recommended will be updated annually.

This action requires the recommendation of the Department Head, as well as the approval of the Human Resources Director and the County Executive. The Legislative Audit / Human Resources Committee will be informed of any such action. This practice will not be applied to vacation replacement. AS&P

The purpose of salary administration is to fairly allocate each position in the County to a wage grade in such a manner as to maintain equity between positions, balancing such job duties/factors as education required, impact of errors, and supervision exercised. It also sets initial hiring rates and salary ranges, as well as promotion guidelines; and sets standards and procedures for performance evaluations and step increases. The development and administration of the compensation program is the responsibility of the Human Resources Department. The Human Resources Director can recommend necessary amendments in the compensation program to the County Executive and County Board's Human Resources Committee. The County Executive may seek the input of the various committees, commissions and boards, as needed, in the evaluation process. New employees will normally be hired at the Minimum Step of the pay grade established for their position. However, a new employee's starting salary may be at a higher step of his/her pay grade if warranted by such reasons as exceptional qualifications or competitive market situations. The approval of the Department Head and the Human Resource Director is required before a starting salary above the pay grade Minimum may be offered to a new hire.

At twelve month intervals following the employee's date of hire, reclassification or promotion, the employee will be eligible to advance to the next highest step within the employee's pay grade. To effect the advancement, or step increase, the employee's supervisor must complete a comprehensive evaluation of the employee's performance. In the case of Department Heads, the County Executive and/or division head will perform this function. Advancement is predicated on the employee meeting the key expectations of their position as defined by the job description and as evaluated again as part of the annual performance evaluation process. In cases of poor performance, the Department Head or County Executive may, after conferring with the Human Resources Director, reduce the pay of an employee by up to 3.0% or withhold a scheduled general base salary adjustment for an employee. These actions apply to those situations where the employee's job performance to be unsuitable for the employee's step position within his/her pay grade. An employee promoted or reclassified to a position in a higher pay grade will be put at that step in his/her new pay grade which provides for an increase of between 3% and 10%. Promotional or reclassification increases of more than 10% may only be given if needed to bring the employee up to the Minimum Step of the employee's new pay grade. An employee who is promoted, demoted or reclassified to a position in a lower pay grade may be paid at any step in his/her new pay grade as recommended by Human Resources and approved by the County Executive. All step increases will become effective on the pay period following the anniversary date of that event. Upon the recommendation of Human Resources, the County Executive may authorize specific salary adjustments due to extraordinary circumstances. The Human Resources Committee will be notified of all such salary adjustments.

In order to reflect necessary increases in the minimum and maximum rates appropriate for each job, the salary structure recommended will be updated annually.

In a situation where the assignment or scheduling of work requires an employee to perform in a higher level classification (higher pay grade or pay range), a temporary pay rate may be established for the period of that assignment or work schedule. This action requires the recommendation of the Department Head, and the approval of the Human Resources Director and the County Executive. The Human Resources Committee will be informed of any such action. This practice will not be applied to vacation replacement.

BREWSTER VILLAGE GENERAL

Introductory Period and Advancement Within a Compensation Range.

After transfer or promotion to a position covered by this Section, the first six (6) months of service in the position to which transferred or promoted shall be considered the introductory period, except if otherwise provided by laws of Wisconsin, or after transfer or promotion to an Economic Support Specialist I/II position when the first nine (9) months of service in that position shall be considered the introductory period. In the event a transferred or promoted employee does not satisfactorily complete his or her introductory period, such employee shall be returned to his or her former position, or to a similar position if the former position has been discontinued, with the rate of pay to which such employee would have been entitled had he or she continued to serve in such former position without transfer or promotion.

All employees shall be advanced to the higher rates within the range as recommended in writing by the department head and approved by the Human Resources, based upon their manner of performance.

Anniversary dates for advancement within the appropriate range for employees hired, reclassified, transferred, demoted, or promoted shall be the first day of the first pay period following one complete year of employment or promotion. Succeeding advancements within the range shall be made yearly effective the first day of the first pay period following completion of an anniversary date of employment or promotion, provided the service of the employee has been satisfactory.

In computing vacations, sick leave and other monetary fringe benefits, the date of record to be observed shall be the last date of actual employment into the County without broken service.

Longevity Rates. Longevity rates are provided in the Compensation Plan to provide financial recognition for long and faithful service. Such longevity rates shall be applied as follows: a. First Longevity Rate (After four years and one year at the after three year rate): Any employee performing satisfactorily in a position classified in this Interim Personnel Policy Manual for a continuous period of four years and who has received the maximum base rate of pay for the class range to which the class is assigned for a period of at least one year, shall be advanced on his or her anniversary date to the first longevity rate of the class. b. Second Longevity Rate (After eighteen years and fourteen years at the First Longevity Rate): Any employee performing satisfactorily in a position classified in the Interim Personnel Policy Manual for a continuous period of eighteen years, and who has also spent fourteen years at the first longevity rate of pay, shall be advanced on his or her anniversary date to the second longevity rate of the class.

ADMINISTRATION OF THE COMPENSATION PLAN

Rate of Pay on Reclassification. In any case where an employee is reclassified, the entrance rate in the new classification will be as determined by the County.

Recommendations for Salary Advancement Within Class Range

OCJCA Patrol Officers, who are in the power of arrest bargaining unit, will be allowed to be scheduled to perform work in the classifications covered under this Interim Personnel Policy Manual.

HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - SEPARATION FROM EMPLOYMENT Employment with Outagamie County is governed by the common law doctrine of "at-will" employment. An employee may be dismissed at any time at the option of the County. In such case of involuntary separation, the employee's Supervisor or Department Head will discuss the proposed action with Human Resources prior to taking action. Employees involuntarily terminated or who resign due to misconduct or poor job performance are not eligible for rehire (added exception for without Department Head and Human Resources approval. An employee may quit employment with the County at any time. The publishing of this Employee Handbook does not guarantee or make a promise of employment nor working last day if on does it create a contractual employment relationship. medical leave) Employees are encouraged to provide a two-(2)-week written notice of intent to terminate their employment. This allows the County time to begin a search for the employee's replacement and/or to realign the duties within the department. An employee is considered as having terminated in good standing if he or she gave the fourteen-(14)-day notice or if his or her employment was terminated by the County for reasons other than misconduct. Failure to give proper notice will affect sick leave payout, earned and accrued vacation, etc. In addition to providing a two-(2)-week notice, resigning employees must work on their last day of employment, with the exception of those on an approved medical leave, in order to be considered to have left in good standing.

In most cases, Human Resources will conduct an exit meeting on or before the last day of employment to collect all County property as appropriate and to discuss final pay. The exit interview is conducted by the Human Resources Department with an employee who is separating from employment with the County and is intended to gain insight into the effectiveness of County practices, to determine where personnel guidelines and procedures are in need of review or revision, and to determine where supervisory or managerial practices need modification or improvement. The exit interview is also designed to inform exiting employees of their rights under the law and to discuss availability of continued benefits. Exit interviews will be conducted whenever possible, regardless of reason for leaving, position held, or length of service.

Return of County Equipment: Employees leaving County employment must return County identification cards, cars, books, manuals, keys, tools, equipment, and other County-owned items on or before their last day of work. In the event an employee leaves his or her employment without returning County property, the employee's final check may be held until such time as the issue is resolved.

If applicable, information regarding benefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent to the employee’s home address.

AS&P

Employment with Outagamie County is governed by the common law doctrine of "at-will" employment. An employee may be dismissed at any time at the option of the County. In such case of involuntary separation, the employee's Supervisor or Department Head will discuss the proposed action with Human Resources prior to taking action. Employees involuntarily terminated or who resign due to misconduct or poor job performance are not eligible for rehire. An employee may quit employment with the County at any time. The publishing of this Employee Handbook does not guarantee or make a promise of employment. Employees are encouraged to give a two (2) weeks notice of intent to terminate their employment. This allows the County time to begin a search for the employee's replacement and/or to realign the duties within the department. An employee is considered as having terminated in good standing if he/she gave the fourteen (14) days notice, or if his/her employment was terminated by the County for reasons other than misconduct. Failure to give proper notice will affect sick leave payout, accrued pro-rated vacation, etc. In most cases, Human Resources will conduct an exit meeting on or before the last day of employment to collect all company property, and to discuss final pay. If applicable, information regarding benefits continuation through the Consolidated Omnibus Budget Reconciliation Act (COBRA) will be sent to the employee’s home address.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & VOLUNTARY SHARED LEAVE The Voluntary Shared Leave Program allows our employees to voluntarily donate vacation time to another employee who is facing a prolonged life threatening medical condition and has no remaining paid leave available to him or CONSOLIDATED - her.

Voluntary Shared Leave does not apply to incidental, normal, and/or short-term medical conditions or illnesses. This includes conditions such as short-term, sporadic recurrence of chronic allergies or conditions; short-term or sporadic absences due to contagious disease; or short-term, recurring medical or therapeutic treatments. These examples are illustrative only, and are not intended to be all inclusive. Each case will be examined and decided based on its conformity to policy intent.

An eligible employee may apply to receive shared leave by submitting a completed Application to Receive Voluntary Shared Leave form to Human Resources, for review with the County Executive, who will either approve or deny. The request form can be found on the Human Resources webpage.

See the VOLUNTARY SHARED LEAVE POLICY located on the HR intranet site for additional details. AS&P

The Voluntary Shared Leave Program allows our employees to voluntarily donate vacation time to another employee who is facing a prolonged life threatening medical condition. To be eligible, the employee receiving the donated vacation time must have exhausted all other paid leave sources. Additional information regarding the Voluntary Shared Leave Program is available by contacting Human Resources. BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED AND SHORT TERM DISABILITY Short-Term Disability pays the employee a portion of his or her income for a specified period of time, as determined by the plan. The Short Term Disability plan provides coverage for injuries and illnesses that occur outside of work. REVISED - Employees are eligible if they are an active full-time employee who works at least 37.5 hours per week on a regularly-scheduled basis. Active part-time employees are eligible if their current pro-ration is at or above the threshold for benefit eligibility (i.e., health and dental insurance). [ADDED] Short-term disability benefits run Employees may purchase coverage that would pay a percentage of the employee's weekly earnings. The maximum Voluntary Short-Term Disability Insurance benefit is determined by the plan. concurrently with FMLA leave and/or any other Short-term disability benefits run concurrently with the Family and Medical Leave Act and/or any other leave where permitted by state and federal law. Employees on Unpaid Medical Leave while receiving Short-Term Disability leave where permitted payments are not required to use sick leave or vacation leave balances. by state and federal law.

AS&P Short-Term Disability (STD) pays you a portion of your income for a short period of time. STD plan provides coverage for injuries and illnesses that occur outside of work. Additional details regarding this benefit can be found on the Human Resources webpage.

BREWSTER VILLAGE Short-Term Disability (STD) pays you a portion of your income for a short period of time. STD plan provides coverage for injuries and illnesses that occur outside of work. Additional details regarding this benefit can be found on the Human Resources webpage.

GENERAL Short-Term Disability (STD) pays you a portion of your income for a short period of time. STD plan provides coverage for injuries and illnesses that occur outside of work. Additional details regarding this benefit can be found on the Human Resources webpage.

PROFESSIONALS Short-Term Disability (STD) pays you a portion of your income for a short period of time. STD plan provides coverage for injuries and illnesses that occur outside of work. Additional details regarding this benefit can be found on the Human Resources webpage. OCJCA

HIGHWAY AND SOLID WASTE Short-Term Disability (STD) pays you a portion of your income for a short period of time. STD plan provides coverage for injuries and illnesses that occur outside of work. Additional details regarding this benefit can be found on the Human Resources webpage. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & SICK LEAVE Sick leave is designed to compensate employees for unavoidable absences from work caused by illness or injury; exposure to contagious disease; validated reasonable medical or dental attention that cannot be scheduled during non- CONSOLIDATED - work hours; and serious illness or injury of a member of the employee's immediate family currently living in the employee's household that requires his or her care and attention. Employees who are solely on Federal Family and Medical Leave will be required to use their sick leave and/or vacation accumulation, outside of any applicable choice period, to cover their absence, unless they are collecting payments through short-term disability. Remove for General Employees: Sick leave Full-time employees earn sick leave at the rate of one (1) day for each full month of service; part-time employees eligible for County benefits earn a pro-rated amount. A full month of service is any month in which the employee has cannot be taken until received pay for at least ten (10) regular workdays. New employees hired after the 16th of the month do not begin earning sick leave until the first of the following month. Employees serving their initial introductory period are able after completion of the to use accrued sick leave. Sick leave can accrue to a maximum of one hundred twenty (120) days. initial six (6) month introductory period Sick leave can be used in no less than fifteen (15) minute increments. Employees who work a set schedule and find themselves unable to report to work must notify their Supervisor at least one (1) hour prior to the start of the (excluding any scheduled work day. The Department Head or Human Resources may, at their discretion, require a medical statement to verify the reason for and time frame of the absence. They may also require a medical examination be extension thereof), or in conducted prior to return to work, by a mutually agreed upon physician, at County expense, on occasions that it is in the best interest of the County to do so. the case of those employees with a nine False or fraudulent use of sick leave may be cause for disciplinary action up to and including dismissal. Sick leave may not be used to extend bereavement leave or vacation leave without presentation of an acceptable medical (9) month introductory certificate. period, until after the completion of the initial Employees who move to another department will have his or her total sick leave transferred to the new department. six (6) months of their nine (9) month AS&P employees hired prior to January 1, 2014 who terminate in good standing will receive a 50%-100% payout up to 120 days of accumulated sick leave, depending on previously negotiated terms. AS&P employees hired prior to introductory period, but January 1, 2014 who are retiring under Wisconsin Retirement will receive a 100% payout of up to 120 days of accumulated sick leave. Employees hired on or after January 1, 2014 who are retiring under the Wisconsin Retirement sick leave shall be System will receive a graduated percentage payout of up to 120 days of accumulated sick leave based on their length of service with Outagamie County so that: after ten (10) years of service the employee is eligible for a fifty accumulated from date percent (50%) payout of sick leave accumulation; after fifteen (15) years of service the employee is eligible for a seventy-five percent (75%) payout of sick leave accumulation; and after twenty (20) years of service the employee is of hire. eligible for a one hundred percent (100%) payout of sick leave accumulation. In the event of the death of an employee, the County will make the same 100% payment to the employee's estate.

AS&P

Sick leave is designed to compensate employees for unavoidable absences from work caused by illness or injury; exposure to contagious disease; validated reasonable medical or dental attention that cannot be scheduled during non-work hours; and serious illness or injury of a member of the employee's immediate family currently living in the employee's household that requires his/her care and attention. Employees who are on solely Federal Family and Medical Leave will be required to use their sick leave and/or vacation accumulation to cover their absence. Full time employees earn sick leave at the rate of one (1) day for each full month of service; part-time employees who work at least twenty (20) hours per week earn a prorata amount. A full month of service is any month in which the employee has received pay for at least ten (10) regular workdays. New employees hired after the 16th of the month do not begin earning sick leave until the first of the following month. Employees serving their initial introductory period are not entitled to use any sick leave. Any leave taken during this period would be without pay. Sick leave can accrue to a maximum of one hundred twenty (120) days. Sick leave can be used in no less than one-half (1/2) hour increments. Employees who find themselves unable to report to work must notify their Supervisor one (1) hour prior to the start of the scheduled work day. The Department Head or Human Resources may, at their discretion, require a medical statement to verify the reason for and time frame of the absence. They may also require a medical examination be conducted prior to return to work, by a mutually agreed upon physician, at County expense, on occasions that it is in the best interest of the County to do so. False or fraudulent use of sick leave may be cause for disciplinary action up to and including dismissal. Sick leave may not be used to extend funeral leave or vacation leave without presentation of an acceptable medical certificate. Employees who transfer, promote or demote into another department will have his/her total sick leave transferred to the new department. During the introductory period caused by the transfer, promotion or demotion, the employee may have access to his/her sick leave accrual. Employees hired prior to January 1, 2014 who terminate in good standing will receive a 50% payout up to 120 days of accumulated sick leave. Employees hired prior to January 1, 2014 who are retiring under Wisconsin Retirement will receive a 100% payout of accumulated sick leave. Employees hired on or after January 1, 2014 who are retiring under the Wisconsin Retirement System will receive a graduated percentage payout of up to 120 days of accumulated sick leave based on their length of service with Outagamie County so that: after ten (10) years of service the employee is eligible for a fifty percent (50%) payout of sick leave accumulation; after fifteen (15) years of service the employee is eligible for a seventy-five percent (75%) payout of sick leave accumulation; and after twenty (20) years of service the employee is eligible for a one hundred percent (100%) payout of sick leave accumulation. In the event of the death of an employee, the County will make the same 100% payment to the employee's estate. BREWSTER VILLAGE

Every regular full-time employee shall be entitled to sick leave of one (1) workday with pay for each full month of service with the County, regardless of department, after satisfactory completion of the introductory period following initial employment. Regular part-time employees who work at least an average of twenty (20) hours per week shall receive sick leave on the above basis pro-rated according to actual time worked in relation to a full-time employee. A full month of service is any month in which the employee has received pay for at least ten (10) regular workdays. A full month of service for a part-time employee is any month in which the employee has received pay for a least one-half (1/2) his/her regular monthly work hours. All employees must call in at least one (1) hour before the shift starts unless unusual circumstances prevail in order to receive sick pay. Unused sick leave may be accumulated to a total of one hundred twenty (120) days. Employees absent from work on legal holidays, during sick leave, vacation or disability arising from injuries sustained in the course of their employment, or for other authorized leaves of absence with pay shall continue to accumulate sick leave at the regularly prescribed rate during such absence as though they were present for duty. An employee eligible for sick leave with pay may use such sick leave upon approval of his/her department head for absence due to illness, injury, exposure to contagious disease, or due to illness in the employee’s immediate family (i.e., the employee’s spouse, Registered Domestic Partner, or dependent children living in the employee’s household) requiring the employee’s personal attendance. An employee on sick leave shall inform his/her department head and/or the Director of Nurses of the reason therefore as soon as possible and failure to do so within a reasonable time may be cause for denial of pay for the period of absence. Regular full-time employees who work on a five (5) day, Monday through Friday, workweek may also use such sick leave upon approval of his or her department head for absence due to dental, optical, or medical appointments for examination or treatment for the employee personally, provided however, that the employee has attempted to schedule such appointment during non-working time and that such appointment is scheduled as close as possible either to the lunch period or to the employee’s starting or quitting time. No sick leave with pay will be allowed after an employee has given notice of termination, provided that this does not apply to any employee who gives notice of retirement under the Wisconsin Retirement System. The Administrator may require, when in his/her opinion, there may be jeopardy of the patient care and well-being, a doctor’s certificate from an employee before the employee may return to work following absences of three (3) or more working days. Absences for a fraction or part of a day that are chargeable to sick leave in accordance with these provisions shall be charged in no less than thirty (30) minute units, i.e., one-half hour, or two hours, or two and one-half hours, etc. Employees hired prior to January 1, 2014 shall be paid for all their unused accumulated sick leave upon honorable separation from the County service. Employees hired on or after January 1, 2014 who are retiring under the Wisconsin Retirement System will receive a graduated percentage payout of up to 120 days of accumulated sick leave based on their length of service with Outagamie County so that: after ten (10) years of service the employee is eligible for fifty percent (50%) payout of sick leave accumulation, after fifteen (15) years of service the employee is eligible for a seventy-five percent (75%) payout of sick leave accumulation; and after twenty (20) years of service the employee is eligible for one hundred percent (100%) payout of sick leave accumulation. In the event of the death of the employee, any such unused sick leave shall be paid by check issued to the employee’s life insurance beneficiary, or if none is designed, to the estate of the employee. If an employee does not participate in the life insurance program, the employee may specify a beneficiary with the Human Resources Department for purposes of this section.

GENERAL

Every regular full-time employee of the County shall be entitled to sick leave of one (1) workday with pay for each full month of service with the County, regardless of department after satisfactory completion of the introductory period following initial employment. Regular part-time employees who work at least an average of twenty (20) hours per week shall receive sick leave on the above basis pro-rated according to actual time worked in relation to a full-time employee. A full month of service for a full time employee is any month in which the employee has received pay for at least ten (10) regular workdays. A full month of service for a part-time employee is any month in which the employee has received pay for at least one-half (1/2) his or her regular monthly earnings. Unused sick leave may be accumulated to a total of one hundred twenty (120) days. Employees absent from work on legal holidays, during sick leave, vacation, for disability arising from injuries sustained in the course of their employment, or for other authorized leaves of absence with pay shall continue to accumulate sick leave at the regularly prescribed rate during such absence as though they were present for duty. An employee eligible for sick leave with pay may use such sick leave upon approval of his or her department head for absence due to illness, injury, exposure to contagious disease, or due to illness in the employee’s immediate family (i.e., the employee’s spouse, Registered Domestic Partner, or dependent children living in the employee’s household) requiring the employee’s personal attendance. Such employee may also use such sick leave upon approval of his or her department head for absence due to dental, optical or medical appointments for examination or treatment for the employee personally, provided however, that the employee has attempted to schedule such appointment during non-working time and that such appointment is scheduled as close as possible either to the lunch period or to the employee’s starting or quitting time. An employee on sick leave shall inform his or her immediate supervisor of the fact and reason therefore within the first hour of the same workday if possible, and failure to do so maybe cause for denial of pay for the period of absence. The department head may require a doctor’s certificate before approving sick leave with pay in excess of three (3) consecutive days. No sick leave with pay will be allowed after an employee begins serving his or her fourteen (14) calendar day period of notice for honorable separation, provided that this does not apply to any employee who gives notice of retirement under the Wisconsin Retirement System. Absences for a fraction or part of a day that are chargeable to sick leave in accordance with these provisions shall be charged in no less than one-half (1/2) hour units, i.e., one-half (1/2) hour, or two (2) hours, or two and one-half (2 ½) hours, etc. On separation from County service, all sick leave credit shall be canceled and may not be reinstated or paid for; EXCEPT on retirement of employees hired prior to January 1, 2014 under Wisconsin Retirement Plan, all accumulated sick leave up to 120 days shall be paid for in cash. Employees hired on or after January 1, 2014 who are retiring under the Wisconsin Retirement System will receive a graduated percentage payout up to 120 days of accumulated sick leave based on their length of service with Outagamie County so that: after ten (10) years of service the employee is eligible for a fifty percent (50%) payout of sick leave accumulation; after fifteen (15) years of service the employee is eligible for a seventy-five percent (75%) payout of sick leave accumulation; and after twenty (20) years of service the employee is eligible for a one hundred percent (100%) payout of sick leave accumulation. In the event of the death of the employee, such payment shall be made to the employee’s life insurance beneficiary or, if none is designated, to the estate of the employee. If an employee does not participate in the life insurance program, the employee may specify a beneficiary with the Human Resources Department for purposes of this Section. Sick leave cannot be taken until after completion of the initial six (6) month introductory period (excluding any extension thereof), or in the case of those employees with a nine (9) month introductory period, until after the completion of the initial six (6) months of their nine (9) month introductory period, but sick leave shall be accumulated from date of hire. PROFESSIONALS

Unused sick leave may be accumulated to a total of one hundred twenty (120) days.

Employees absent from work on legal holidays, during sick leave, vacation, for disability arising from injuries sustained in the course of their employment, or for other authorized leaves of absence with pay shall continue to accumulate sick leave at the regularly prescribed rate during such absence as though they were present for duty.

An employee eligible for sick leave with pay may use such sick leave upon approval of his or her department head for absence due to illness, injury, exposure to contagious disease, or due to illness in the employee’s immediate family (i.e., the employee’s spouse, Registered Domestic Partner, or dependent children living in the employee’s household) requiring the employee’s personal attendance. Such employee may also use such sick leave upon approval of his or her department head for absence due to dental, optical or medical appointments for examination or treatment for the employee personally, provided however, that the employee has attempted to schedule such appointment during non-working time and that such appointment is scheduled as close as possible either to the lunch period or to the employee’s starting or quitting time. An employee on sick leave shall inform his or her immediate supervisor of the fact and reason therefore as soon as possible and failure to do within a reasonable time may be cause for denial of pay for the period of absence. The department head may require a doctor’s certificate before approving sick leave with pay.

Absences for a fraction or part of a day that are chargeable to sick leave in accordance with those provisions shall be charged in no less than one-half (1/2) hour units, i.e. one-half (1/2) hour, or two (2) hours, or two and one-half (2 ½) hours, etc.

On separation from County service, all sick leave credit shall be canceled and may not be reinstated or paid for; EXCEPT those employees hired prior to January 1, 2014 who retire under the Wisconsin Retirement System. Accumulated sick leave up to 120 days shall be paid in cash. Employees hired on or after January 1, 2014 who are retiring under the Wisconsin Retirement System will receive a graduated percentage payout of up to 120 days of accumulated sick leave based on their length of service with Outagamie County so that: after ten (10) years of service the employee is eligible for fifty percent (50%) payout of sick leave accumulation, after fifteen (15) years of service the employee is eligible for a seventy-five percent (75%) payout of sick leave accumulation; and after twenty (20) years of service the employee is eligible for one hundred percent (100%) payout of sick leave accumulation. In the event of the death of the employee, such payment shall be made to the employee’s life insurance beneficiary, or, if none is designated, to the estate of the employee. If an employee does not participate in the life insurance program, the employee may specify a beneficiary with the Human Resources Department for purposes of this Section.

OCJCAAPPENDIX

Every full-time employee of the department shall be entitled to sick leave of one (1) workday with pay for each full month of service after satisfactory completion of six (6) months service from the date of initial employment. Regular part-time employees who work at least an average of thirty (30) hours per week shall receive sick leave benefits on the above basis pro-rated according to actual time worked in relation to a full-time employee. A full month of service is any month in which the employee has received pay for at least twelve (12) regular workdays. “Pay” includes regular pay, sick leave pay, vacation pay, funeral pay, and for employees working a 5-2 schedule, holiday pay.

Regular full time employees may accumulate unused sick leave up to a total of one hundred and twenty (120) days. Regular part-time employees who work at least an average of thirty (30) hours per week may accumulate unused sick leave on the above basis pro-rated according to actual time worked in relation to a full-time employee.

Employees absent from work on legal holidays, on sick leave, vacation or on disability leave arising from injury sustained in the course of their employment with the County or for other authorized leaves of absence with pay shall continue to accumulate sick leave at their regularly prescribed rate during such absence as though they were present for duty.

An employee eligible for sick leave with pay may use such sick leave upon notification to the employee’s department head one (1) hour prior to commencement of the employee’s shift, if possible, for absence due to illness, injury, exposure to contagious disease or due to illness in the employee’s immediate family (i.e., the employee’s spouse, Registered Domestic Partner, or dependent children living in the employee’s household) requiring the employee’s personal attendance. Sick leave may also be used upon approval of the department head for dental or medical appointments for examination or treatment for the employee personally, provided that the employee has made a good faith effort to schedule such appointments during non-working time or, in the alternative, to schedule all appointments as close as possible to lunch period or quitting time. No sick leave with pay will be allowed after an employee has given notice of termination, provided that this does not apply to any employee who gives notice of retirement under the Wisconsin Retirement System.

The department head may request a doctor’s certificate before approving such leave with pay if three (3) or more consecutive workdays are missed. After four (4) instances of sick leave in a calendar year, a doctor’s certificate may be requested for any further instances of sick leave, regardless of duration.

Absences for a fraction or part of a day that are chargeable to sick leave in accordance with these provisions shall be charged in no less than one (1) hour incremental units, i.e., one (1) hour, or two (2) hours, or three (3) hours, etc. Any requests for sick leave pay submitted with fractions or a part of a day not in one (1) hour increments, will be automatically rounded up to the nearest full hour increment.

On separation from County service, all sick leave credits of employees hired prior to January 1, 2014 shall be canceled and may not be reinstated or paid for; except after twenty (20) years of continuous employment by the County or upon retirement at age sixty (60) or over provided such employee has at least ten (10) years of continuous employment with the County, all of accumulated sick leave shall be paid up to one hundred twenty (120) days at the rate of pay in existence at the time of retirement or termination. Employees hired on or after January 1, 2014 who are retiring under the Wisconsin Retirement System will receive a graduated percentage payout of up to 120 days of accumulated sick leave based on their length of service with Outagamie County so that: after ten (10) years of service the employee is eligible for fifty percent (50%) payout of sick leave accumulation, after fifteen (15) years of service the employee is eligible for a seventy-five percent (75%) payout of sick leave accumulation; and after twenty (20) years of service the employee is eligible for one hundred percent (100%) payout of sick leave accumulation.

For those qualified employees who retire into the Wisconsin Retirement System, the parties agree to implement the ICMA Retirement Health Savings Plan (Plan) providing for the dollar value equal to 100% of the employee’s accrued, but unused sick leave, up to a contractual maximum of one hundred and twenty (120) days, to be deposited into such Plan account for each qualified employee. A qualified employee is defined as one who is retiring into the Wisconsin Retirement System from his/her employment with Outagamie County and meets the sick leave payout eligibility requirements listed in this section. It is also agreed that all such qualified employees will thereby forego a direct sick leave payout to him/herself.

An employee who retires shall be allowed, upon written request therefore, to remain in the health insurance program up to the age the employee is eligible for Medicare or is covered by another group health insurance program that is paid for by another County, provided the employee pays the full amount of the following month’s premium to the Outagamie County Treasurer as required by COBRA regulations.

In the event of the death of the employee, the value of such sick leave credits shall be made to the employee’s life insurance beneficiary, or if none is designed, to the estate of the employee. If an employee does not participate in the life insurance program, the employee may specify a beneficiary with the Human Resources Department for purposes of this section. OCJCA

HIGHWAY AND SOLID WASTE

Every full-time employee of the County Highway Department or Solid Waste Department shall earn one (1) sick day (eight (8) hours) for each month of full-time, regular service with the County, regardless of department. A full month of service is any month in which the employee received pay for at least ten (10) regular workdays.

Unused sick leave may be accumulated to a total of one hundred and twenty (120) days, nine hundred and sixty (960) hours.

An employee eligible for sick leave with pay may use such leave upon approval of the Highway Commissioner or Solid Waste Director for absence due to illness, injury, exposure to contagious disease, dental or medical appointments or due to illness in the employee’s immediate family (i.e., the employee’s spouse, Registered Domestic Partner, or dependent children living in the employee’s household) requiring the employee’s personal attendance. An employee on sick leave shall inform his or her immediate supervisor of the fact and reason therefore as soon as possible and failure to do so within reasonable time may be cause for denial of pay for the period of absence. The department head may request a doctor’s certificate before approving such leave with pay if three (3) or more consecutive workdays are missed. The department head may also request a doctor’s certificate, for any sick leave use, before approving such leave with pay after four (4) instances of sick leave, without a doctor’s certificate, are taken in a calendar year. No sick leave with pay will be allowed after an employee has given notice of termination, provided that this does not apply to any employee who gives notice of retirement under the Wisconsin Retirement System.

In the event that an employee becomes ill on the job, the time actually spent off the job shall be charged to sick leave.

On separation from County service, all sick leave credit shall be cancelled and may not be reinstated or paid for, except when an employee who was hired prior to January 1, 2014 retires under the Wisconsin Retirement System, at which time the employee shall receive payment for his or her unused sick leave, not to exceed one hundred twenty (120) days. Employees hired on or after January 1, 2014 who are retiring under the Wisconsin Retirement System will receive a graduated percentage payout of up to 120 days of accumulated sick leave based on their length of service with Outagamie County so that: after ten (10) years of service the employee is eligible for fifty percent (50%) payout of sick leave accumulation, after fifteen (15) years of service the employee is eligible for a seventy-five percent (75%) payout of sick leave accumulation; and after twenty (20) years of service the employee is eligible for one hundred percent (100%) payout of sick leave accumulation. In the event of death, such unused sick leave shall be paid to the employee’s life insurance beneficiary or, if none is designated, to the estate of the employee. If an employee does not participate in the life insurance program, the employee may specify a beneficiary with the Human Resources Department for the purpose of this Section.

Absences for a fraction or part of a day that are chargeable to sick leave in accordance with these provisions shall be charged in no less than one-half hour units, i.e. one-half hour, or two hours, or two and one-half hours, etc. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - SOCIAL MEDICAL ADMINISTRATION The County encourages employees to share information with co-workers and with those outside the County for the purposes of gathering information related to county business, generating new ideas, and learning from the work of others. Social media provides inexpensive, informal, and timely ways to participate in an exchange of ideas and information; however, information posted on a website is available to the public and, therefore, the County has established a County policy by means of Administrative Rule AR 15-05. Violations of this policy may result in discipline up to and including termination of employment.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - SOLICITATION Employees should be able to work in an environment that is free from unnecessary annoyances and interference with their work. In order to protect our employees and visitors, solicitation by employees is strictly prohibited while either the employee being solicited or the employee doing the soliciting is on “working time.” “Working time” is defined as time during which an employee is not at a meal, on break, or on the premises immediately before or after his or her shift.

Employees are also prohibited from distributing written materials, handbills, or any other type of literature on working time and, at all times, in “working areas,” which includes all office areas. “Working areas” do not include break rooms, parking lots, or common areas shared by employees during non-working time.

Visitors may not solicit or distribute materials anywhere on County property, at any time.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - VOLUNTARY SPECIAL LEAVE Voluntary Special Leave allows time off flexibility for employees or reduces County expenses by providing an opportunity for employees to voluntarily take time off without pay. (used verbiage from All full-time and part-time employees of Outagamie County are eligible for this leave. This leave is not to be used in lieu of Unpaid Medical Leave. current Voluntary Special Leave Leave may be granted as a continuous block of time or in eight-hour increments. Less than eight-hour increments may be allowed at the discretion of the Department Head. procedure) An employee’s vacation, floating holiday and compensatory time balance(s) do not have to be exhausted before s/he can request to participate in the Program.

Participation in this Program will be without compensation; unless the leave is initiated by the department.

Employees who are receiving Short Term Disability (STD) payments from the voluntary STD insurance plan available through Outagamie County are not eligible to simultaneously use this Special Leave in conjunction with the STD. Likewise, employees are not eligible to be on another leave while on Voluntary Special Leave.

The County reserves the right to rescind or modify the program with or without notice, and at its sole discretion.

See the VOLUNTARY SPECIAL LEAVE POLICY located on the HR intranet site for additional details.

AS&P

Voluntary Special Leave allows time off flexibility for employees or reduces County expenses by providing an opportunity for employees to voluntarily take time off without pay. All full time and part-time employees of Outagamie County. This leave is not to be used in lieu of Unpaid Medical Leave. Participation in the Program is subject to approval of the employee’s Supervisor and/or Department Head, and in accordance with the Special Leave provisions of the employee’s Personnel Policy Manual. Requests to participate in the Program will be reviewed on a case-by-case basis and may be granted at the sole discretion of the County, department or division. All special voluntary leaves must be reviewed and approved by the Department Head or designee, with a copy of the approved form provided to Human Resources. Procedure specifics including the form for requesting this leave can be found on the Human Resources webpage. BREWSTER VILLAGE

Voluntary Special Leave allows time off flexibility for employees or to reduce County expenses by providing an opportunity for employees to voluntarily take time off without pay. All full time and part-time employees of Outagamie County. This leave is not to be used in lieu of Unpaid Medical Leave. Participation in the Program is subject to approval of the employee’s Supervisor and/or Department Head, and in accordance with the Special Leave provisions of the employee’s Personnel Policy Manual. Requests to participate in the Program will be reviewed on a case-by-case basis and may be granted at the sole discretion of the County, department or division. All special voluntary leaves must be reviewed and approved by the Department Head or designee, with a copy of the approved form provided to Human Resources. Procedure specifics including the form for requesting this leave can be found on the Human Resources webpage. GENERAL

Voluntary Special Leave allows time off flexibility for employees or reduces County expenses by providing an opportunity for employees to voluntarily take time off without pay.

All full time and part-time employees of Outagamie County. This leave is not to be used in lieu of Unpaid Medical Leave.

Participation in the Program is subject to approval of the employee’s Supervisor and/or Department Head, and in accordance with the Special Leave provisions of the employee’s Personnel Policy Manual.

Requests to participate in the Program will be reviewed on a case-by-case basis and may be granted at the sole discretion of the County, department or division. All special voluntary leaves must be reviewed and approved by the Department Head or designee, with a copy of the approved form provided to Human Resources. Procedure specifics including the form for requesting this leave can be found on the Human Resources webpage. OCJCA

Voluntary Special Leave allows time off flexibility for employees or reduces County expenses by providing an opportunity for employees to voluntarily take time off without pay.

Includes all full time and part-time employees of Outagamie County. This leave is not to be used in lieu of Unpaid Medical Leave.

HIGHWAY AND SOLID WASTE

Employees on an unpaid leave of absence because of such non-work related illness or injury who are enrolled in the group health and/or dental insurance programs shall be permitted to continue their participation in such programs while on such leave under the applicable COBRA provisions, provided they pay the full amount of the following month’s premium to the County Treasurer in advance by the twenty-fifth (25th) of the month. If an employee begins such leave of absence after the twenty-fifth (25th) of the month, the employee shall pay the full amount of the following month’s premium to the County Treasurer on the date the employee begins such leave. The County shall pay the County’s share of the premium for any month in which a full-time employee received pay for at least ten (10) regular workdays. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - TELECOMMUTING Outagamie County recognizes the value of telecommuting to both the employee and employer as a potential, alternative working arrangement. Telecommuting is a management tool allowing for flexibility in work options where, with Department Head approval, an employee works long term on a regularly scheduled basis from a location other than the standard County worksite. (verbiage from current Telecommuting policy) The Human Resources Department will make the determination on a case-by-case basis as to the circumstances under which this procedure applies. The determination as to whether any particular position/assignment or employee is a good fit for telecommuting is at the sole discretion of the Department Head and Human Resources Director. Telecommuting is not an entitlement of any employee and is not grievable. The County reserves the right to make the determination as to appropriate equipment, subject to change at any time. All costs related to the equipment, installation, and maintenance will be the responsibility of the department.

See the TELECOMMUTING POLICY located on the Human Resources intranet site for additional details.

AS&P Outagamie County is committed to maximizing the productivity of its staff while monitoring ongoing space needs issues. In an attempt to balance these issues as well as the needs of our employees, telecommuting may be offered to selected employees and positions as a potential alternative working arrangement. Further questions regarding telecommuting should be directed to Human Resources.

BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW Time Records Accurate time reports showing all time actually worked or paid are required. These records are required by governmental regulations and are used to calculate regular and overtime pay. At the end of each pay period, the employee and his or her Supervisor must submit the time record attesting to its accuracy, before final submission for processing.

Highway Employee: In addition to time, equipment and materials used must be prepared by the employee daily and submitted to the foreman.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE

The time of the labor, equipment and materials used must be prepared by the employees daily and given to the foreman.

If an employee is off because of injury, a time slip must be filed with the notation “Off Duty Due to Injury” one for each of the three (3) days allowed and not paid by the insurance company. If disability extends over a lengthy period, a time slip must be filed in the employee’s name for each pay period, so lost time is explained. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - TOBACCO-FREE WORKPLACE A tobacco-free environment helps create a safe and healthy workplace. Outagamie County recognizes the hazards caused by tobacco use and exposure to second-hand tobacco smoke. Our goal is to provide a safe and healthy workplace environment for all employees and visitors. No use of tobacco products including cigarettes, e-cigarettes, and “spit tobacco” will be allowed within the facilities of Outagamie County, and employees must abide by department vehicle policies at all times. Smoking or tobacco use shall be permitted only during break times and in designated smoking areas located at least 20 feet outside of the building entrance. All materials used for smoking in designated smoking areas, including cigarette butts and matches, will be extinguished and disposed of in appropriate containers.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED & TRAVEL REMIBURSEMENT The County will reimburse employees consistent with the Travel Regulations Policy. Commuting expenses between an employee's residence and his or her normal place of employment are not reimbursable. All travel must be REVISED - authorized by the Department Head or designee in order to be eligible for reimbursement, and a Travel Expenses form is available for this purpose. Non-exempt/hourly employees may be eligible for overtime pay while traveling and performing County business, as determined by the Fair Labor Standards Act.

See the TRAVEL REGULATIONS POLICY found on the Financial Services intranet page for more details.

AS&P

The County will reimburse employees for actual necessary and reasonable itemized travel costs incurred while on official authorized County business. Commuting expenses between an employee's residence and his/her normal place of employment are not reimbursable. All travel must be authorized by the Department Head in order to be eligible for reimbursement, and a Travel Expenses form is available for this purpose. Some employees may be eligible for overtime pay while traveling as determined by the Fair Labor Standards Act, and interpreted by the Human Resources Department. Employees will receive mileage reimbursement equal to that authorized by the IRS for the use of his/her personal automobile while on authorized business. Receipts are required for air, train, or rental car travel, hotel and motels, conference registration and all other items in excess of $5.00, excluding meals. Subject to the Department Head or their designee’s approval, meal reimbursement is allowed when the employee is on County business related activities outside of Outagamie County. Reimbursement for meals consumed in Outagamie County may be approved in conjunction only with a business meeting at the discretion and approval of the department head or their designee. The two definitions for a business related activity are as follows: 1) the County policy, which determines what meals will be reimbursed by the County and 2) the IRS guidelines, which determine which meals are taxable to the individual. Under the County’s policy, a business related activity for meals reimbursed OUTSIDE THE COUNTY includes the following: 1) a business meeting including a third-party or non-county employee in which business is conducted or 2) a business related situation that would occur in the normal performance of your job duties. A third-party or non-county employee would generally include, but is not limited to the following: outside experts (consultants, lawyers, auditors, etc) visiting dignitaries (state and local officials or members of commissions, committees or boards) and interviewees. Reimbursements for other business related situations could include, but are not limited to the following:

1. meals at conferences/conventions/etc. that are not included in the registration fee or

2. meals incurred while transporting county inmates, evidence or

3. meals incurred that are not considered business meetings but are considered necessary and reasonable while performing your normal job duties

Under the same County policy, meals reimbursed WITHIN THE COUNTY are limited to a business meeting including a third-party or non-county employee in which business is conducted. A third-party or non-county employee would generally include, but is not limited to the following: outside experts (consultants, lawyers, auditors, etc) visiting dignitaries (state and local officials or members of commissions, committees or boards) and interviewees. Meals claimed for meetings between only County employees are not considered a business related activity under this policy and are not reimbursable. Under the IRS guidelines, meal reimbursements for business meetings that include a third-party or non-county employee as defined above, are not taxable to the individual if submitted for reimbursement within 60 days of the date incurred. However, meal reimbursements made for other business related activities (as defined previously), which are not overnight, are considered a fringe benefit and may be taxable to the employee. Claims for meals shall represent actual, reasonable and necessary expenses. The maximum daily amount permitted, including tax and tip, for all meal reimbursements within the State of Wisconsin, is based upon the prevailing daily standard meal allowance established by the IRS for the City of Appleton. The meal reimbursement for meals outside the State of Wisconsin will be based upon the IRS allowable rate for that particular region. The amount allocated to each meal shall be based upon a percentage of the IRS standard daily allowance rounded to the nearest dollar as follows:

Breakfast = 20% Lunch = 30% Dinner = 50% Total =100%

When an employee claims reimbursement for two or more meals in a day and exceeds the maximum on one or more meals, the claims may be divided between the allowable meals as desired, as long as the total allowable for those particular meals claimed is not exceeded. An employee must request reimbursement for three meals to be eligible for the full daily per diem rate. Each day is considered separately for application of this policy. If meal maximums are not reached on one day, the savings do not accrue and cannot be applied to expenses claimed on another day or for other costs such as lodging.

Where a consistent pattern of meals claimed at the maximum is noted, the Supervisor may require the employee to submit receipts in the future to document the amount claimed. Expenditures for alcoholic beverages are not reimbursable. Meals included in the cost of airfare or registration fees are not reimbursable.

BREWSTER VILLAGE GENERAL PROFESSIONALS

The County shall pay the mileage reimbursement amount allowed by the IRS as the standard deduction to those employees covered under this Interim Personnel Policy Manual required to use their own automobile for work.

Expense vouchers shall be submitted by the twenty-fifth (25th) of the month and employees shall receive their expense checks by the fifteenth (15th) of the following month.

OCJCA HIGHWAY AND SOLID WASTE

Employees required to drive their personal vehicle during work hours shall be reimbursed at the amount per mile which is set by the County Board Resolution for general employees. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATE & UNFORM ALLOWANCES Moved under Dress and Grooming section REMOVE

AS&P BREWSTER VILLAGE GENERAL

UNIFORM ALLOWANCES - General Employees working at the Airport and at Plamann Park who are required to wear uniforms and Maintenance and Custodial Workers who are required to wear uniforms will be provided with the following initial allotment: - 2 summer shirts - 2 summer pants - 2 winter shirts - 2 winter pants - 1 summer jacket - 1 summer cap - 1 winter jacket - 1 winter cap The County will pay fifty percent (50%) of the replacement cost of such uniforms, up to a maximum of one hundred dollars ($100.00) per employee per calendar year. Employees shall submit receipts for such replacement cost of uniforms two times per year, no later than the work day immediately prior to July 1 and January 1. The County will pay for and provide any identification patches to be placed on the uniforms.

PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & UNPAID MEDICAL LEAVE An employee who has exhausted or is not yet eligible for paid sick leave and vacation and who still is unable to work because of the employee’s non-work related illness or injury may, upon prior written request may be granted an CONSOLIDATED - unpaid medical leave of absence not to exceed six (6) months by the Human Resources Director. Such leave may be extended up to an additional six (6) months by the Human Resources Director upon prior written request. Where it is impossible to make a prior written request, such request shall be made as soon as possible. Made "not to exceed" Such requests shall be submitted to Human Resources and shall be accompanied by a doctor’s certificate substantiating the need for such medical leave of absence. An employee granted such medical leave under this provision shall time period 6 months be required, at the discretion of the Human Resources Director, to furnish the County with a medical report from his or her doctor for each six (6) weeks of leave. across the board. (Ranged from 3-9 An employee who is on an extended medical leave of absence may be placed in a similar position within one (1) year with a doctor’s certificate. While the County may rely upon the determination of the employee’s doctor regarding months depending on the employee’s request for a leave or any extension, or for the employee’s return to work, it shall have the right to obtain a second opinion from another doctor, mutually agreed upon by the employee and the County, for any Employee Group) extension or return to work with which a final determination will be made. If the County requires a second opinion from another doctor, the County will pay the cost of such opinion. In the event a second doctor is not mutually agreed upon, the employee and the County shall each submit three (3) doctors qualified in the area of illness or injury involved. From those six (6) doctors, five (5) names will be drawn. The parties shall then proceed to alternately strike names from that panel until a doctor is selected. The striking order shall be determined by a coin toss.

Employees on an unpaid leave of absence because of such non-work related illness or injury who are enrolled in the group health and/or dental insurance program shall be permitted to continue their participation in such programs while on such leave, under the applicable COBRA provisions. The County shall pay the County’s share of the premium for any month in which a full-time employee received pay for at least ten (10) regular workdays or in which a part- time employee received pay for at least one-half (1/2) of the employee’s regular monthly work hours.

Employees on Unpaid Medical Leave while receiving Short-Term Disability payments are not required to use sick leave or vacation leave balances.

AS&P

Employees who have exhausted or who are not eligible for FMLA, who have exhausted paid sick leave, vacation and floating holidays, and who still are unable to work because of their own illness or non-work related injury, may apply for an unpaid medical leave of absence. Procedures require that the employee present his/her Department Head with a written request for Medical Leave as well as a written notice from his/her physician, attesting to the employee's diagnosis and inability to work. The Department Head will forward the request to Human Resources for consideration. If approved, the unpaid leave may be granted for a period of time not to exceed nine (9) months. The County may require a statement or periodic statements from the employee's physician attesting to the employee's continued inability to work. The County may also require that the employee obtain a second opinion from another physician, mutually agreed upon by the employee and the County, with which a final determination will be made. The County will pay for the cost of the second opinion.

BREWSTER VILLAGE

An employee who has exhausted paid sick leave and vacation and who still is unable to work because of the employee’s non-work related illness or injury may, upon prior written request therefore, be granted an unpaid medical leave of absence not to exceed six (6) months by the Human Resources Director. Such leave may be extended up to an additional six (6) months by the Human Resources Director upon prior written request thereof. Where it is impossible to make a prior written request, such request shall be made as soon as possible. Such requests shall be submitted to the Human Resources Director and shall be accompanied by a doctor’s certificate substantiating the need for such medical leave of absence. An employee granted such medical leave under this provision shall be required, at the discretion of the Human Resources Director, to furnish the County with a medical report from his/her doctor for each six (6) weeks of leave. An employee who is on an extended medical leave of absence may be placed in a similar position within one (1) year with a doctor’s certificate. While the County may rely upon the determination of the employee’s doctor regarding the employee’s request for a leave or any extension, or for the employee’s return to work, it shall have the right to obtain a second opinion from another doctor, mutually agreed upon by the employee and the County, for any extension or return to work with which a final determination will be made. If the County requires a second opinion from another doctor, the County will pay the cost of such opinion. In the event a second doctor is not mutually agreed upon, the employee and the County shall each submit three (3) doctors qualified in the area of illness or injury involved. From those six (6) doctors, five (5) names will be drawn. The parties shall then proceed to alternately strike names from that panel until a doctor is selected. The striking order shall be determined by a coin toss. Employees on an unpaid leave of absence because of such non-work related illness or injury who are enrolled in the group health and/or dental insurance program shall be permitted to continue their participation in such programs while on such leave, under the applicable COBRA provisions. The County shall pay the County’s share of the premium for any month in which a full-time employee received pay for at least ten (10) regular workdays or in which a part-time employee received pay for at least one-half (1/2) of the employee’s regular monthly work hours. Leave time under this Section shall not be computed to accrued benefits. Employees on an unpaid leave of absence because of such non-work related illness or injury who are enrolled in the life insurance plan can elect up to twelve (12) months of continuation by paying the group rate premium to the County Treasurer by the twenty-fifth (25th) of the month for the following month’s coverage. However, for the first three (3) months of absence caused by such non-work related illness or injury, the County shall pay for up to the first three (3) months of that continuation. The cessation of this County sponsorship for the life insurance plan shall be triggered by the end of the three month time frame, employee’s return to work, termination from employment with Outagamie County, or death, whichever occurs first. GENERAL

An employee who has exhausted paid sick leave and vacation leave and who still is unable to work because of the employee’s non-work related illness or injury shall, upon prior written request therefore, be granted an unpaid medical leave of absence not to exceed three (3) months by the Human Resources Director. Such leave may be extended up to an additional nine (9) months by the Human Resources Director upon prior written request thereof. Where it is impossible to make a prior written request, such request shall be made as soon as possible. Such requests shall be submitted to the Human Resources Director and shall be accompanied by a doctor’s certificate substantiating the need for such medical leave of absence. An employee granted such medical leave of absence shall not be allowed to return to work without a doctor’s statement authorizing such return. While the County may rely upon the determination of the employee’s doctor regarding the employee’s request for a leave or any extension, or for the employee’s return to work, it shall have the right to obtain a second opinion from another doctor, mutually agreed upon by the employee and the County, for any extension or return to work with which a final determination will be made. If the County requires a second opinion from another doctor, the County will pay the cost of such opinion. In the event a second doctor is not mutually agreed upon, the employee and the County shall each submit three (3) doctors qualified in the area of illness or injury involved. From those six (6) doctors, five (5) names will be drawn. The parties shall then proceed to alternately strike names from that panel until a doctor is selected. The striking order shall be determined by a coin toss. Employees on an unpaid leave of absence because of such non-work related illness or injury who are enrolled in the group health and/or dental insurance programs shall be permitted to continue their participation in such programs while on such leave under the applicable COBRA provisions. The County shall pay the County’s share of the premium for any month in which a full-time employee received pay for at least ten (10) regular workdays or in which a part-time employee received pay for at least one-half (1/2) of the employee’s regular monthly work hours. Employees on an unpaid leave of absence because of such non-work related illness or injury who are enrolled in the life insurance plan can elect up to twelve (12) months of continuation by paying the group rate premium to the County Treasurer by the twenty-fifth (25th) of the month for the following month’s coverage. However, for the first three (3) months of absence caused by such non-work related illness or injury, the County shall pay for up to the first three (3) months of that continuation. The cessation of this County sponsorship for the life insurance plan shall be triggered by the end of the three month time frame, employee’s return to work, termination from employment with Outagamie County, or death, whichever occurs first.

PROFESSIONALS

OCJCA

An employee who has exhausted paid sick leave and vacation leave who still is unable to work because of the employee’s non-work related illness or injury may, upon prior written request therefore, be granted an unpaid medical leave of absence not to exceed six (6) months by the Human Resources Director. Such request shall be submitted to the Human Resources Director and shall be accompanied by a doctor’s certificate substantiating the need for such medical leave of absence. An employee granted such medical leave of absence shall not be allowed to return to work without a doctor’s statement authorizing such return. While the County may rely upon the determination of the employee’s doctor regarding the employee’s request for leave or return to work, it shall have the right to obtain a second opinion from another doctor, with which a final determination will be made. If the County requires a second opinion from another doctor, the County will pay the cost of such second opinion.

Employees enrolled in the group health and life insurance programs shall be permitted to continue their participation in such programs while on such leave, as required by COBRA regulations. If an employee begins such leave after the 12th of the month, the employee shall pay the full amount of the following month’s premium to the County Treasurer on the date the employee begins such leave. The County currently pays the County’s share of the premium for any month in which a regular full-time employee received pay for at least twelve (12) regular workdays, or in which a regular part-time employee who worked an average of thirty (30) hours per week during the previous proration period, received pay for at least one half (1/2) of the employee’s regular prorated work hours.

Employees on an unpaid leave of absence because of such non-work related illness or injury who are enrolled in the life insurance plan can elect up to twelve (12) months of continuation by paying the group rate premium to the County Treasurer by the twenty-fifth (25th) of the month for the following month’s coverage. However, for the first three (3) months of absence caused by such non-work related illness or injury, the County shall pay for up to the first three (3) months of that continuation. The cessation of this County sponsorship for the life insurance plan shall be triggered by the end of the three month time frame, employee’s return to work, termination from employment with Outagamie County, or death, whichever occurs first. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE REVISED & VACATION Outagamie County recognizes the importance of time off from work to relax, spend time with family, and enjoy leisure activities. The County provides paid vacation time to full-time and benefit-eligible part-time employees for this CONSOLIDATED - purpose, and employees are encouraged to take vacation during the year. Part-time employees who are regularly scheduled to work 20/30 or more hours per week (depending on the department) will be eligible for paid vacation on a pro-rated schedule. Removed: Department Heads and other key Vacation is determined by an anniversary year system, where on the anniversary date of hire, the employee is granted a new allotment of vacation benefit. The exact allotment granted is determined by the years of continuous employees may, at the service, the full-time/part-time status, the employee's continuity of service, and previous negotiations. time of hire, be granted paid vacation in excess Vacation benefits for full-time employees are accrued at the rate of one-twelfth (1/12th) of the employee's authorized vacation for each full month of employment in the previous anniversary year. A full month of employment is any of that listed in the month in which the employee has received pay for at least ten (10) regular workdays. "Pay" includes regular pay, sick leave pay, vacation pay, bereavement pay, and holiday pay. above schedule, up to a maximum of twenty- Part-time employees meeting the benefits-eligibility requirements of the County receive a pro-rated portion of the vacation allotment, according to actual time worked in relation to a full-time employee with the same number of five (25) days per continuous years of service. Vacation hours are determined on the employee’s anniversary date of hire by Financial Services, taking into account the hours paid during the twenty-six (26) pay periods immediately prior to the anniversary year. These anniversary date. exceptions will be based on market Vacation can be taken at times mutually agreed upon by the employee and his or her Supervisor. Employees are encouraged to take their vacation in half day, full day, or full week increments. However, a Department Head may conditions and the prior allow vacation time to be used in as small as fifteen (15) minute increments. experience of the individual. This An employee who presents an acceptable medical excuse from his or her physician as proof of illness, and which includes the dates of the illness, may have that portion of his or her vacation leave converted to available sick leave. vacation amount will be included as part of the Vacation allowances are not cumulative from year to year. However, on those occasions when an employee has not used all his or her vacation allotment prior to reaching his or her anniversary date, a maximum of five (5) days will compensation package be automatically carried over into the employee's next anniversary year. Any accumulated vacation over five (5) days may only be carried over with written approval of the Department Head and Human Resources Director. Benefit presented to the eligible part-time employees vacation carryover will be prorated. This carry over vacation must be used prior to the employee's following anniversary. County Board prior to the candidate's Those employees who terminate in good standing will be paid for authorized but unused and/or accrued but unauthorized vacation allowance as long as he or she has completed a minimum of six months of continuous service. confirmation. The However, if the employee terminated employment prior to completing an anniversary year of continuous service, he or she is not eligible for payment for an additional vacation allowance authorized because the employee would County Executive will have moved to a higher vacation eligibility level. Employees satisfying the criteria will receive payment for accrued but unauthorized vacation allowance on a pro rata basis from the previous anniversary date to the date of notify the Human termination (computed to the nearest one-quarter (1/4) month) and based on his or her eligibility level as of the date of termination and the provisions of the definition of "full month", above. Resources Committee of all such exceptions. Retiring employees may extend their final date of retirement using unused vacation days, provided they satisfy the adequate fourteen (14) day notice provisions.

Employees who are leaving in good standing must have any vacation requests for time off during their fourteen (14) day period of notice re-approved by their Department Head, and cannot have vacation as their last day of work, unless on an approved medical leave. Employees who are on Federal Family and Medical Leave will be required to use their vacation accumulation if they remain off work and have exhausted their sick leave accumulation following their choice period.

Employees who are promoted into another employee group (former union affiliation), and who are currently in an anniversary year which would have allowed him/her a greater benefit compared to the previous vacation benefit, will be granted a prorated amount of vacation benefit. The difference in the benefit is divided by the number of months the employee will serve in the position between his or her dates of promotion and next anniversary, rounded to the nearest hour. Any additional vacation amount will be available for use immediately upon promotion, with approval of his or her Supervisor A full-time employee's authorized vacation to be taken during his or her anniversary year is determined as of the anniversary date of employment based on the following employee group (former union affiliation) schedules. Service shall be construed as full-time regular service with the County, regardless of department.

Each Department Head/Manager/Supervisor shall approve vacation in accord with operating requirements, and insofar as possible, based upon a request of the employee. Vacation shall be charged in no less than fifteen (15) minute units.

Upon leaving in good standing from County service an employee shall be paid for all unused vacation leave at the time of his or her leaving County employ due in the current anniversary year plus a pro-rated amount of vacation allowance due in the succeeding anniversary year, based on length of service subsequent to the employee’s anniversary date. Leaving in good standing includes death and retirement and also voluntary termination, where the employee gives notice thereof at least fourteen (14) calendar days prior thereto and remains in active employment during such fourteen (14) day period, and termination caused by layoff, but it does not include discharge for disciplinary reasons. Such pro-rated amount will be computed on the employee’s eligibility as of the time of termination, e.g., terminations during the six months – no pro-rated amount; during the first year – pro-ration of one week; during the second year – pro-ration of two weeks, etc. In the event of the death of the employee, any wages and vacation payments due the employee will be made by a check issued to the employee’s life insurance beneficiary, or if none is designated, to the estate of the employee. If an employee does not participate in the life insurance program, the employee may specify a beneficiary with the Human Resources Department for purposes of this Section. AS&P

Vacation is determined by an anniversary year system, where on the anniversary of hire, the employee is granted a new allotment of vacation benefit. The exact allotment granted is determined by the years of continuous service, the full time/part-time status, and the employee's continuity of service. Vacation benefits for full time employees are accrued at the rate of one-twelfth (1/12) of the employee's authorized vacation for each full month of employment in the previous anniversary year. A full month of employment is any month in which the employee has received pay for at least ten (10) regular workdays. "Pay" includes regular pay, sick leave pay, vacation pay, funeral leave pay, and holiday pay. Part-time employees who work at least twenty (20) hours per week, receive a prorated portion of the vacation allotment according to actual time worked in relation to a full time employee with the same number of continuous years of service. For example, a part-time employee working 50% would receive half the paid vacation time a full time employee with the same number of years of service would receive. Vacation hours are determined on the employee’s anniversary date of hire by Financial Services, taking into account the hours paid during the twenty-six (26) pay periods immediately prior to the anniversary date. A full time employee's authorized vacation to be taken during his/her anniversary year is determined as of the anniversary date of employment based on the following schedule:

Days Vacation After Continuous Years of Service Five (5) days Six (6) months Five (5) days One (1) year Ten (10) days Two (2) years Fifteen (15) days Five (5) years Twenty (20 days) Twelve (12) years Twenty-five (25) days Twenty (20) years

Department Heads and other key employees may, at the time of hire, be granted paid vacation in excess of that listed in the above schedule, up to a maximum of twenty-five (25) days per anniversary year. These exceptions will be based on market conditions and the prior experience of the individual. This vacation amount will be included as part of the compensation package presented to the County Board prior to the candidate's confirmation. The County Executive will notify the Human Resources Committee of all such exceptions. Vacation can be taken at times mutually agreed upon by the employee and his/her Supervisor. Employees are encouraged to take their vacation in half day, full day, or full week increments. However, a Department Head may allow vacation time to be used in as small as one half (1/2) hour increments. An employee who presents an acceptable medical excuse from his/her physician as proof of illness, and which includes the dates of the illness, may have that portion of his/her vacation leave converted to available sick leave. Vacation allowances are not cumulative from year to year. However, on those occasions when an employee has not used all his or her vacation allotment prior to reaching his or her anniversary date, a maximum of five (5) days will be automatically carried over into the employee's next anniversary year. This carry over vacation must be used prior to the employee's following anniversary. Those employees who terminate in good standing will be paid for authorized but unused and/or accrued but unauthorized vacation allowance as long as he/she has completed a minimum of one year of continuous service. However, if the employee terminated employment prior to completing an anniversary year of continuous service, he/she is not eligible for payment for an additional vacation allowance authorized because the employee would have moved to a higher vacation eligibility level. Employees satisfying the criteria will receive payment for accrued but unauthorized vacation allowance on a pro rata basis from the previous anniversary date to the date of termination (computed to the nearest one-quarter (1/4) month) and based on his/her eligibility level as of the date of termination and the provisions of the definition of "full month", above. Retiring employees may extend their final date of retirement using unused vacation days, provided they satisfy the adequate notice provisions. Employees who are leaving in good standing must have any vacation requests for time off during their fourteen (14) day period of notice re-approved by their Department Head, and can not have vacation as their last day of work.

Employees who are on Federal Family and Medical Leave will be required to use their vacation accumulation if they remain off work and have exhausted their sick leave accumulation.

Employees who are promoted into an AS&P position, and who are currently in an anniversary year which would have allowed him/her a greater benefit compared to the previous vacation benefit, will be granted a prorated amount of AS&P vacation benefit according to the following formula. The difference in the benefit is divided by the number of months the employee will serve in the AS&P position between his/her dates of promotion and next anniversary, rounded to the nearest hour. Any additional vacation amount will be available for use immediately upon promotion, with approval of his/her supervisor BREWSTER VILLAGE A full time employee's authorized vacation to be taken during his/her anniversary year is determined as of the anniversary date of employment based on the following schedule:

Days Vacation After Continuous Years of Service Five (5) days Six (6) months Five (5) days One (1) year Ten (10) days Two (2) years Fifteen (15) days Eight (8) years Twenty (20 days) Thirteen (13) years Twenty-five (25) days Twenty (20) years

Service shall be construed as full-time regular service with the County, regardless of department. Regular part-time employees who work at least an average of twenty (20) hours per week shall receive vacation on the above basis pro-rated according to actual time worked in relation to a full-time employee.

To be eligible for a full vacation, an employee must complete twelve (12) full months of service in the prior anniversary year. A full month of service for full-time employees is any month in which the employee has received pay for at least ten (10) regular workdays. A full month of service for a part- time employee is any month in which the employee has received pay for at least one-half (1/2) his/her regular monthly work hours. If an employee has not completed twelve (12) full months of service in the prior year, his/her vacation will be pro-rated based on the number of full months of service.

Absence on account of sickness, injury or disability in excess of that hereinafter authorized for such purpose may, at the request of the employee and within the discretion of the Department Head, be charged against vacation leave allowance. Authorized vacation may not be accumulated from year to year, but may be used, subject to the provisions below, at any time during the employee’s anniversary year, provided however, that an employee may carry over up to five (5) vacation days to the next anniversary year for use in but not beyond that next anniversary year (on termination such carry over vacation shall be paid for at the wage rate in effect at the end of the prior anniversary year; carry over vacation shall be considered the first used in such next anniversary year for this purpose). Each Department Head shall endeavor to schedule vacation in accord with operating requirements, and insofar as possible, with the written request of the employee. No vacation shall be taken, except in accordance with a schedule approved in advance, except as provided above. Vacation shall be charged in no less than one-half (1/2) hour units, i.e., one-half hour, or one hour, or one and one-half hour, etc. Upon honorable separation from County service an employee shall be paid for all unused vacation leave at the time of his/her leaving County employ due in the current anniversary year plus a prorata amount of vacation allowance due in the succeeding anniversary year, based on length of service subsequent to the employee’s anniversary date. Honorable separation includes death and retirement and also voluntary termination, where the employee gives notice thereof at least fourteen (14) calendar days prior thereto and remains in active employment during such fourteen (14) day period, and termination caused by layoff, but it does not include discharge for disciplinary reasons. Such prorata amount will be computed on the employee’s eligibility as of the time of termination, e.g., terminations during the first year – no prorata amount; during the second year – prorata of one week; during the third year – prorata of two weeks, etc. In the event of the death of the employee, any wages and vacation payments due the employee will be made by a check issued to the employee’s life insurance beneficiary, or if none is designated, to the estate of the employee. If an employee does not participate in the life insurance program, the employee may specify a beneficiary with the Human Resources Department for purposes of this Section.

GENERAL

A full-time employee’s authorized vacation to be taken during the employee’s next anniversary year shall be determined as of the employee’s anniversary date of employment based on the following schedule: Days Vacation After Continuous Years of Service Five (5) days Six (6) months Five (5) days One (1) year Ten (10) days Two (2) years Fifteen (15) days Seven (7) years Twenty (20 days) Thirteen (13) years Twenty-five (25) days Twenty (20) years

Service shall be construed as full-time regular service with the County. Regular part-time employees who work at least an average of twenty (20) hours per week shall receive vacation on the above basis prorated according to actual time worked in relation to a full-time employee. To be eligible for a full vacation, an employee must complete twelve (12) full months of service in the prior anniversary year. A full month of service for full-time employees is any month in which the employee has received pay for at least ten (10) regular workdays. A full month of service for a part- time employee is any month in which the employee has received pay for at least one-half (1/2) his or her regular monthly work hours. If an employee has not completed twelve (12) full months of service in the prior year, his or her vacation will be prorated based on the number of full months of service. Absence on account of sickness, injury or disability in excess of that hereinafter authorized for such purpose may, at the request of the employee and as submitted to the Department Head and within the discretion of the Human Resources Director, be charged against vacation leave allowance. Authorized vacation may not be accumulated from year to year, but may be used, subject to the provisions below, at any time during the employee’s anniversary year, provided however, that an employee may carry over up to five (5) vacation days to the next anniversary year for use in but not beyond that next anniversary year (on termination such carry over vacation shall be paid for at the wage rate in effect at the end of the prior anniversary year; carry over vacation shall be considered the first used in such next anniversary year for this purpose). Each Department Head or his/her designee shall endeavor to schedule vacation leaves in accord with operating requirements, and insofar as possible, with the written request of the employee. No vacation shall be taken, except in accordance with a schedule approved in advance, except as provided above.

Upon honorable separation from County service an employee shall be paid for all unused vacation leave at the time of leaving County employ due in the current anniversary year plus a prorata amount of vacation allowance due in the succeeding anniversary year based on length of service subsequent to the employee’s anniversary date. Honorable separation includes death and retirement and also voluntary termination where the employee gives notice thereof at least fourteen (14) calendar days prior thereto and remains in active employment during such fourteen (14) day period, and termination caused by layoff but it does not include discharge for disciplinary reasons. Such prorata amount will be computed on the employee’s eligibility as of the time of termination, e.g., terminations during the first year – no prorata amount; during the second year – prorata of one week; during the third year – prorata of two weeks, etc. In the event of the death of the employee, any wages and vacation payments due the employee will be made by a check issued to the employee’s life insurance beneficiary, or if none is designed, to the estate of the employee. If an employee does not participate in the life insurance program, the employee may specify a beneficiary with the Human Resources Department for purposes of this section. Vacation shall be charged in no less than one-half (1/2) hour units. GENERAL

PROFESSIONALS

Days Vacation After Continuous Years of Service Five (5) days Six (6) months Five (5) days One (1) year Ten (10) days Two (2) years Fifteen (15) days Five (5) years Twenty (20 days) Thirteen (13) years Twenty-five (25) days Twenty (20) years

Service shall be construed as full-time regular service with the County.

Regular part-time employees who work at least an average of twenty (20) hours per week shall receive vacation on the above basis prorated according to actual time worked in relation to a full-time employee.

To be eligible for a full vacation, an employee must complete twelve (12) full months of service in the prior anniversary year. A full month of service for full-time employees is any month in which the employee has received pay for a least ten (10) regular workdays. A full month of service for a part- time employee is any month in which the employee has received pay for a least one-half (1/2) his or her regular monthly work hours. If an employee has not completed twelve (12) full months of service in the prior year, his or her vacation will be prorated based on the number of full months of service.

Absence on account of sickness, injury or disability in excess of that hereinafter authorized for such purpose may, at the request of the employee and as submitted to the Department Head and within the discretion of the Human Resources Director, be charged against vacation leave allowance.

Authorized vacation may not be accumulated from year to year, but may be used, subject to the provisions above and below, at any time during the employee’s anniversary year, provided however, that an employee may carry over up to five (5) vacation days to the next anniversary year for use in but not beyond that next anniversary year (on termination such carry over vacation shall be paid for at the wage rate in effect at the end of the prior anniversary year; carry over vacation shall be considered the first used in such next anniversary year for this purpose).

Each Department Head or his/her designee shall endeavor to schedule vacation leaves in accord with operating requirements, and insofar as possible, with the written request of the employee. No vacation shall be taken, except in accordance with a schedule approved in advance, except as provided above.

The vacation policy for the Jail is as follows:

Continuous service shall not include any period of layoff or unpaid leave of absence in excess of thirty (30) days.

A week is defined as five (5) days vacation for all employees.

Vacation benefits shall be accrued at a rate of one-twelfth (1/12) of the employee’s authorized vacation for each full month of employment in the previous anniversary year. A full month of employment is any month in which the employee has received pay for at least twelve (12) regular workdays. “Pay” includes regular pay, sick leave pay, vacation pay, funeral leave pay, and, for employees working a 5-2 work schedule, holiday pay.

Vacation allowances shall not be cumulative and must be taken during the anniversary year of authorization, provided, however, an employee may carry over up to five (5) vacation days to the next anniversary year for use in but not beyond that next anniversary year (on termination such carry over vacation shall be paid for at the wage rate in effect at the end of the prior anniversary year; carry over vacation shall be considered the first used in such next anniversary year for this purpose).

In case of termination for reasons other than discipline or voluntary separation without a thirty (30) day notice or without remaining in active employment during the thirty (30) days after notice of termination, an employee will be paid for his/her authorized but unused and/or his/her accrued but unauthorized vacation allowance on the following basis: a) An employee who terminates employment prior to completing one year of continuous service shall not be eligible for any payment whatsoever. b) An employee, except one listed in paragraph (a), will receive payment for all vacation allowance authorized the previous January 1 but unused at the date of termination, provided however that if such employee terminated employment prior to completing an anniversary year of continuous service, such employee shall not be eligible for payment for any additional vacation allowance authorized because the employee would have moved to a higher vacation eligibility level. c) An employee, except one listed in paragraph (a), will receive payment for accrued but unauthorized vacation allowance on a pro-rata basis from the previous January 1 to the date of termination (computed to the nearest one-quarter month) and based on such employee’s eligibility level as of the date of termination and the accrual provisions in this Interim Personnel Policy Manual. d) In the event of the death of the employee, any wages and vacation payments due the employee will be made by a check issued to the employee’s life insurance beneficiary, or if none is designed, to the estate of the employee. If an employee does not participate in the life insurance program, the employee may specify a beneficiary with the Human Resources Department for purposes of this section.

Each Department Head shall endeavor to schedule vacation leaves with particular regard to operating requirements, as set forth in written policy, and insofar as possible, with the written request of the employee.

Regular part-time employees who work at least an average of thirty (30) hours per week shall receive vacation benefits on the above basis pro-rated according to actual time worked in relation to a full-time employee.

HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - VISION INSURANCE The County offers single, employee plus one, employee plus children, and family voluntary vision insurance for those that are benefit eligible. Vision insurance coverage provides an opportunity for employees to save money on routine vision exams, contacts, eyeglass frames, and lenses. Additional details regarding this benefit can be found on the Human Resources webpage. Used exact language from AS&P & BV Manuals. AS&P The County offers single or family voluntary vision insurance. Vision insurance coverage provides an opportunity for employees to save money on routine vision exams, contacts, eyeglass frames and lenses. Additional details regarding this benefit can be found on the Human Resources webpage.

BREWSTER VILLAGE The County offers single or family voluntary vision insurance. Vision insurance coverage provides an opportunity for employees to save money on routine vision exams, contacts, eyeglass frames and lenses. Additional details regarding this benefit can be found on the Human Resources webpage.

GENERAL The County offers single or family voluntary vision insurance. Vision insurance coverage provides an opportunity for employees to save money on routine vision exams, contacts, eyeglass frames and lenses. Additional details regarding this benefit can be found on the Human Resources webpage.

PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW VOLUNTEERS Outagamie County recognizes the value of the contributions made by volunteers to the community and in support of County programs. However, volunteers also expose the County to potential risk and liability. Pro-active risk management efforts can control and minimize liability exposures and help ensure that the use of volunteers is a positive experience for the volunteers, Outagamie County, and its residents.

A volunteer of Outagamie County is defined as an individual recognized and authorized by Outagamie County or one of its officials, agents, or employees to perform services on behalf of Outagamie County without receipt of salary or compensation other than expense reimbursement.

See the VOLUNTEERS POLICY located on the HR intranet site for additional details.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - TIME OFF FOR VOTING Outagamie County recognizes that voting is an integral part of being in a community. In almost all cases, the employee will have sufficient time outside working hours to vote. If for any reason an employee thinks this won’t be the case, they should contact his or her Supervisor to discuss scheduling accommodations.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - WISCONSIN RETIREMENT SYSTEM Employees expected to work 1200 hours and at least one year are eligible to participate in the Wisconsin Retirement System (WRS) as administered by Employee Trust Fund (ETF). This State- administered program covers employees from the first day in a qualifying position; however, employees hired on or after July 1, 2011 will be subject to a five (5) year vesting requirement.

The retirement plan consists of two parts: an employee-required portion and an employer-required portion. Outagamie County pays the employer portion, and employees are responsible for paying the employee-required portion. However, Sheriff’s Department protective status management staff hired prior to July 1, 2011 will have the same Wisconsin Retirement System contribution arrangement as the Deputy Sheriff’s Association. Contribution rates are determined by the Trust Funds Board and are subject to change.

A separation benefit from the Wisconsin Retirement Fund can be taken upon termination of employment. The termination must occur any time prior to age 55 for general category employees, or if over 55, a separation benefit would be available to participants who are not vested. A separation benefit is a lump sum withdrawal of the employee contribution balance which will include all employee contributions (whether deducted from the employee’s salary or paid on the employee’s behalf by the County) plus accumulated interest. The employer-required contributions are forfeited.

On retirement, employees vested in the Wisconsin Retirement System can apply for a lifetime monthly annuity based on the plan’s available formula calculation. Employees severing their employment status with the County should contact the Human Resources Department to obtain the applicable forms and information regarding their retirement account. Retiring employees are encouraged to contact ETF at least six (6) months in advance of their anticipated retirement date.

ALL MANUALS (except OCJCA)

Employees expected to work 1200 hours and at least one year, are eligible to participate in the Wisconsin Retirement System (WRS). This State administered program covers employees from the first day in a qualifying position, however, employees hired on or after July 1, 2011 will be subject to a five (5) year vesting requirement.

The retirement plan consists of two parts: an employee required portion and an employer required portion. Outagamie County pays the employer portion and employees are responsible for paying the employee required portion. However, Sheriff’s Department protective status management staff hired prior to July 1, 2011 will have the same WRS contribution arrangement as the Deputy Sheriff’s Association. Contribution rates are determined by the Trust Funds Board and are subject to change. A separation benefit from the Wisconsin Retirement Fund can be taken upon termination of employment. The termination must occur any time prior to age 55 for general category employees, or if over 55, a separation benefit would be available to participants who are not vested. A separation benefit is a lump sum withdrawal of the employee contribution balance which will include all employee contributions (whether deducted from the employee’s salary or paid on the employee’s behalf by the county) plus accumulated interest. The employer-required contributions are forfeited.

On retirement, employees vested in the Wisconsin Retirement System can apply for a lifetime monthly annuity based on the total amount accumulated in the fund or on years of service and highest earnings used in a formula calculation. Employees severing their employment status with the County should contact the Human Resources Department to obtain the applicable forms and information regarding their retirement account. Retiring employees are encouraged to contact Wisconsin Retirement Fund at least six (6) months in advance of their anticipated retirement date.

OCJCA

The County agrees to contribute to the Wisconsin Retirement System as required by law. The employee shall contribute an amount equal to one-half of all actuarially required contributions and/or as otherwise required by law. ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - WORKERS COMPENSATION Workers’ compensation is a “no-fault” system that provides compensation for reasonable medical expenses and wage losses to employees who are injured or who become ill because of employment.

Outagamie County has self-funded workers’ compensation insurance with a third-party claims administrator. The insurance provides coverage for related medical and rehabilitation expenses and a portion of lost wages to employees who sustain an injury on the job. Worker's Compensation begins on the employee's first day of work, regardless of part-time and/or introductory status.

The County abides by all applicable state workers’ compensation laws and regulations.

If an employee sustains a job-related injury or illness, the employee is required to notify the Supervisor and/or Risk Administration. The Supervisor will complete an injury report with input from the employee and return the form to the Risk Administrator who will file the claim. In cases of true medical emergencies, the employee should report to the nearest emergency room and notify his or her supervisor as soon as possible.

In the case of serious work-related injury which requires the employee to leave work to seek medical attention on the date of the injury, a full day’s pay will be allowed for the first day, regardless of what time of day the injury was sustained after the official starting time. Per Wisconsin statutes, Chapter 102, if an employee misses work due to a work injury (or work illness), workers' compensation will pay up to two-thirds of the employee's gross average weekly wage. A three-day waiting period may apply. To receive any wage benefit, missed time must be authorized by the employee's treating physician.

No employee will be allowed to take sick leave for an occupational injury except as cited above, as per ruling of the Wisconsin Division of Workers' Compensation. Compensation is always paid on legal holidays falling on a work day, and when an employee is off work due to an injury over a holiday, he or she cannot receive holiday pay from the County. Compensation is figured at six (6) days per week.

If an employee returns to work after an injury and he or she has to go back to his or her doctor for treatment or checkup, such time can be charged to sick leave. If any employee is off from work at the close of the year because of occupational injury and still has unused vacation time, such time can be taken in the following year, with authorization from the Administrator.

During the time an employee is receiving temporary-total Worker's Compensation benefits, the County will continue paying its share of the Health Insurance premium, for a maximum of twelve (12) months.

Workers’ compensation benefits (paid or unpaid) will run concurrently with the Family and Medical Leave Act, if applicable, and where permitted by state and federal law.

AS&P

Providing a safe working environment is important to Outagamie County. All employees are required to follow the safety procedures. Accidents can occur, however, and when a work related injury or accident occurs, it must be reported to the appropriate individual. Regardless of the time of day the injury or accident happens, if an employee must be absent from the job to obtain first aid, up to the full day's pay will be allowed. If an employee does not receive pay for the first three (3) days from Worker's Compensation, sick leave can be used to pay for the lost time. The sick leave certificate submitted must have the notation "Sick Leave Due to Injury on the Job".

Compensation is always paid on legal holidays falling on a workday and where an employee is off work due to an injury over a holiday, he/she cannot receive holiday pay from the County. Compensation is figured at six (6) days per week. If an employee is off work on his/her anniversary because of occupational injury and has a balance of unused vacation time, the time can be carried over into the following anniversary year with the approval of the Department Head and the Human Resources Director. During the time an employee is receiving temporary-total Worker's Compensation benefits, the County will continue paying its share of the Health Insurance premium for a maximum of twelve (12) months. Excessive numbers of accidents or injuries involving work related incidents may be subject to disciplinary action.

BREWSTER VILLAGE

In the case of serious injury or any lost time injuries, a full day’s pay will be allowed for the first day regardless of what time of day injury was sustained after the official starting time. After seven (7) consecutive days off, due to injury, payment will be made for the first three (3) days by the Insurance Company. If an employee does not receive pay for the first three (3) days (because of not being off seven (7) consecutive days) sick leave will be allowed by the County. Sick leave certificate covering the three (3) days must have the notation “Sick Leave Due to Injury on Job”. No employee will be allowed to take sick leave for an occupational injury, except as cited above as per ruling of the Industrial Commission of Wisconsin. Compensation is always paid on legal holidays falling on a workday and when an employee is off work due to an injury over a holiday he/she cannot receive holiday pay from the County. Compensation is figured at six (6) days per week. If an employee returns to work after an injury, and he/she has to go back to his/her doctor for treatment or checkup, such time can be charged to sick leave. If any employee is off from work at the close of the year because of occupational injury, and still has unused vacation time, such time can be taken in the following year with authorization from the Administrator. During a period an employee is receiving (temporary-total) Worker’s Compensation benefits, the County agrees to continue paying it’s share of the medical insurance premium for such employee, up to a period of one year, unless otherwise extended by the County. GENERAL

In the case of serious injury or any lost time injuries, a full day’s pay will be allowed for the first day regardless of what time of day injury was sustained after the official starting time. If the employee does not receive pay for the first three (3) days from Worker’s Compensation, sick leave will be allowed by the County. Sick leave certificate covering the three (3) days must have the notation ‘Sick Leave Due to Injury on Job’. No employee will be allowed to take sick leave for an occupational injury, except as cited above, as per ruling of the Industrial Commission of Wisconsin. Compensation is always paid on legal holidays falling on a workday and when an employee is off work due to an injury over a holiday the employee cannot receive holiday pay from the County. Compensation is figured six (6) days per week. If an employee returns to work after an injury, and has to go back to the doctor for treatment or checkup, such time can be charged to sick leave. If an employee is off from work at the close of the year because of occupational injury, and still has unused vacation time, such time can be taken in the following year with authorization from the department head and confirmed by the Human Resources Director . During a period an employee is receiving (temporary-total) Worker’s Compensation benefits, the County agrees to continue paying its share of the Hospital-Surgical Insurance premium for such employee, up to a period of one (1) year, unless otherwise extended by the County.

PROFESSIONALS

In the case of serious injury or any lost time injuries, a full day’s pay will be allowed for the first day regardless of what time of day injury was sustained after the official starting time.

If the employee does not receive pay for the first three (3) days from Worker’s Compensation, sick leave will be allowed. Sick leave certificate covering the three (3) days must have the notation ‘Sick Leave Due to Injury on Job’. No employee will be allowed to take sick leave for an occupational injury, except as cited above, as per ruling of the Industrial Commission of Wisconsin.

Compensation is always paid on legal holidays falling on a workday and when an employee is off work due to an injury over a holiday the employee cannot receive holiday pay from the County. Compensation is figured six (6) days per week.

If an employee returns to work after an injury, and has to go back to the doctor for treatment or checkup, such time can be charged to sick leave. If an employee is off from work at the close of the year because of occupational injury, and still has unused vacation time, such time can be taken in the following year with authorization from the director.

OCJCA

In the event an employee becomes entitled to and receives Worker’s Compensation payments for temporary-total or temporary-partial disability under Chapter 102, Wisconsin Statutes, the employee’s Worker’s Compensation payments will be supplemented so that the employee will receive eighty percent (80%) of his or her full salary during said period up to a maximum of twenty-six (26) calendar weeks from the date of the original injury or illness. This shall be accomplished by the County paying the employee the difference between the employee’s Worker’s Compensation check and the employee’s normal salary for the period covered by said Worker’s Compensation check. For purposes of this section only, an employee shall be considered as entitled to Worker’s Compensation payments for temporary-total or temporary-partial disability during the first three (3) days of any illness or injury, notwithstanding the provisions of Chapter 102, Wis. Stats. This section shall apply only to full-time employees.

The County will continue to pay the County’s share of the Health Insurance premium for an employee during the period such employee is receiving temporary-total disability Worker’s Compensation benefits, up to a maximum of twelve (12) consecutive months from the date of the original injury or illness. The first month shall be the month in which the temporary total disability began if such disability began prior to the 15th of that month, or it shall be the month immediately after the month in which the temporary total disability began if such disability began after the 15th of that month.

HIGHWAY AND SOLID WASTE

All Outagamie County employees bear the responsibility of keeping our work environment free from violence or potential violence. Any employee who witnesses or is the recipient of violent behavior should promptly inform their Supervisor, Manager, or the Human Resources Department. All threats will be promptly investigated. No employee will be subject to retaliation, intimidation, or discipline as a result of reporting a threat in good faith under this guideline.

Any individual engaging in violence against the County, its employees, or its property will be prosecuted to the full extent of the law. All acts will be investigated, and the appropriate action will be taken. Any such act or threatening behavior may result in disciplinary action up to and including termination.

Outagamie County prohibits the possession of weapons on its property at all times, unless required for your position. Weapons include, but are not limited to, handguns, rifles, automatic weapons, and knives that can be used as weapons (excluding pocket knives, utility knives, and other instruments that are used to open packages, cut string, and for other miscellaneous tasks), martial arts paraphernalia, stun guns, and tear gas. Any employee violating this policy is subject to discipline up to and including dismissal for the first offense.

The County reserves the right to inspect all belongings of employees on its premises.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE NEW - WORK RULES Work Rules set the standard practices of expected behavior and are intended to be enforced fairly and equitably throughout the organization. They promote the orderly operation of business and allow employees to conduct themselves in a professional manner while an employee of the County.

Work Rules can be found on the Human Resources intranet page and are provided to all employees as part of the orientation process.

AS&P BREWSTER VILLAGE GENERAL PROFESSIONALS OCJCA HIGHWAY AND SOLID WASTE ACTION TAKEN MANUAL SECTION RECOMMENDED HANDBOOK LANGUAGE CONSOLIDATED - WORKWEEK With the exception of Section 7(k) Sheriff Department employees, the normal work day for regular full-time employees shall generally be 7.5 - 8 hours and a normal work week shall generally be 37.5 - 40 hours. Employees on a 37.5 hour work week schedule shall be compensated at straight-time pay for all hours worked between thirty-seven and one-half (37.5) and forty (40) hours per week.

Each payroll period is two weeks long, beginning on a Sunday and ending on a Saturday, and is known as a bi-weekly payroll, with the exception of certain Highway employees who are on a semi-monthly schedule. Payday for most County employees is every other Friday.

The County reserves the right to modify the normal schedule of hours.

Brewster Village: Full-time regular Brewster Village employees shall work a normal day of eight (8) hours and a normal work period of forty (40) hours or eighty (80) hours, depending on assignment. Brewster Village nursing staff will receive a shift differential of twenty five cents ($.25) per hour for the PM shift, thirty-nine cents ($.39) per hour for the night shift, and ninety cents ($.90) per hour for the weekends. The work schedule will be posted at least two (2) pay periods in advance and posted on the respective neighborhoods. In the event of a layoff, the work schedule shall be made two (2) weeks in advance of the effective date of the layoff and posted on the respective neighborhoods. Any deviation from this schedule, if requested by an employee, shall be the responsibility of the employee to have someone to work in his or her place as long as it does not involve overtime pay. Exceptions may be made in cases of illness, bereavement leave, or vacation.

Sheriff Department: The normal work week for full-time employees classified as Telecommunicator, Correctional Officer, and Jail Booking Clerk will be 5 on – 2 off, 5 on – 3 off, and the normal work day for such employees shall consist of an eight and one-third (8.30) hour shift. Shifts for Communication Center Personnel and Jail Booking Clerks shall be assigned as determined by the County. Assignments to the various shifts shall be made by the County.

AS&P

The normal work week for full time County employees is 40 hours per week. Most County employees between the hours of 8:00 a.m. to 4:30 p.m., Monday through Friday. However, because some County services are provided on a 24-hour basis or it is necessary to keep customer based hours, employees working in those areas may have different work schedules. The Supervisor is responsible to inform the employee of the specific hours of work, work week and lunch time hours. Each payroll period is two weeks long, beginning on a Sunday and ending on Saturday, and is known as a bi-weekly system. Payday for most County AS&P employees is every other Friday. Employee time sheets and departmental payrolls are submitted on alternate Fridays to pay day Fridays. Brewster Village nursing staff will receive a shift differential of twenty five cents ($.25) per hour for the PM shift, fifty cents ($.50) per hour for the night shift, and one dollar ($1.00) per hour for the weekends.

BREWSTER VILLAGE

Full-time regular employees shall work a normal day of eight (8) hours and a normal work period of forty (40) hours or eighty (80) hours, depending on assignment. The County reserves the right to modify the normal schedule of hours. The work schedule will be posted at least two (2) pay periods in advance and posted on the respective neighborhoods. In the event of a layoff, the work schedule shall be made two (2) weeks in advance of the effective date of the layoff and posted on the respective neighborhoods. Any deviation from this schedule, if requested by an employee, shall be the responsibility of the employee to have someone to work in his/her place as long as it does not involve overtime pay. Exceptions may be made in cases of illness, funeral leave or vacation.

GENERAL

The normal work day for regular full-time employees, shall generally be 7½ - 8 hours and a normal workweek shall generally be 37 ½ - 40 hours. Overtime shall be computed on any hours worked in excess of 40 hours in any one workweek. Employees covered by this section shall be compensated at straight-time pay for all hours worked between thirty-seven and one-half (37 ½) and forty (40) hours per week. The County reserves the right to modify the normal schedule of hours.

Regular full-time employees working at the Airport or Plamann Park and regular full-time custodial and maintenance employees shall generally work a normal day of 8 hours and a normal workweek of 40 hours. Overtime shall be computed on any hours worked in excess of 40 hours in any one workweek. PROFESSIONALS

The normal work day for regular full-time employees shall generally be a normal day of seven and one-half (7½) to eight (8) hours and a normal workweek shall generally be thirty-seven and one-half (37½) to forty (40) hours. The County reserves the right to modify the normal schedule of hours. Any phone call involving up to thirty (30) minutes of time which is related to such employee’s work for the County and which is taken and handled by the employee at the employee’s home or other location not the employee’s normal workplace at a time other than the employee’s normal work hours, will be considered as part of and included in the above normal workday and normal workweek and there will be no additional compensation for any such phone call. Any such phone call which involves thirty (30) minutes or more of time will be considered overtime and will be compensated as provided in Section 4.02.

In the event the Emergency Service System provided by the Health and Human Services section of the Outagamie County Department of Health and Human Services utilizes employees included within this Interim Personnel Policy Manual, such system will include the following:

1. There will be three (3) separate Emergency Services Systems, one (1) in the Mental Health/Alcohol and other Drug Abuse Division, one (1) in the Children, Youth and Family Division, and one (1) in the Youth and Family Services Division.

2. All professional positions responsible for providing standby responsibilities in the Emergency Services System, in their respective division, as of January 1, 1999 will continue with those responsibilities. All professional positions in the Youth and Family Services Division that were not providing standby responsibilities in the Emergency Services System as of January 1, 1999 will start participating in the responsibilities as of July 4, 1999. Only one (1) person per division will be on standby at any time, except in cases of emergencies.

The County reserves the right, at its discretion, to temporarily or permanently cease utilization or modify any or all of the above systems.

Any employee who is assigned such standby responsibility will be compensated at the rate of two hundred and fifty-five dollars ($255.00) per week.

In addition, any person providing standby responsibilities on a fixed holiday listed, will receive an additional twenty dollars ($20.00).

In the event it is necessary to make assignments to the Emergency Services System in less than one (1) week assignments, such payment will be prorated on the basis of time assigned in relation to a full week. OCJCA

The Normal work week for full time employees classified as Telecommunicator, Correctional Officer, Utility Correctional Officer, Jail Booking Clerk, and Utility Booking Clerk will be 5 on – 2 off, 5 on – 3 off, and the normal work day for such employees shall consist of an eight and one-third (8.33) hour shift. The County reserves the right to change the normal work week and normal work hours with at least forty-eight (48) hours advance notice. Shifts for Communication Center Personnel and Jail Booking Clerks shall be assigned as determined by the County. Assignments to the various shifts shall be made by the County.

The Sheriff has the option of assigning one or more Utility Correction Officers and/or one or more Utility Jail Clerks to a normal work schedule of eight (8) hours per day and forty (40) hours per week. Employees assigned to such work schedule for at least eleven (11) months in a calendar year shall receive three (3) floating holidays as reflected in Appendix “B” for that calendar year. Employees assigned to such work schedule for at least six (6) months in a calendar year shall receive one (1) floating holiday as reflected in Appendix “B” for that calendar year. The floating holiday(s) are to be scheduled as time off at a time mutually agreed upon between the department head and the employee. In the event an employee terminates employment without having taken one or more of the floating holidays during the calendar year, such floating holiday(s) shall be cancelled and may not be reinstated or paid for. An employee will not be allowed to use a floating holiday(s) after having given notice of termination, except in the case of retirement into the Wisconsin Retirement System.

A normal workweek shall consist of thirty-seven and one-half (37-1/2) hours for all clerical employees. The County reserves the right to change the normal work week and normal work hours with at least forty-eight (48) hours advance notice.

Trades will be allowed in four (4) or eight (8) hour increments. Requests for trades must be submitted at least forty-eight (48) hours in advance. The forty-eight (48) hour requirement may be waived on a case by case basis by the Sheriff or his designee.

At the time of the trade approval, trades cannot create a situation where the employee works more than thirteen (13) days in a row. In addition, the employee must be off duty one shift (7:40 hours) between the worked shifts.

Trades cannot adversely affect the County’s ability to meet staffing requirements.

No four (4) hour trades will be allowed Saturday and Sunday, that is, from “A” shift on Saturday through “C” shift on Sunday.

Employees with hire dates on or after October 19, 2011 will be limited to eight (8) trades per calendar year, regardless of the length of the trade.

If an employee does not work their obligated trade, and has not taken sick leave or vacation, the employee must reimburse the County for the actual costs (hours) for filling the shift. Management shall call the employee that is obligated to work the trade day prior to calling in any other employee to work the shift.

If an employee calls in sick on a trade day the employee must bring in a doctor’s excuse in covering the trade day within forty-eight (48) hours of the missed day. If the employee fails to bring in a doctor’s slip the employees sick leave will be docked one and one-half (1½) times the number of hours missed by calling in sick for the trade day.

The time limits in which trades must be completed for all OCJCA members shall be the same as the current time limits set for jail staff, which is all trades must be completed within the year in which they are made except if the schedule for the following year has been posted, then a trade may be completed within the year of the posted schedule also.

This procedure is subject to change based on the operational needs of the Department.

HIGHWAY AND SOLID WASTE

All regular full-time employees shall normally work a forty (40) hour workweek. The normal work schedule will be eight (8) hours per day, Monday through Friday. All employees must recognize that an important requirement of the job is to be available for winter maintenance as needed. The County reserves the right to modify the normal schedule of hours.

Daily work schedules shall normally include a personal break of fifteen (15) minutes within the first half of the shift at approximately 11:00 a.m. Introductory Period OCJA - The normal introductory period for new regular OCJCA employees shall be twelve (12) months, but in those instances where Jail Officer Certification training is appropriate, the introductory period may be extended in order to give the new employee a three (3) month introductory period on the job after completion of Jail Officer Certification training, provided however, that no extension for such purpose shall result in a total introductory period of more than fifteen (15) months. In the event an employee has not completed Jail Officer Certification training within the fifteen (15) month period, the employee’s introductory period may be extended by up to twelve (12) months by the County. The County shall enroll new employees in Jail Officer Certification training at the first available opportunity after hiring. During the initial introductory period provided for in this section, an employee may apply for a different position in the Human Resources Department. In the event such employee is selected for the different position, the employee will be required to serve a full new initial introductory period (from 12 to 15 months) provided for in this section, commencing with the date such employee begins the different position.