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:
The chronological age of a person who is at least 40 years
old.
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.
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.
The legal status of being married, single, separated, divorced
or widowed.
An increase to an employee's hourly salary based on criteria
established by the County (or AOIC) in the performance evaluation,
which measures an employee's performance.
[Added 1-11-2024]
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.
The place in which individuals or their ancestors are born.
[Amended 1-11-2024]
An established range of compensation based on target markets
and positions with work requiring similar knowledge, skill and ability.
These are the levels to which all job titles are classified, establishing
a minimum and maximum rate for the position.
[Added 1-11-2024]
An annual review of an employee's performance conducted by
the employee's supervisor or department head. Performance evaluations
must be completed using an evaluation form provided by or approved
by County Administration or the AOIC.
[Added 1-11-2024]
A change to an employee's job title or department where the
new position is classified at a higher pay grade. This may impact
the employee's benefit date.
[Added 1-11-2024]
An employee who has previously been employed by the County
in a full-time or benefit eligible part-time employment status.
[Added 1-11-2024]
Any person who has a relation by blood or marriage within
the third degree with our employee. "Relative" also includes people
who live together in a domestic partnership or children who were adopted.
[Added 1-11-2024]
Includes all aspects of religious observance and practice,
as well as belief.
The span between the minimum rate and maximum rate in the
pay grade.
[Added 1-11-2024]
The percentage of the pay grade at which the salary is set.
[Added 1-11-2024]
The status of being male or female.
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).
A change to an employee's job title or department where the
new position is at the same pay grade and salary range placement.
[Added 1-11-2024]
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 must keep
an up-to-date copy on file in the County Administrator's office.
[Amended 1-11-2024]
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.
D.
Internal
departmental policies must be reviewed by departmental leadership
at least every 12 months. Any amendments must be submitted to County
Administration in accordance with this section.
[Added 1-11-2024]
[Amended 1-11-2024]
As a matter of policy, McLean County requires all terms and
conditions of employment and all personnel actions to be based on
individual merit and individual capabilities without regard to race,
religion, color, national origin, sex, age, disability status, genetics,
protected veteran status, sexual orientation, gender identity or expression.
This policy applies to all terms and conditions of employment, including
recruiting, hiring, placement, promotion, termination, layoff, recall,
transfer, leaves of absence, compensation and training, and 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)
Permanent full-time 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.
[Amended 1-11-2024]
(2)
Permanent part-time 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.
[Amended 1-11-2024]
(3)
Temporary full-time employees: employees engaged to work full-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.)
[Amended 1-11-2024]
(4)
Temporary
part-time employees: employees engaged to work 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.)
[Added 1-11-2024[1]]
[1]
Editor's Note: This ordinance also provided for the redesignation
of former Subsection A(4) and (5) as Subsection A(5) and (6), respectively.
(5)
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.
(6)
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 or HR Department.
[Amended 1-11-2024]
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.
[Amended 1-11-2024]
The County Administrator will maintain complete copies of all
policies and procedures and changes thereto. Department heads 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 during the
onboarding process and as appropriate thereafter. The complete policies
and procedures and changes thereto will be published to the County
intranet and available to all employees.
