VOLUSIA COUNTY IS AN EQUAL
VOLUSIA COUNTYIS AN EQUALOPPORTUNITY EMPLOYERPersonnel DivisionRevised January 2007
Employee HandbookVOLUSIA COUNTY GOVERNMENTPERSONNEL DIVISION230 North Woodland, Suite 262, DeLand, FL 32720Phone Numbers:DeLandDaytona BeachNew Smyrna BeachFax Number:736-5951257-6029423-3300740-5149Internet Address:http://volusia.orgIntranet Address: Employee News Network (ENN) http://enn.co.volusia.fl.usJob Line:DeLandDaytona BeachNew Smyrna Beach736-5921254-4607423-3319Wellness Centers:123 W. Indiana Avenue, DeLand – 2nd Floor250 N. Beach Street, Daytona BeachFire Services Training Center – 3889 Tiger Bay Road, Daytona Beach OpenCompetitive job announcements and employment applications are available at all VolusiaCounty Libraries, Personnel, ENN, Internet, and by request.Promotional announcements are posted on Department/Division bulletin boards, ENN(Personnel’s webpage) or in the Personnel Division.The following documents, and more, are available for review on the County’s ENN (intranet)and/or “O” drive (O:\common\personel\instruct\manuals):Merit System Rules & RegulationsCompensation ManualClassification SpecificationDisciplinary ManualAffirmative Action PlanPerformance Evaluation FormsTransfer/Promotion Request Forms
Employee HandbookTABLE OF CONTENTSPURPOSE OF THE HANDBOOK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .1VOLUSIA COUNTY GOVERNMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2WELCOME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2ESTABLISHMENT OF COUNTY GOVERNMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2ORGANIZATION OF COUNTY GOVERNMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2WORK FORCE DIVERSITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .2MERIT SYSTEM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3COLLECTIVE BARGAINING AGREEMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3PUBLIC INFORMATION POLICY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .3USE OF COUNTY INFORMATION SYSTEMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .4EMPLOYEE NEWS NETWORK (ENN) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .5YOUR EMPLOYMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6EQUAL EMPLOYMENT OPPORTUNITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6YOUR SUPERVISOR . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6DRUG-FREE WORK PLACE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .6MEDICAL EXAM/LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7WORKPLACE SAFETY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7WORKPLACE VIOLENCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .7REPORTING OF POTENTIAL WORKPLACE VIOLENCE . . . . . . . . . . . . . . . . . . . . . . . . . .7TYPES OF APPOINTMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8PROBATIONARY PERIOD . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .8PERFORMANCE EVALUATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9REASONS FOR DISCIPLINARY ACTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .9TYPES OF DISCIPLINARY ACTION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .10GRANT PROGRAMS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11REDUCTION IN FORCE (LAYOFF) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11EMPLOYEE IDENTIFICATION CARDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .11YOUR PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12OVERTIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12RECEIVING YOUR PAYCHECK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12PAYROLL DEDUCTIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12MERIT PAY INCREASES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .12YOUR WORK TIME . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13ATTENDANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13OTHER ASSIGNMENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13EMERGENCY DISASTER EMPLOYMENT POLICY . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13YOUR TIME OFF . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15UNAUTHORIZED LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15BEREAVEMENT LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15MILITARY LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15CIVIL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .15EDUCATIONAL LEAVE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16LEAVE OF ABSENCE WITHOUT PAY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .16ANNUAL LEAVE - NON-EXEMPT (HOURLY) EMPLOYEES . . . . . . . . . . . . . . . . . . . . . .16SICK LEAVE - NON-EXEMPT (HOURLY) EMPLOYEES . . . . . . . . . . . . . . . . . . . . . . . . . .17SICK LEAVE PAY OFF - NON-EXEMPT (HOURLY) EMPLOYEES . . . . . . . . . . . . . . . . . .17WELL DAY- NON-EXEMPT (HOURLY) EMPLOYEES . . . . . . . . . . . . . . . . . . . . . . . . . . . .18PERSONAL LEAVE - NON-EXEMPT (HOURLY) EMPLOYEES. . . . . . . . . . . . . . . . . . . . .18PERSONAL LEAVE - EXEMPT (SALARIED) EMPLOYEES . . . . . . . . . . . . . . . . . . . . . . .21i
MAJOR FRINGE BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23HOLIDAYS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .23FLEXIBLE BENEFITS PLAN AND SPENDING ACCOUNTS . . . . . . . . . . . . . . . . . . . . . . .23HEALTH COVERAGE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24LIFE INSURANCE AND ACCIDENTAL DEATH/DISMEMBERMENT . . . . . . . . . . . . . . . .24LONG TERM DISABILITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24WORKER'S COMPENSATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .24EMPLOYEE ASSISTANCE PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25HEALTH AND WELLNESS PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25PARTIAL TUITION REFUND PROGRAM . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25RETIREMENT PLAN . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .26OPTIONAL EMPLOYEE BENEFITS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27DEFERRED COMPENSATION PLAN - 457 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27VISION CARE, DENTAL, CANCER AND TERM LIFE INSURANCE . . . . . . . . . . . . . . . .27SHORT TERM DISABILITY INSURANCE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27SAVINGS BONDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27CREDIT UNIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .27EMPLOYEE PERSONAL COMPUTER PURCHASE PROGRAM . . . . . . . . . . . . . . . . . . . .28CHANGING JOBS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .29PROMOTIONS AND TRANSFERS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .29YOUR OBLIGATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30REPORTING ABSENCE FROM WORK . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30CODE OF CONDUCT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30GIFTS AND GRATUITIES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .30OTHER EMPLOYMENT (“MOONLIGHTING”) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .31EMPLOYMENT OF RELATIVES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .31SOLICITATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .31PERSONAL USE OF COUNTY PROPERTY PROHIBITED . . . . . . . . . . . . . . . . . . . . . . . . .31PERSONAL BUSINESS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .31PERSONNEL RECORDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .31SMOKE FREE WORKPLACE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .32INJURIES AND ACCIDENTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .32YOUR RIGHTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33NO HARASSMENT POLICY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33EQUAL EMPLOYMENT OPPORTUNITY AND SEXUAL HARASSMENT . . . . . . . . . . . .33FAMILY MEDICAL LEAVE ACT (FMLA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .34COBRA . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .36HEALTH INSURANCE PORTABILITY AND ASSURANCE ACT (HIPAA) . . . . . . . . . . . .37AMERICANS WITH DISABILITIES ACT (ADA) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37COMPLAINTS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37GRIEVANCES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37APPEALS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .38ANTI-RETALIATION POLICY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .38POLITICAL ACTIVITY . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39COMPLIANCE WITH APPLICABLE LAWS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .39PERSONNEL DIVISION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .40EMPLOYEE DEVELOPMENT AND TRAINING . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .40CHANGES IN PERSONNEL RECORDS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .40LEAVING COUNTY EMPLOYMENT . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41RESIGNATION . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41EXIT INTERVIEWS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41ii
PURPOSE OF THE HANDBOOKThis Handbook has been assembled to give you important information aboutthe County, your job and benefits. The contents constitute only a summaryof the employment benefits, personnel policies and employment rules in effectat the time of publication. Although the County intends that the benefits,policies and regulations outlined in the Handbook will generally remain ineffect, it reserves the right at any time, with or without advance notice, toamend, curtail or terminate completely, employee benefits offered or tootherwise revise the policies and procedures outlined in this Handbook.Because facts and circumstances may differ in any particular case, theCounty reserves the right to make all management decisions as it deemsnecessary to best serve the organization.1
VOLUSIA COUNTY GOVERNMENTWELCOMEWe wish you every success in your job and sincerely hope that you make your employmentwith the County of Volusia a long and rewarding career.The future of all our jobs depends upon the skill, care, and effort each of us puts into our workevery day. We are counting on you to do your very best!ESTABLISHMENT OF COUNTY GOVERNMENTIn 1854, the State of Florida established the political subdivision called the County of Volusia.As a unit of government, the County's powers were specifically defined and limited by theState. Many laws which citizens wanted could not be passed by the County - they had to bepassed by the State.In 1970, the voters of the County of Volusia adopted a charter which gave home rule powersto County Government to carry out the expanded responsibilities. Under this plan, sevenelected Council members hire a full-time professional manager who carries out Councilpolicies and oversees day-to-day County operations.Many of the policies established by the County Council directly affect you as a Countyemployee. The most important ones are the Merit System, the Classification Plan and theCompensation Plan. These policy statements form the basis of personnel administrationwithin County Government.ORGANIZATION OF COUNTY GOVERNMENTThe Administrative Code is a Council-passed policy, which directs how the County of Volusiawill be structured.WORK FORCE DIVERSITYEquitably managing a diverse workforce is at the heart of equal opportunity. Valuing diversity isthe basis for a policy of inclusion. Diversity is recognizing and respecting the multitude ofdifferences which employees bring to the workplace. Diversity complements organizationalvalues that stress teamwork, leadership, empowerment, and quality service. The Countysupports diversity by striving to maintain an environment in which the entire workforce valuesdifferences and take steps to ensure that everyone knows they are welcome.2
MERIT SYSTEMMost of your conditions of employment are established by the Merit System. This includespay, probationary period, attendance, holidays, leave, transfers, promotions, disciplinaryactions, grievance procedures, adverse actions (including terminations), and rights of appeal.The Merit System's purpose is to ensure that all personnel decisions are made on the basis ofqualifications and ability to do assigned work.The principles of equality of opportunity are addressed in the Merit System to assure thatdecisions are made without regard to color, religion, creed, national origin, politicalaffiliations, sex, age or handicap.The Merit System also deals with the Position Classification Plan and the CompensationPlan. The Position Classification Plan groups the various positions into classes withappropriate titles, descriptions of duties and responsibilities, types of work performed andminimum qualifications. The job which you have been hired to perform has been assigned aclass title, such as Equipment Operator I or Office Assistant III.The Compensation Plan is intended to provide all employees with fair and competitive payand to provide a uniform system of payment. It consists of salary/wage schedules showing payranges including the minimum and maximum rates of pay and the assignment of eachclassification to a pay range.To remain competitive, the Compensation Plan is reviewed annually and revised periodicallybased on information gathered from a wage and salary survey in which a sampling of Countyjobs are compared with similar positions in surrounding communities. The County Councilmust approve all changes to this plan.COLLECTIVE BARGAINING AGREEMENTSCertain classifications are represented by elected unions and are covered by collectivebargaining agreements. Terms and conditions of employment including wages are subject tothe provisions of the respective agreement.PUBLIC INFORMATION POLICYEmergency or Controversial Information or Policy MattersAll Volusia County Government employees as citizens are free to communicate with the newsmedia; however, if an employee identifies him/herself as a Volusia County Governmentemployee, then the employee is presumed to be speaking on behalf of Volusia CountyGovernment and in an official capacity. As such, the employee is subject to the provisionsoutlined here and by their Department. Information of an emergency or controversial natureshall be reported immediately to the County Manager’s Office, the appropriate DepartmentDirector and the Community Information Director. Community Information will coordinatethe release of information. In all such cases, all statements and releases to the news mediawill be issued by the County Manager, Deputy County Manager, Department Director, LegalDepartment or Community Information Director. Explanations of County policy matters shallbe provided only by the County Manager, Deputy County Manager, County Attorney and3
Assistant County Attorneys, Department Directors, Division Directors or CommunityInformation staff. This includes, but is not limited to, information relating to potential oractual lawsuits and other legal matters, accidents involving serious bodily injury or death, anemployee grievance, wrongdoing by a County employee, a natural or manmade disaster orserious breaches of County performance.Non-Emergency or RoutineFor general information involving verified, non-controversial, non-policy matters,Department/Division/Activity Directors may conduct interviews or provide informationdirectly to the news media or other persons, in accordance with a policy established by eachDepartment Director.News ReleasesWith the exception of law enforcement and public safety information and obvious emergencysituations, all news releases from Volusia County Government shall be prepared and issued byCommunity Information. All news releases will be verified for accuracy with the DepartmentDirector, Division Director, Activity Director or others directly affected before dissemination tothe public. All news releases issued by the County will be considered of generalimportance and as such all news media will be treated equitably. There may be cases where itis not feasible or necessary to issue news releases to every news agency in the area ofgeneral Volusia County concern. Copies of news releases shall be posted in the news mediabox, Community Information file and on the Internet home page. News releases may bedistributed in person, by mail, facsimile or other electronic means.News ConferencesNews conferences will be established onl
VOLUSIA COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER Personnel Division Revised January 2007. Employee Handbook VOLUSIA COUNTY GOVERNMENT PERSONNEL DIVISION 230 North Woodland, Suite 262, DeLand, FL 32720 Phone Numbers: File Size: 456KB
Volusia Blue Spring Basin Management Action Plan, June 2018 Page 11 of 88 Nitrogen Source Identification, Required Reductions, and Options to Achieve Reductions DEP adopted nutrient total maximum daily loads (TMDLs) for Volusia Blue Spring and Volusia Blue Spring Run in 2014. The TMDLs established a monthly average nitrate target of 0.35
County Council of Volusia County, Florida AGENDA August 17, 2017 Page 4 of 15 PUBLIC PARTICIPATION - 9:30 a.m. The Volusia County Council welcomes your involvement and is interested in hearing your comments. Please complete a public participation slip and indicate in the subject line the issu
Volusia County School District dd m art in@vo l us.k12 f Volusia County School Social Services: Data and Organizational . Ensure that identified homeless students have equal access to public education and appropriate services . 5 Access and Equity – continued Encourage, monitor, a
County Council of Volusia County, Florida AGENDA December 03, 2015 Please note temporary change in location of meeting. Revised November 30, 2015 Page 3 of 15 PUBLIC PARTICIPATION - 8:30 a.m The Volusia C
2020 Florida Youth Substance Abuse Survey - Volusia County Report 3 Table 1. Major demographic characteristics of surveyed Volusia County and Florida Statewide youth, 2020 Volusia County Florida Statewide N % N % Sex Female 538 48.
the Sponsor to the School for the maintenance and operation of a Florida public charter school in Volusia County, Florida, to be known as the “Ivy Hawn Charter School of the Arts”. The School is a unit of the School District of Volusia County, Florida, an
findings, Volusia County youth are still reporting drug use and delinquent behavior that will negatively affect their lives and our society. The FYSAS data will enable Volusia County’s planners to learn which risk and protective factors to target f
American Revolution, students are exposed to academic, domain-specific vocabulary and the names and brief descriptions of key events. Lesson 2 is a simulation in which the “Royal Tax Commissioners” stamp all papers written by students and force them to pay a “tax” or imprisonment.
