McLean County, IL
 
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This chapter shall be the official personnel policies and procedures for the County of McLean.
A. 
The McLean County Board recognizes that a personnel system, which recruits and retains competent, dependable County personnel, is indispensable to an efficient County government. To achieve this goal, the Board has established within the County Board Office the position of County Administrator. The County Administrator shall serve all County offices by participating in or performing the following activities:
(1) 
Classifying positions in County service;
(2) 
Developing systems to compensate employees equitably for their service;
(3) 
Assisting in the recruitment of persons for County service;
(4) 
Providing for employee welfare;
(5) 
Providing for employee training and development;
(6) 
Providing for resolution of employee grievances; and
(7) 
Monitoring the McLean County Equal Employment Opportunity Resolution.
B. 
For the purpose of this document, a "policy" is the general statement of a County goal. A "procedure" is a specific step for reaching that County goal and can include the use of special forms. This chapter is designed to:
(1) 
Provide a basis for and define the objectives of the personnel program.
(2) 
Assign responsibility for carrying out the principles and practices of the personnel program.
(3) 
Provide recognized authority, consistent with applicable laws and County ordinances, when action is to be taken and to minimize the possibility of unauthorized personnel action.
When used in this chapter, unless the context requires otherwise, the following terms shall have the meanings indicated:
AGE
The chronological age of a person who is at least 40 years old.
DISABILITY
A determinable physical or mental characteristic of a person, including, but not limited to, a determinable physical characteristic which necessitates the person's use of a guide, hearing or support dog, the history of such characteristic, or the perception of such characteristic by the person complained against, which may result from disease, injury, congenital condition of birth or functional disorder and which characteristic for these purposes is unrelated to the person's ability to perform the duties of a particular job or position, and a person's illegal use of drugs or alcohol is not a disability.
GROSS MISCONDUCT
A single incident of a very serious nature, including, but not limited to, insubordination, including refusal or intentional failure to follow any reasonable request given by an employee's supervisor or by an appropriate member of management.
MARITAL STATUS
The legal status of being married, single, separated, divorced or widowed.
MILITARY STATUS
A person's status on active duty in or status as a veteran of the Armed Forces of the United States, status as a current member or veteran of any reserve component of the Armed Forces of the United States, including the United States Army Reserve, United States Marine Corps Reserve, United States Navy Reserve, United States Air Force Reserve, and United States Coast Guard Reserve, or status as a current member or veteran of the Illinois Army National Guard or Illinois Air National Guard.
NATIONAL ORIGIN
The place in which a person or one of his or her ancestors was born.
RELIGION
Includes all aspects of religious observance and practice, as well as belief.
SEX
The status of being male or female.
SEXUAL ORIENTATION
Actual or perceived heterosexuality, homosexuality, bisexuality, or gender-related identity, whether or not traditionally associated with the person's designated sex at birth. Sexual orientation does not include a physical or sexual attraction to a minor by an adult. This definition shall be construed in a manner consistent with the construction placed on 775 ILCS 5/1-103(O-1).
UNFAVORABLE MILITARY DISCHARGE
Includes discharges from the Armed Forces of the United States, their reserve components or any National Guard or Naval Militia which are classified as RE-3 or the equivalent thereof, but does not include those characterized as RE-4 or "dishonorable."
Because of the number of and diversity in County departments, it is expected that internal day-to-day policies may be necessary for efficient and effective operations. Each department head may establish a set of general operating policies for the purpose of handling scheduling matters which are unique to the department concerned and which shall be controlled by the County's personnel policies.
A. 
Departments who wish to establish departmental policies are encouraged to reduce them to written format and submit them to the County Administrator.
B. 
The County Administrator will indicate in writing to the department head whether or not such policies are within the guidelines of the established County policies.
C. 
A copy of such internal policies shall be made available either by written delivery to the employee or by posting in a conspicuous location within the department.
As a matter of policy, McLean County requires employment, training and promotions, and all personnel actions to be based on individual merit and individual capabilities without regard to race, religion, color, national origin, sex, age, or disability. This policy requires full cooperation of all McLean County employees. We choose to follow this policy on the basis of fairness to all individuals rather than on the basis of our legal requirement. McLean County also complies with all applicable federal, state and local laws regarding nondiscriminatory practices. Responsibility for correlation and implementation of the plan and related activities throughout the County has been assigned to the County Administrator.
The McLean County Board recognizes the appointing authority vested, by various statutes, in the elected officers of the County. Nothing in these policies should be construed as avoidance of that authority; however, the appointment should be made from a field of candidates developed under the guidelines of these policies and procedures.
A. 
Specific scope of coverage. All County employment positions not expressly exempted from coverage by these policies and procedures shall be subject to these provisions.
(1) 
All individual elected officers shall comply with applicable provisions of state and federal employment and labor laws.
(2) 
All advisory boards, commissions and committees appointed by the McLean County Board, consultants, advisers, and counsel rendering temporary professional service, and independent contractors are expressly exempted from coverage, except to the extent that state and federal employment and labor laws extend to said individuals.
(3) 
Sheriff's Department personnel are expressly exempted from coverage by these policies and procedures to the extent that rules of the Merit Commission supersede these rules, and bargaining unit members are expressly exempted from coverage by these policies and procedures to the extent that the terms of their respective collective bargaining unit agreements supersede these rules.
[Amended 2-17-2015]
B. 
Exclusion procedure. Upon passage of these policies and procedures by the McLean County Board, elected officers of McLean County are strongly encouraged to submit to the County Administrator's Office a tabulation of the specific areas of conflict and cite the statutory authority which prohibits cooperation with said policies and procedures. Such tabulation will be submitted as a portion of the annual fiscal year budget process.
A. 
The personnel system established by these policies and procedures is administered by the County Administrator, and in full cooperation with all elected and appointed department heads.
B. 
In addition to other duties as set forth in these policies and procedures, the County Administrator shall:
(1) 
Exercise leadership in developing a system of effective personnel administration and employee relations with the County service.
(2) 
Administer the provisions of these policies.
(3) 
Ensure that files are maintained for each employee, including original applications, employment histories, classification, position title, pay rate, and any other data required by the County Board and permitted by law.
A. 
For purposes of salary administration and eligibility for overtime payments and employee benefits, McLean County classifies its employees and other workers as follows:
(1) 
Full-time regular employees: employees hired to work the County's normal, full-time, 37.5- or forty-hour workweek on a regular basis. Such employees may be "exempt" or "nonexempt" as defined below.
(2) 
Part-time regular employees: employees hired to work fewer than 37.5 hours per week on a regular basis. Such employees may be "exempt" or "nonexempt" as defined below.
(3) 
Temporary employees: employees engaged to work full-time or part-time on the County's payroll with the understanding that their employment will be terminated no later than on completion of a specific assignment. (Note that a temporary employee may be offered and may accept a new temporary assignment with the County and thus still retain temporary status.) Such employees may be "exempt" or "nonexempt" as defined below. (Note that employees hired from temporary employment agencies for specific assignments are employees of the respective agency and not of the County.)
(4) 
Nonexempt employees: employees who are required to be paid overtime at the rate of time and 1/2 (i.e., 1 1/2 times) their regular rate of pay for all hours worked beyond 40 paid hours in a workweek, in accordance with applicable federal wage and hour laws.
(5) 
Exempt employees: employees who are not required to be paid overtime, in accordance with applicable federal wage and hour laws, for work performed beyond 40 hours in a workweek. Department heads, elected officials, managers, professional employees and certain employees in administrative positions are typically exempt.
B. 
Employees will be informed of the initial employment classification and of status as an exempt or nonexempt employee during the orientation session. If an employee changes positions during employment with McLean County as a result of a promotion, transfer, or otherwise, the department head will inform the employee of any change in exemption status. Any questions regarding employment classification or exemption status shall be directed to the department head.
A. 
Full-time employees shall work 37 1/2 hours per week (1,950 hours per year), or 40 hours per week (2,080 hours per year), depending upon job function.
B. 
County offices regularly visited by the general public shall customarily be open from 8:00 a.m. to 4:30 p.m., Monday through Friday, subject to operational considerations and statutory authority.
C. 
Variable work schedules are acceptable in appropriate situations with supervisory approval.
Department heads shall be provided by the County Administrator with complete copies of all policies and procedures and changes thereto. They shall also be responsible for maintaining a complete and current set of the policies and procedures, and for bringing these policies and procedures to the attention of all employees in their departments. A simplified handbook summarizing these policies and procedures shall be disseminated to all employees upon publication and to all new employees on hire.