HROrdinance 2016 i
HARNETT COUNTY
PERSONNEL
ORDINANCE
Effective: January 1, 2016
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Contents
ARTICLE I. ORGANIZATION OF THE PERSONNEL SYSTEM ................................................ 1
Section 1. Purpose ................................................................................................................................ 1
Section 2. Coverage .............................................................................................................................. 1
Section 3. Definitions (Listed Alphabetically) ........................................................................................ 2
Section 4. Merit Principle....................................................................................................................... 7
Section 5. Responsibilities of the Board of Commissioners .................................................................. 7
Section 6. Responsibilities of the County Manager ............................................................................... 8
Section 7. Responsibilities of the Human Resources Director .............................................................. 9
ARTICLE II. SALARY GRADING SYSTEM ............................................................................... 9
Section 1. Adoption ............................................................................................................................... 9
Section 2. Allocation of Positions .......................................................................................................... 9
Section 3. Administration of the Salary Grading System ....................................................................... 9
Section 4. Amendment of the Salary Grading System .......................................................................... 9
ARTICLE III. THE PAY PLAN .................................................................................................. 10
Section 1. Adoption ............................................................................................................................. 10
Section 2. Purpose of the Pay Plan..................................................................................................... 10
Section 3. Maintenance of the Pay Plan ............................................................................................. 10
Section 4. Use of Salary Ranges ........................................................................................................ 10
Section 5. Payment at a Listed Rate ................................................................................................... 10
Section 6. The Performance Pay Plan ................................................................................................ 10
Section 7. Work Against Status ........................................................................................................... 12
Section 8. Promotions, Demotions, Transfers, Reclassifications, & Revisions .................................. 13
Section 9. Cost of Living Adjustments ................................................................................................. 14
Section 10. Certifications and Degrees ............................................................................................... 14
Section 11. Overtime / Compensatory Time ....................................................................................... 16
Section 12. Time Sheets ..................................................................................................................... 17
Section 13. Other Forms of Time ........................................................................................................ 17
Section 14. Call Back Pay ................................................................................................................... 18
Section 15. Payroll Deductions ........................................................................................................... 18
Section 16. Longevity Pay ................................................................................................................... 18
Section 17. Overpayment, Underpayment, or Lack of Compensation ............................................... 18
Section 18. Emergency Operations Compensation ............................................................................ 20
ARTICLE IV. RECRUITMENT AND EMPLOYMENT .............................................................. 21
Section 1. Statement of Equal Employment Opportunity Policy (“EEO”) ............................................ 21
Section 2. Implementation of EEO Policy ............................................................................................ 22
Section 3. Recruitment & Advertisement ............................................................................................. 22
Section 4. Submitting Applications for Employment ............................................................................ 2 2
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Section 5. Qualification Standards ...................................................................................................... 23
Section 6. Selection ............................................................................................................................ 23
Section 7. Appointments ..................................................................................................................... 23
Section 8. Probationary Period of Employment ................................................................................... 24
Section 9. Promotion ........................................................................................................................... 24
Section 10. Involuntary Demotion ....................................................................................................... 25
Section 11. Voluntary Demotion .......................................................................................................... 25
Section 12. Transfer ............................................................................................................................ 25
Section 13. Employment of Convicted Felons ..................................................................................... 26
Section 14. Driving Record Verification ............................................................................................... 26
Section 15. Veterans Preference ........................................................................................................ 26
ARTICLE V. CONDITIONS OF EMPLOYMENT ..................................................................... 26
Section 1. Attendance ......................................................................................................................... 26
Section 2. Work Week ......................................................................................................................... 27
Section 3. Gifts and Favors ................................................................................................................. 27
Section 4. Restrictions on Political Activity .......................................................................................... 27
Section 5. Outside Employment Policy ............................................................................................... 28
Section 6. The Employment of Relatives ............................................................................................ 29
Section 7. Unlawful Harassment Policy ............................................................................................... 29
Section 8. Drug-Free Work Place Policy ............................................................................................. 31
Section 9. Internet Access Policy ........................................................................................................ 32
Section 10. Cell Phone Use Policy ...................................................................................................... 32
Section 11. Emergency Operations ..................................................................................................... 33
Section 12. Performance Evaluations ................................................................................................. 33
ARTICLE VI. LEAVES OF ABSENCE .................................................................................... 34
Section 1. Introduction......................................................................................................................... 34
Section 2. Holidays ............................................................................................................................. 34
Section 3. Vacation Leave .................................................................................................................. 36
Section 4. Sick Leave .......................................................................................................................... 38
Section 5. Petty Leave ........................................................................................................................ 39
Section 6. Bereavement Leave ........................................................................................................... 40
Section 7. Leave Without Pay ............................................................................................................. 40
Section 8. Shared Leave Policy .......................................................................................................... 41
Section 9. Workers’ Compensation Leave .......................................................................................... 44
Section 10. Military Leave ................................................................................................................... 46
Section 11. Civil Leave ........................................................................................................................ 46
Section 12. Educational Leave ............................................................................................................ 47
Section 13. Family and Medical Leave................................................................................................ 47
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Section 14. Adverse Weather Policy (Administrative Leave) .............................................................. 53
Section 15. Volunteer Leave ............................................................................................................... 55
Section 16. Parent Involvement Leave ................................................................................................ 56
ARTICLE VII. EMPLOYEE BENEFITS ................................................................................... 56
Section 1. Insurance Benefits .............................................................................................................. 56
Section 2. Unemployment Compensation ........................................................................................... 59
Section 3. Social Security ................................................................................................................... 60
Section 4. Local Governmental Employees’ Retirement System (“LGERS”) ...................................... 60
Section 5. Death Benefits under LGERS ........................................................................................... 63
Section 6. Life Insurance & Accidental Death and Dismemberment (“ADD”) ..................................... 63
Section 7. Law Enforcement Officers’ Separation Allowance ............................................................. 63
Section 8. Supplemental Retirement Income Plan .............................................................................. 63
Section 9. Direct Deposit .................................................................................................................... 64
ARTICLE VIII. SEPARATIONS, DEPARTURES, & REINSTATEMENTS .............................. 64
Section 1. Types of Separations & Departures ................................................................................... 64
Section 2. Reinstatements ................................................................................................................. 66
ARTICLE IX. DISCIPLINARY ACTION POLICY ..................................................................... 66
Section 1. Policy Coverage ................................................................................................................. 66
Section 2. Disciplinary Actions ............................................................................................................ 67
Section 3. Responsibilities of the County Manager ............................................................................. 67
Section 4. Responsibilities of Department Heads, Supervisors and Assistant County Managers ...... 67
Section 5. Review of Disciplinary Documents ..................................................................................... 67
Section 7. Reasons for Discipline........................................................................................................ 67
Section 6. Adverse Action Conferences ..................................................................................................... 69
ARTICLE X. GRIEVANCE & APPEAL POLICY ...................................................................... 70
Section 1. Purpose ............................................................................................................................. 70
Section 2. Covered Employees ........................................................................................................... 70
Section 3. Grievance Defined.............................................................................................................. 70
Section 4. Grievance Procedures ........................................................................................................ 71
Section 5. Grievance Records ............................................................................................................. 72
Section 6. Other Remedies ................................................................................................................. 72
ARTICLE XI. WHISTLEBLOWER POLICY .............................................................................. 72
Section 1. Purpose .............................................................................................................................. 72
Section 2. Scope of Policy................................................................................................................... 73
Section 3. Reportable Actions ............................................................................................................. 73
Section 4. Whistleblower Defined ........................................................................................................ 73
Section 5. Retaliation .......................................................................................................................... 73
Section 6. Responsibilities & Reporting Procedures ........................................................................... 7 4
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Section 7. Investigative Procedures .................................................................................................... 74
Section 8. Violation ............................................................................................................................. 75
Section 9. Media Issues ...................................................................................................................... 75
Section 10. Sanctions.......................................................................................................................... 75
ARTICLE XII. PERSONNEL RECORDS ................................................................................. 76
Section 1. Personnel Record Retention & Storage ............................................................................. 76
Section 2. Updating Personnel Records ............................................................................................. 76
Section 3. Public Access to Personnel Records ................................................................................. 76
Section 4. Remedies of Employees Objecting to Material in File ........................................................ 77
Section 5. Destruction or Removal of Records ................................................................................... 77
ARTICLE XIII. IMPLEMENTATION OF POLICY ..................................................................... 77
Section 1. Conflicting Policies Repealed ............................................................................................. 77
Section 2. Severability ........................................................................................................................ 77
Section 3. Policy Violations ................................................................................................................. 78
Section 4. Effective Date ..................................................................................................................... 78
APPENDICES .......................................................................................................................... 78
APPENDIX A: ARTICLE IV FORMS ........................................................................................ 79
Driver Disclosure Form ........................................................................................................................ 79
APPENDIX B: ARTICLE V FORMS ......................................................................................... 80
Outside Employment Request Form ................................................................................................... 80
Workplace Violence Prevention Policy ................................................................................................ 81
Workplace Violence Incident Report .................................................................................................... 85
Unlawful Workplace Harassment Form ............................................................................................... 87
Drug & Alcohol Testing Policy ............................................................................................................. 89
Personal Cell Phone Use Employee Reimbursement Form ............................................................. 100
APPENDIX C: ARTICLE VI FORMS ...................................................................................... 101
Leave Without Pay Form ................................................................................................................... 101
Application to Receive Shared Leave ............................................................................................... 102
Workers Compensation Leave Form and Employee Injury Report ....................................................... 104
Educational Leave Request Form ..................................................................................................... 106
FMLA Leave Request Form .................................................................. Error! Bookmark not defined.
APPENDIX D: ARTICLE VII FORMS ..................................................................................... 110
Direct Deposit Form .......................................................................................................................... 110
Disciplinary Action Report ................................................................................................................. 111
APPENDIX E: MISCELLANEOUS FORMS ........................................................................... 113
Employee Information Form .............................................................................................................. 113
New Employee Policies Form ........................................................................................................... 114
Comprehensive Information Release Form ....................................................................................... 120
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The Harnett County Motto
Strong Roots. New Growth.
The Harnett County Mission Statement & Vision
It is the mission of Harnett County Government, led and supported by its County Manager,
Board of Commissioners, and all of its employees, to ensure the continued prosperity, well-
being, physical quality, and economic growth of this County through service to its residents,
businesses, and industries by providing the necessary and essential services that will produce
a community that is safe, healthy, convenient, pleasant, and full of educational and economic
opportunities.
By committing itself to this mission, Harnett County Government hopes to make this County a
place where people are self-sufficient, enrich the lives of one another, respect the
environment, appreciate their heritage, participate in government, and plan for a better
tomorrow. With the help and participation of all Harnett County employees and citizens, this
hope and vision will become a reality and Harnett County will be a great place to live, work,
learn, and play for generations to come.
Harnett County Values
The values of Harnett County are as follows:
Fiscal and Personal Responsibility: Harnett County government will practice fiscal and
personal responsibility in order to provide sound and frugal leadership that will maintain
the funds and avoid unnecessary spending.
Ethical Behavior: Harnett County government will at all times be ethical in its behavior to
maintain the public trust and to preserve integrity internally and with County citizens.
Openness and Approachability: Harnett County government will remain an open and
approachable body to any Harnett County citizen who wishes to express his or her
thoughts, concerns, or suggestions.
Conservation and Preservation: Harnett County government will continue to conserve
and preserve any County resources or historical landmarks.
History & Heritage: Harnett County government will do everything in its power to ensure
that the rich history and heritage of Harnett County is not lost.
Harnett County Goals
The goals of Harnett County are as follows:
To ensure the continued prosperity, well-being, physical quality, and economic growth
of Harnett County.
To provide quality services in a cost-effective manner to all Harnett County citizens.
To cultivate and produce a community that is safe, healthy, convenient, pleasant, and
full of educational and economic opportunities.
To enhance the County’s overall communication and innovation.
To be pro-active in planning for change and overall County growth.
To encourage and foster problem prevention strategies.
To address and meet head on the future population growth and diversity of the County.
To preserve the long-standing heritage of Harnett County and continue its tradition.
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ARTICLE I. ORGANIZATION OF THE PERSONNEL SYSTEM
Section 1. Purpose
The purpose of this policy is to establish a personnel system which will promote a fair
and effective means to recruit, select, develop, and maintain an effective and
responsible work force, and provide the means for removal of unsatisfactory
employees. This policy is established under the authority of North Carolina General
Statute (“NCGS”) §153A-5 and §126.
Section 2. Coverage
This policy will cover all Harnett County employees excepting the following:
A. The Harnett County Board of Commissioners (“BOC”), who are, however, subject
to the following:
1. Article III, Section 16
2. Article VII, Sections 1 and 9
3. Article XII
4. Article XI
5. Article XIV
B. The County Manager, who is, however, subject to the following:
1. Article I
2. Article V
3. Article VI
4. Article VII
5. Article XI
6. Article XII
7. Article XIV
C. The Sheriff and Register of Deeds, who are, however, subject to the following:
1. Article I
2. Article II
3. Article III
4. Article VI
5. Article VII
6. Article XII
7. Article XIV
D. Employees of the North Carolina Agriculture Extension Service, who are,
however, subject to the following:
1. Article V
2. Article VI, Sections 2, 8, 9, 12, and 13
3. Article XII
4. Article XIV
E. The Director of Elections, who is, however, subject to the following:
1. Article I
2. Article II
3. Article III
4. Article IV, Sections 1-5
5. Article V
6. Article VI
7. Article VII
8. Article XII
9. Article XIV
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F. Employees and members of the Harnett County Board of Education
This policy will cover all Harnett County employees, however:
A. Employees of the Register of Deeds and Sheriff’s Office are exempt from Article
IX and Article X.
B. Employees of the Social Services Department are exempt from Article X.
C. Employees governed by the North Carolina State Personnel Act are exempt from
Article II.
D. The Tax Administrator position is exempt from Articles VIII, IX and X. All other
articles are applicable to this position.
Section 3. Definitions (Listed Alphabetically)
The following definitions shall be applied to the entirety of this policy wherever such
words are used. The definitions found below shall be binding on all Harnett County
employees without exception.
Adverse Action: Any disciplinary action taken by Harnett County which directly results in
an employee’s suspension (not including investigatory suspension), involuntary
demotion, dismissal, involuntary resignation, or termination.
Adverse Weather: Any weather condition that adversely impacts an employee’s
commute to and from work or adversely impacts the County’s ability to continue normal
operations.
Anniversary Date: An employee’s original date of employment with the County.
Appointing Authority: Any individual or board who has the responsibility to assign or
place a person into a position.
Covered Active Duty: For members of the Regular Armed Forces this term means, duty
during deployment of the member with the Armed Forces. For members of the Armed
Forces Reserve this terms means, duty during deployment of the member with the
Armed Forces to a foreign country under a call or order to active duty in support of a
contingency operation.
Class: Positions or groups of positions having similar duties and responsibilities
requiring similar qualifications, which can be properly designated by one title indicative
of the nature of work performed, and which carry the same salary range.
Cost of Living Increase: An annual adjustment to all pay ranges that may be made by
the BOC. Such an adjustment would become effective on July 1 of each year.
Daughter: A biological, adopted, or foster child, a stepchild, a legal ward, or a child of a
person standing in loco parentis, who is either under age 18, or age 18 or older and
incapable of self-care because of a mental or physical disability. The onset of a
disability may occur at any age for purposes of this policy.
Death: The permanent ending of vital processes of any County employee.
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Disability: Any physical or mental condition that limits movement, senses, or activities to
such a degree that the employee is unable to complete his essential job duties and is
considered temporarily or permanently disabled.
Disciplinary Action: Any corrective measure taken by the County to improve or address
an employee’s job performance, personal conduct, or other behavior that is
unsatisfactory or contrary to the mission and policies of Harnett County.
Dismissal: The act of Harnett County permanently removing an employee from service
because the employee’s current job performance, personal conduct, or other behavior is
unsatisfactory or contrary to the mission and policies of Harnett County. This word shall
be considered as a synonym for an involuntarily resignation or a termination.
Employee:
A. Full-Time Employee:
1. Permanent: A person appointed to a particular position, designated as
full-time by the BOC, to perform duties and responsibilities required on a
continuous and probably annually recurring basis. Such an employee’s
average work week will total 40 hours. Such an employee will have
completed a probationary period to the satisfaction of the Supervisor or
Department head and is entitled to all appeal rights and benefits afforded
to them under this policy proportionate with the number of hours worked.
2. Limited Service: Any employee whose service is intended to be of limited
duration but who work a normal workweek, not to exceed 12 months or in
the case of a grant, the grant period. This definition excludes individuals
supplied under contract by an outside agency. Such an employee is
ineligible for any County benefits except holiday leave and retains no
appeal rights under this policy, but may have those employee benefits
mandated by federal or state law.
B. Part-Time Employee:
1. Permanent: Any employee who is appointed to a particular position for
which the average work schedule is less than 29 hours per week or not
more than 129 hours per month. Such an employee is ineligible for any
County benefits (including no health benefits nor holiday pay) and retains
no appeal rights under this policy, but may have those employee benefits
mandated by federal or state law.
2. Limited Service: Any employee who is appointed to a particular position
and whose service is intended to be of limited duration and who work less
than the normal workweek. Paid interns who are employed for a limited
duration fall under this category. Such an employee is ineligible for any
County benefits (including no health benefits nor holiday pay) and retains
no appeal rights under this policy, but may have those employee benefits
mandated by federal or state law.
C. Probationary Employee: A person appointed to a particular position, designated
as full-time by the BOC, to perform duties and responsibilities required on a
continuous and probably annually recurring basis who has not completed the
probationary period. Such employees do not have appeal rights.
Essential Personnel: Employees who are required to work during adverse weather
because they have been designated by a Department Head or County Manager.
Essential Operations: Services that have been determined to be essential by the
County Manager and therefore, shall be continued during adverse weather.
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Grievance: A specific, formal notice of a full-time permanent County employee’s
dissatisfaction based upon an event or condition which affects the circumstances under
which an employee works expressed through the appropriate grievance procedures.
The particular dissatisfaction complained of should be reasonable to the average
person and may not be frivolous, but may include: (1) any acts of discrimination against
an employee because of age, sex, race, religion, color, national origin, visible or
nonvisible handicaps, or pregnancy; (2) any adverse action executed under the
Disciplinary Action Policy addressed in Article XI; (3) have been separated from
employment due to a reduction in force or disability addressed in Article VIII; or (4) any
unfair application, misinterpretation, or lack of established County policy.
Hiring Rate: The initial salary or hourly rate paid an employee when hired into the
county’s service. This is normally the first step in the employee’s salary range.
Immediate Family: This term includes the following familial relationships: wife, husband,
mother, father, brother, sister, daughter, son, grandmother, grandfather, grandson,
granddaughter, aunts, and uncles. Included within this term are the step-, half-, in-law,
and in loco parentis relationships. Those individuals living within the same household
may also fall within the confines of this term.
In Loco Parentis: Federal law defines in loco parentis as including those with day-to-day
responsibilities to care for or financially support a child. Employees who have no
biological or legal relationships with a child may, nonetheless, stand in loco parentis to
the child and are entitled to some federal leave benefits, however, those employees
seeking to claim such federal leave benefits may be asked to prove their status.
Incomplete: A form, certification, or other important document to be delivered to the
County will be considered incomplete if one or more of the applicable entries on the
form, certification, or document have not been completed.
Insufficient: A form, certification, or other important document to be delivered to the
County will be considered insufficient if the information provided is vague, unclear, or
non-responsive. Failure to sign a form, certification, or document will also result in it
being considered insufficient.
Investigatory Suspension: The act of Harnett County temporarily removing an employee
from his or her service to the County with pay in order to provide the County with more
time to thoroughly investigate a situation or to provide more time for a Department Head
or the County Manager to reach a decision concerning an employee’s status.
Involuntary Demotion: The act of Harnett County reassigning an employee to a position
or classification having a lower salary range than the employee’s current position or
classification because the employee’s current job performance, personal conduct, or
other behavior is unsatisfactory or contrary to the mission and policies of Harnett
County.
Involuntary Resignation: The act of Harnett County forcing an employee to involuntarily
resign from his or her position due to the employee’s current job performance, personal
conduct, or other behavior that is unsatisfactory or contrary to the mission and policies
of Harnett County. This word shall be considered as a synonym for a dismissal or
termination.
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Irregular Work Schedule Employee: Any employee who, on a regular, rotating, or
intermittent basis, works an evening or night who maintains a work schedule beyond the
day shift or any employee who works a day shift whose work schedule is subject to
change on a regular, rotating, or intermittent basis.
Job Rate: The median salary or hourly rate an employee may receive when hired,
promoted, or receiving a raise.
Maximum Salary Rate: The maximum salary authorized for an employee within an
assigned salary grade by the Harnett County Pay Plan.
Maximum Hourly Rate: The maximum hourly rate authorized for an employee within an
assigned hourly grade by the Harnett County Pay Plan.
Mental/Physical Disability: A mental or physical impairment that substantially limits one
or more of the major life activities of an individual. Major life activities include, but are
not limited to, activities such as caring for oneself, performing manual tasks, seeing,
eating, standing, reaching, breathing, communicating, and interacting with others, as
well as major bodily functions, such as brain function, immune system, or normal cell
growth. Conditions that are episodic or remission are considered disabilities if the
condition would substantially limit a major life activity when active.
Next of Kin: The nearest blood relative in the following order of priority: (1) a blood
relative who has been designated in writing by the person in question as their next of
kin, (2) blood relative who has been granted legal custody of the person in question, (3)
brothers and sisters, (4) grandparents, (5) aunts and uncles, (6) first cousins. If a person
has been designated in writing as the person’s next of kin, they are to be considered
that person’s only next of kin. However, if there are multiple family members with the
same level of relationship to the person, all such family members are considered to be
the person’s next of kin.
Non-Essential Personnel: Employees who may be approved for administrative leave
during adverse weather because their positions have been designated as such by their
Department Head or the County Manager.
Non-Essential Operations: Services that have been determined non-essential by the
County Manager and therefore may be suspended during adverse weather.
Outside Employment: Outside employment is considered any and all employment or
self-employment for salaries, wages, tips, or commissions other than the position
currently held by the employee with Harnett County.
Parent: A biological, adoptive, step, or foster father or mother, or any other individual
who stood in loco parentis to the employee when the employee was a child. This term
does not include parents in-law.
Pay Plan: A schedule of pay ranges arranged by minimum, job rate, and maximum
salary rates for each class assigned to the salary range.
Performance Review: An annual review in which an employee’s overall job performance
is evaluated. This is designed to enhance communications between employees and
supervisors and to facilitate employee growth.
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Position: The employees appointed classification which describes the duties and
responsibilities to be fulfilled by that employee.
Probationary Period: A continuous period of 6 months (12 months for law enforcement)
where an employee is evaluated on job performance. Any employee serving a
probationary period may be dismissed at any time without a right to appeal.
Promotion: The reassignment of an employee to an existing position or classification
that has a higher salary range than the position or classification from which the
reassignment is made.
Reclassification: The reassignment of an existing position from one class to another
based on changes in the nature of the position, level of duties and responsibilities,
business needs, working conditions, shifts in organizational structure, or other
operational factors.
Reduction in Force: A separation from employment with the County due to lack of funds,
lack of work, or redesign or elimination of position(s), with no likelihood or expectation
that the employee will be recalled to County service.
Regular Work Schedule Employee: Any employee who typically works a set schedule
which consists of an average of 40 hours a week or 2080 hours per year.
Reinstatement: The act of the County re-establishing a separated employee who
voluntarily resigned or was separated due to a reduction in force to his or her position.
Retirement: The act of an employee voluntarily resigning from his or her position with
the County and drawing his or her retirement benefits from the County, LGERS, the
supplemental retirement income plan, or Social Security.
Salary Grading System: A grading system used by the County to organize all positions
into manageable grades. All positions in any single grade are sufficiently comparable to
warrant one range of pay rates.
Salary Plan Revision: The uniform raising or lowering of the salary ranges of every
grade within the salary range.
Salary Range: The minimum, job rate, and maximum salary levels for a given salary
grade for hiring purposes.
Salary Range Revision: The raising and lowering of the salary range for one or more
specific classes of positions within the Harnett County Pay Plan.
School: Any public school, private church school, church or religious charter school, or
nonpublic school that regularly provides a course of grade school instruction. School
may also include any preschool or child care facility.
Serious Health Condition: Any medical condition which requires inpatient care at a
hospital, hospice, or residential medical care facility, or any medical condition which
requires continuing care by a licensed health care provider. This policy shall cover any
illness of a serious and long-term nature resulting in recurring or lengthy absences.
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Any chronic or long term health condition resulting in a period of incapacity longer
than three (3) days is to be considered a serious health condition.
Son: A biological, adopted, or foster child, a stepchild, a legal ward, or a child of a
person standing in loco parentis, who is either under age 18, or age 18 or older and
incapable of self-care because a mental or physical disability. The onset of a disability
may occur at any age for purposes of this policy.
Special Salary Adjustment: An increase in salary within the range based on department
head recommendation.
Spouse: A husband or wife as defined and recognized under North Carolina law for the
purposes of marriage in this state, including common law marriage.
Suspension: The act of Harnett County temporarily removing an employee from his or
her service to the County with or without pay because of the employee’s current job
performance, personal conduct, or other behavior that is unsatisfactory or contrary to
the mission and policies of Harnett County.
Termination: The act of Harnett County terminating an employee due to the employee’s
current job performance, personal conduct, or other behavior that is unsatisfactory or
contrary to the mission and policies of Harnett County. This word shall be considered as
a synonym for an involuntarily resignation or a dismissal.
Transfer: The reassignment of an employee from one position or department to another
position or department.
Voluntary Demotion: The act of an employee voluntarily, without any undue force,
pressure, or outside influence, stepping down to accept a County position with less
complex job duties and responsibilities.
Voluntary Resignation: The act of an employee voluntarily, without any undue force,
pressure, or outside influence, permanently stepping down from his or her current
position with the County. This word shall be considered as a synonym for the act of an
employee quitting his or her position.
Section 4. Merit Principle
All appointments, promotions, and other personnel transactions shall be made solely on
the basis of merit and the ability/fitness of the employee. The knowledge, skill, and
education of the employee may be taken into consideration for such determinations.
Section 5. Responsibilities of the Board of Commissioners
The BOC are responsible for establishing all personnel policies, rules, and regulations
pertaining to employee conduct, including the Salary Grading System and Pay Plan for
employee positions.
The BOC are responsible for making and confirming any appointments specified by law,
including the following:
A. The Clerk to the BOC in accordance with NCGS §153 A-111
B. The Harnett County Attorney in accordance with NCGS §153A-114.
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C. The Harnett County Deputy Tax Collector in accordance with NCGS §105-349 (f)
D. The Harnett County Tax Administrator, as the Tax Collector and Tax Assessor, in
accordance with NCGS 105-349 and NCGS 105-294.
E. The Harnett County Finance Officer in accordance with NCGS §159-24.
The BOC are responsible for making and confirming any appointments specified by law,
however, this power is limited in the following instances:
A. The Harnett County Sheriff is not to be appointed, but must be popularly elected
in accordance with Article VII, of the Constitution of North Carolina provides that
the Sheriff shall be popularly elected.
B. The Register of Deeds is not to be appointed, but must be popularly elected
every four years in accordance with NCGS §161-2.
C. The Harnett County Board of Health, after consultation with the NC State Health
Director and the BOC, is to appoint the Harnett County Health Director in
accordance with NCGS §130A-40.
D. The Harnett County Health Director has the power to appoint all employees of
the Harnett County Health Department in accordance with the North Carolina
Human Resources Act (NCGS §126) and NCGS §130A-41.
E. The Board of Social Services is to appoint the Social Services Director, who has
power to appoint all social service employees in accordance with NCGS §108A-
12,14.
F. Agricultural Extension Director must be jointly appointed by the BOC and the NC
State Extension Service.
G. The Harnett County Board of Elections has the power to appoint or remove a
Director of Elections and all registrars, judges, assistants, and other officers of
elections in accordance with NCGS §163-33, 35
Section 6. Responsibilities of the County Manager
The County Manager is responsible for the administration and execution of all personnel
policies, rules, and regulation pertaining to employee conduct.
The County Manager shall appoint, suspend, or remove any and all County officers and
employees, in accordance with NCGS §153A-82,103 and Articles IV, V, VII, and IX of
this policy, except those popularly elected or whose appointments are otherwise
provided for by law.
The County Manager shall:
A. Recommend any pertinent and appropriate additions and/or revisions of this
personnel ordinance including, but not limited to, changes to the Salary Grading
System and the Harnett County Pay Plan to the BOC for consideration.
B. Determine which employees shall be subject to the overtime provisions as
provided for in Article III, Section 12.
C. Establish and maintain a roster of all persons in the County’s service, setting
forth each officer and employee, class title/position, salary, and changes in class
title and status, and such data as may be deemed desirable or useful.
D. Develop and administer such recruiting programs as may be necessary to obtain
an adequate supply of competent applicants to meet the needs of the County.
E. Develop and coordinate training and educational programs for employees.
F. Periodically investigate the operation and effect of this policy on County
Employees and annually report such findings to the BOC.
G. Perform such other duties as may be assigned by the BOC.
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Section 7. Responsibilities of the Human Resources Director
The Human Resources Director shall assist the County Manager in the preparation and
maintenance of the Salary Grading System and the Pay Plan along with such duties as
the County Manager shall require.
ARTICLE II. SALARY GRADING SYSTEM
Section 1. Adoption
The Salary Grading System, as set forth in this policy, is hereby adopted for Harnett
County and is provided for employee reference at www.harnett.org.
Section 2. Allocation of Positions
The County Manager shall allocate each position covered by the Salary Grading
System to its appropriate grade in the plan.
Section 3. Administration of the Salary Grading System
The County Manager is responsible for the administration, execution, and maintenance
of the Salary Grading Plan so that it will accurately reflect the duties and responsibilities
of employees in the grade to which their positions are allocated.
Supervisors and/or Department Heads are responsible for bringing to the attention of
the County Manager (1) the need for new positions and (2) material changes in the
nature of a position, duties, responsibilities, business needs, working conditions, shifts
in organizational structure, or other operational factors affecting the grading of any
existing positions.
New positions are only to be established with the approval of the BOC after which the
County Manager shall either (1) allocate the new position to the appropriate grade
within the existing Salary Grading System, or (2) recommend that the BOC amend the
Salary Grading System to establish a new grade for the new position.
When the County Manager finds that a material change has occurred in the nature of
the position, level of the job duties and responsibilities, business needs, working
conditions, shifts in organizational structure, or other operational factors, the County
Manager shall (1) direct that the existing grade specification be revised, (2) reclassify
the position to a higher or lower grade within the existing Salary Grading System that is
appropriate for the position, or (3) recommend that the BOC amend the Salary Grading
System to establish a new grade for the position.
Section 4. Amendment of the Salary Grading System
New grades may be added to and/or deleted from the Salary Grading System by the
BOC based on the recommendation of the County Manager.
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ARTICLE III. THE PAY PLAN
Section 1. Adoption
The schedule of salary ranges and grades assigned to those salary ranges, as set forth
in this policy, is hereby adopted as the Harnett County Pay Plan.
Section 2. Purpose of the Pay Plan
The Harnett County Pay Plan is intended to provide equitable compensation for all
positions by reflecting apparent differences in duties and responsibilities, the rates of
pay for comparable positions in the private and public sector, changes in the cost of
living, the financial conditions of the County, and any other appropriate factors.
Section 3. Maintenance of the Pay Plan
The County Manager is responsible for the administration, execution, and maintenance
of the Pay Plan.
The County Manager shall, from time to time, make comparative studies of all factors
affecting the level of salary ranges and shall recommend to the BOC such changes in
salary ranges as appear to be warranted.
Section 4. Use of Salary Ranges
The minimum rate established for the grade is the normal hiring rate, except in those
cases where unusual circumstances warrant appointment at a higher rate.
Appointment above the minimum step may be made on the recommendation of the
Supervisor or Department Head with the approval of the County Manager when deemed
necessary. Such appointments will be based on factors, including, but not limited to, a
shortage of qualified applicants and/or the applicants above average qualifications,
education, and training.
Section 5. Payment at a Listed Rate
All employees covered by this Pay Plan shall be paid at a listed rate within the salary
ranges established for the grade in which their respective position falls. Employees
whose present salary or hourly wage is above the established maximum rate following
transition to the new Pay Plan are exempt. No employee may receive a salary increase
above the maximum for their assigned salary grade.
Section 6. The Performance Pay Plan
Harnett County seeks to provide the best service possible to the county’s residents. A
highly skilled and competent workforce is an essential aspect of providing high quality,
efficient customer-driven service in an organization. Equitable compensation is
necessary to attract and retain such a workforce.
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The Performance Pay Plan described in this section is intended to provide Harnett
County employees with a path for advancement through their assigned salary grade
over the course of their career with the County based on their performance reviews. The
Performance Pay Plan is intended to serve as a tool that will allow the County to hire
and retain well-qualified employees and provide equitable compensation to employees
throughout their careers provided they receive satisfactory performance reviews.
Full-time and eligible part-time employees will be eligible to earn a percentage salary
increase each year based on their annual performance review. An employee who
receives an overall score on their annual performance review of “Meets Expectations” or
above will receive the designated increase for that year while an employee who
receives a score lower than “Meets Expectations” will not receive the increase for that
year.
Any earned increase related to the Performance Pay Plan will be effective at the start of
the pay period immediately following the employee’s anniversary date with the County.
If an employee’s anniversary date falls on the first day of a new pay period, they will
receive an earned increase beginning with that pay period. If an employee who has
been terminated from the County for any reason is rehired by the County, their most
recent date of hire will be used to establish their anniversary date related to this
Performance Pay Plan. Additionally, if an employee changes from full-time to part-time,
or part-time to full-time status, the date of the change in employment status will be used
to establish their anniversary date.
The County Manager will set the amount or range of the annual increase each year as
part of the budget process. The adopted increase amount or range will be effective from
July 1 to June 30 of the following year, coinciding with the County’s fiscal year. The
percent of the annual increase may vary from year to year based on projected revenue
and expenditures.
The County Manager shall establish appropriate systems and guidelines for
implementation, maintenance, and responsible administration of the above Performance
Pay Plan. Any situation that arises related to the above Performance Pay Plan and is
not covered by this ordinance will be left to the discretion of the County Manager.
Performance Pay Plan Eligibility: Any full-time employee who is hired or promoted, or
who reaches “job rate” on July 1, 2017, or thereafter will fall under the above
Performance Pay Plan and will not be eligible for the 3/5 Pay Plan described in Section
6.1. Full-time employees who have not yet reached “job rate” as defined by Section 6.1
will remain eligible for the 3/5 plan described under Section 6.1 until they reach “job
rate,” at which time they will enter into the above Pay Plan. Employees are not eligible
for the above Performance Pay Plan while still in the 3/5 Pay Plan.
Part-time employees are eligible for the Performance Pay Plan effective July 1, 2020,
based on their annual performance reviews. To be eligible for the Performance Pay
Plan, part-time employees must maintain uninterrupted employment with the County for
consecutive years. Election workers, interns, and any other part-time employee who
must be rehired each year are not eligible for the Performance Pay Plan.
Additional Eligibility Guidelines:
Employees in Work Against status will not be eligible for the above Performance
Pay Plan until they complete work against status or meet all of the qualifications
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for the position. Sworn Law Enforcement Officers will not be eligible for the above
Performance Pay Plan until they complete the Tier system.
To receive an earned increase, an employee must work at least 6 months during
an annual evaluation period in order to be effectively evaluated by their
supervisor.
An employee who is promoted during an evaluation period must have been in the
new position for at least 6 months on their anniversary date to receive an earned
performance increase based on their salary following the promotion. Promoted
employees who have been in the new position for less than 6 months on their
anniversary date are eligible for an earned increase based on their salary prior to
the promotion.
An employee who is demoted during an evaluation period, whether voluntarily or
involuntarily, who qualifies for a performance increase upon their next
anniversary date based on their performance evaluation, will receive an increase
based on their salary following the demotion.
If the County Manager determines that an employee was at a point in the 3/5 Pay Plan
as of July 1, 2017, where the employee would have earned more by entering the
Performance Pay Plan when it was incepted, the County Manager may, upon the
availability of funding, adjust the employee’s pay to the salary they would have earned if
they had entered the Performance Pay Plan on July 1, 2017. The adjusted salary will be
in effect upon approval by the County Manager, however the affected employee will not
receive retroactive salary increases for earned increases they did not receive.
6.1 The 3/5 Pay Plan
Any employee who is hired or promoted, or who reaches “job rate” on July 1, 2017, or
thereafter is no longer eligible for the 3/5 Pay Plan.
The purpose of the 3/5 plan is to give County employees a way in which to gain and
look forward to pre-determined pay increases after they have been in service to the
County for 3 and 5 years.
Three Year Pay Increase: When an employee has been in the service of the County for
a total of 3 years, taking into account demotions, promotions, transfers,
reclassifications, or any other type of separation from service, the salary of the
employee is to be increased to the half-way amount between his or her current salary
grade and the job rate of the employee’s current salary grade.
Five Year Pay Increase: When an employee has been in the service of the County for a
total of 5 years, taking into account demotions, promotions, transfers, or any other type
of separation from service, the salary of the employee is to be increased to the job rate
of the current grade of the employee’s current salary grade.
Section 7. Work Against Status
A newly hired or promoted employee who does not meet all the established
requirements of their new position, may be compensated for their services at a pay rate
below the minimum pay rate established for that position in the Pay Plan.
An employee will be considered to be in a work against status and continue at this pay
rate until the Supervisor or Department Head certifies, and the County Manager
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approves, that the employee is qualified to assume the full duties and responsibilities of
their new position.
The Supervisor or Department Head shall review the progress of each employee in
work against status every six (6) months or more frequently as necessary to determine
when the employee is qualified to assume the full responsibilities of the new position.
Section 8. Promotions, Demotions, Transfers, Reclassifications, & Revisions
At the beginning of the fiscal year, any promotions, salary adjustments,
reclassifications, or revisions will be applied before any cost of living adjustments.
When an employee is promoted, demoted, transferred, or reclassified, the rate of pay
for the new position shall be established in accordance with the following rules:
Promotion: Any employee who receives a promotion will receive a minimum of a 5%
increase but not to exceed 10% (between 6% and 10% the department head must
provide written justification unless that percentage is the beginning of the new grade) or
the beginning of the new grade, whichever is higher. Movement within the same salary
grade is considered lateral and there will not be a salary change.
Interim Promotion: Any employee who is promoted to an interim position in a higher pay
grade will receive a pay increase of 5% or the beginning of the interim position pay
grade, whichever is greater while performing the interim duties; however, if the position
is a Department Head position or higher, he or she shall receive a 10% pay increase
while performing the interim duties or the beginning position grade whichever is higher.
An interim assignment shall not exceed six months. At the conclusion, if the employee
returns to his or her former position they will return to his or her former salary before the
interim assignment.
Demotion: An employee who is voluntarily or involuntarily demoted shall have his or her
salary or hourly wage left the same, reduced five percent (5%) or reduced to anywhere
in the lower grade pay range, depending on the circumstances of the demotion and
Department Head recommendation.
Transfers: An employee who transfers from a position in one grade to a position in
another grade assigned to the same pay range shall continue to receive the same
salary or hourly wage.
Reclassifications/Revisions:
A. Any employee who is currently at the minimum pay rate of their current position
and the position is then reclassified to a grade having a higher salary or hourly
pay range, that employee shall receive a five percent (5%) pay increase or an
increase to the minimum pay rate of the new pay range, whichever is higher.
B. Any employee who is currently above the minimum pay rate of their current
position and the position is then reclassified to a grade having a higher salary or
hourly pay range, that employee’s salary or hourly wage shall be appropriately
adjusted to the same point in the new pay range.
C. If a position is reclassified to a grade having a lower salary or hourly pay range
than that positions current grade, any employee’s salary or hourly wage that is
above the maximum rate of the newly established pay range shall remain the
same.
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Section 9. Cost of Living Adjustments
If the BOC approve a Cost of Living Adjustment, the increase will be effective July 1 of
each year. The amount of this adjustment, if any, may vary from year to year.
When a Cost of Living Adjustment is approved, regular employees will receive a $500
minimum increase to their annual pay.
Section 10. Certifications and Degrees
Harnett County encourages and promotes professional development by obtaining
professional certifications or post-secondary degrees that substantially enhance the
employee’s ability to perform the job or are related to the employee’s current or future
job duties and responsibilities. Full time, non-probationary employees may be eligible
for a salary increase for obtaining certain certifications or post-secondary degrees
during the course of their employment with the County in accordance with this policy. If
an employee does not meet all the established requirements for the position and is
placed in work against status until they obtain a required certification or degree, the
employee will not be eligible for a salary increase under this policy.
Certifications: An employee may be eligible for a salary increase not to exceed 5% for
obtaining certifications that are required for the position, preferred for the position,
substantially enhance the employee’s ability to perform the job, or are related to the
employee’s current or future job duties and responsibilities.
A. If a position requires specific job-related certifications as a pre-requisite for
employment in order to perform the essential duties of the position, the employee
must obtain such certifications prior to their date of hire and will not be eligible for
a salary increase. If the position requires specific job related certifications, but
such certifications may be obtained within an established period of time after
their date of hire, the employee may be eligible for a salary increase.
B. If a particular certification is preferred for the position, but is not required, the
employee’s supervisor or department head may make a written recommendation
to the County Manager for approval for a salary increase.
C. If a particular certification either substantially enhances the employee’s ability to
perform the job or is related to the employee’s current or future job duties and
responsibilities, the employee may submit a written request to their supervisor or
department head to obtain the certification. The supervisor or department head
shall review the request and make a written recommendation to the County
Manager for approval of a salary increase,
The salary increase percentage shall be determined in accordance with the list of
certifications and degrees that shall be approved by the County Manager. The list of
approved certifications and degrees and salary increase percentages may be updated
by the County Manager from time to time based on the department head
recommendations and the needs of the County. If an employee obtains a certification
not included on the approved list but that enhances the employee’s ability to perform
the job or is related to the employee’s current or future job duties and responsibilities,
the County Manager, upon written recommendation by the employee’s department
head, may approve a salary increase not to exceed 5%. If the employee’s department
head and County Manager recommend a salary increase in excess of 5% for a
certification, the Board of Commissioners must approve the increase.
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An employee must obtain the certification within the period required by the certification
course or the deadline set by employee’s supervisor or department head. If an
employee fails to obtain the certification within the required timeframe, the employee
must obtain department head and County Manager approval for an extension.
Employees must provide a certificate or other official documentation to their supervisor
or department head upon successful completion of the certification course in order to
receive a salary increase.
If the employee’s certification requires periodic renewals or continuing education to
remain active, the employee shall be solely responsible for maintaining an active
certification. Should the certification expire, the employee shall have their salary
reduced by the percentage received for the certification. If the certification is required for
the position and the employee fails to obtain or maintain an active certification, the
employee may be subject to demotion or disciplinary action, up to and including,
termination.
Post-Secondary Degrees: An employee may be eligible for a salary increase not to
exceed 3% for an associate’s degree, 5% for a bachelor’s degree, and 7% for a
master’s or doctorate degree if such a degree is required for the position, preferred for
the position, substantially enhances the employee’s ability to perform the job, or is
related to the employee’s current or future job duties and responsibilities.
A. If a position requires a specific degree as a pre-requisite for employment in order
to perform the essential duties of the position, the employee must obtain such a
degree prior to their date of hire and will not be eligible for a salary increase. If
the position requires specific degree, but such a degree may be obtained within
an established period of time after their date of hire, the employee may be
eligible for a salary increase.
B. If a particular degree is preferred for the position, but is not required, the
employee’s supervisor or department head may make a written recommendation
to the County Manager for approval.
C. If a particular degree either substantially enhances the employee’s ability to
perform the job or is related to the employee’s current or future job duties and
responsibilities, the employee may submit a written request to their supervisor or
department head to obtain the degree. The supervisor or department head shall
review the request and make a written recommendation to the County Manager
for approval.
The employee’s department head shall submit a written recommendation of the salary
increase percentage to the County Manager for approval. If the employee’s department
head and County Manager recommend a salary increase in excess of the salary
increase cap for that type of degree, the Board of Commissioners must approve the
increase.
An employee must obtain the degree within the period required by the curriculum or the
deadline set by the employee’s supervisor or department head. If an employee fails to
obtain the degree within the required timeframe, the employee must obtain department
head and County Manger approval for an extension. Employees must provide a copy of
the degree or other official documentation to their supervisor or department head upon
successful completion of the degree in order to receive a salary increase. If the degree
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is required for the position and the employee fails to obtain the degree, the employee
may be subject to demotion or disciplinary action, up to and including, termination.
Section 11. Overtime / Compensatory Time
Definition: Overtime work or work that will result in the accumulation of compensatory
time shall be considered (1) any hours worked greater than 40 hours in a normal work
week, or (2) work performed by any County employee at the direction, instruction, or
knowledge of a Supervisor, Department Head, or authorized managerial representative,
which exceeds the normal work week or work period of the employee.
Planning to avoid overtime: It is the policy of Harnett County that overtime or the
accumulation of compensatory time be avoided at all times. Therefore, Supervisors or
Department Heads should arrange their employee work schedules so as to avoid
overtime by accomplishing the required work within the hours of a normal workweek.
Authorization: All overtime must be duly authorized by a Supervisor or Department
Head before payment for such services are rendered.
Exempt Employees: Exempt employees, as defined by the Fair Labor Standards Act
(“FLSA”), are (1) provided a salary for the completion of their occupational duties and
responsibilities that does not change from pay period to pay period based on variations
in quality or quantity of work, (2) earn at or above the minimum wage established by
FLSA, and (3) are designated employees in executive, administrative, or professional
positions, within the meaning of those terms as set forth in the United States
Department of Labor Regulations. Such employees are exempt from earning any
overtime pay in accordance with the FLSA, but, if required to work overtime, shall
receive compensatory time off at a rate of one (1) hour for each hour of overtime
worked.
A. Such employees will be paid at their regular pay rate for all overtime hours or
accrued compensatory time in excess of 80 hours.
B. In the event that a salaried employee is terminated, they shall be paid for
accrued compensatory time up to eighty (80) hours at the regular rate.
C. In special circumstances, the BOC reserves the right to compensate salaried
employees for any overtime worked with monies earned.
Non-exempt employees: Designated employees in other areas of employment for the
County are entitled to overtime pay in accordance with the FLSA. Two types of non-
exempt employees exist: (1) regular work schedule employees and (2) irregular work
schedule employees.
A. Regular work schedule employees, required to work overtime, shall receive
compensatory time off. The compensatory time shall be computed at one and
one-half (1 and ½) hours for each hour of overtime worked.
1. Regular work schedule employees who accrue compensatory time in
excess of 80 hours shall be paid overtime pay.
B. Irregular work schedule employees, shall not accrue compensatory time off
because the granting of such time would unduly disrupt the work schedules of
such positions.
1. Such employees shall be paid overtime pay at one and one-half (1 and ½)
times their regular pay rate for each hour worked in excess of their
designated work schedule.
2. The County Manager shall designate those class of employees entitled to
overtime pay in lieu of compensatory time.
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Law Enforcement Officers: Sworn law enforcement officers shall only receive overtime
pay at the rate of one and one-half (1 and ½) times their regular rate of pay for any
hours worked over the first 171 hours worked in a 28-day cycle.
Use: In accordance with County policy and the Harnett County Finance Office
Departmental Guidelines, compensatory time must always be exhausted prior to
expending vacation time.
Termination: Any employee who has accrued compensatory time off, upon complete
termination, shall be paid for all unused compensatory time at the final regular rate
received for that employee.
Section 12. Time Sheets
Any time sheets required by County policy shall accurately reflect the hours worked by
employees. However, work schedules can be adjusted in some circumstances to
provide the flexibility needed to address situations that require employees to work more
than their regular work week without significant additional costs.
In order to adhere to Article III, Section 12 of the Harnett County Personnel Ordinance,
“Planning to avoid overtime,” employees should adjust their time sheets within the work
week to avoid overtime or the accumulation of compensatory time whenever possible.
Even though an employee may work more than their regular schedule in a given
workday, their work schedule shall be adjusted so that they do not work more than their
regular schedule in a given work week, thereby avoiding overtime or the accumulation
of compensatory time.
There may be situations in which an employee must physically work more than their
regular work week and overtime or the accumulation of compensatory time is
unavoidable, however whenever possible, overtime or the accumulation of
compensatory time should be avoided. Adjustments of time within the same work week
should be the first recourse of supervisors, who are charged with managing and
controlling overtime or the accumulation of compensatory time.
Time sheets shall be approved and certified by the employee and Supervisor prior to
submission to Payroll. Approving the timesheet is an indication the supervisor agrees
with the time as recorded by the employee and is an authorization to pay the employee
according to recorded time.
Section 13. Other Forms of Time
Unauthorized Work: Hours worked by an employee without permission from the
Supervisor, Department Head, or authorized managerial representative shall not be
considered time worked. Employees who are guilty of unauthorized work are subject to
disciplinary action as addressed in Article IX.
Travel time: County employees shall be credited for all time spent travelling while in
furtherance of their service to the County, not including travel to and from work.
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Section 14. Call Back Pay
Any eligible County employee, who has been called back to work outside of normal
operating hours for the County, is guaranteed a minimum of two hours paid for their
services.
To receive such pay an employee must physically leave his or her home and physically
return to work for the County.
Section 15. Payroll Deductions
Those payroll deductions mandated or authorized by Federal, State, or County law shall
be deducted from an employee’s pay without his or her permission.
Other payroll deductions may be made at the request and authorization of the
employee, but such deductions are subject to the approval of the Harnett County
Finance Officer.
Section 16. Longevity Pay
All County employees hired on or after July 1st, 2015, or those employees who leave the
employment of the County and return to work with the County on or after July 1st, 2015,
shall not be eligible to receive longevity pay.
Full-time County employees of record as of June 30th, 2015 shall continue to be eligible
to receive longevity pay as defined below until such time as their employment with the
County is terminated.
Time of Service: Employees with five (5) years of consecutive Harnett County Service
by November 15 of each calendar year are eligible for longevity pay.
Payment of Longevity: The amount of longevity an employee receives shall be based on
the employee’s salary as of November 15 of each calendar year and paid annually in a
lump sum the first week in December of the same year. This amount shall increase
depending on the employee’s years of services as outlined in the chart below. A
longevity payment, however, shall not be made part of the employee’s base salary.
Time of Service Percentage of Annual Salary
5 Years – 9 Years 1.00%
10 Years – 14 Years 1.50%
15 Years – 19 Years 2.25%
20 Years – 24 Years 3.25%
25 Years and up 4.50%
Section 17. Overpayment, Underpayment, or Lack of Compensation
Harnett County Human Resources and Payroll Departments should make every effort to
ensure that employees are paid correctly and that authorized payroll deductions are
deducted properly. If an error occurs in the payment process it is the responsibility of
the Human Resources and Payroll Departments to discuss the error with the effected
employee and determine the amount to be corrected by the County or the employee.
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All County employees are responsible for examining each of their paychecks or direct
deposit stubs to ensure that proper payment and deductions have been made. If any
employee believes an improper payment or deduction has been made, he or she should
immediately contact his or her Supervisor or Department Head, along with the Harnett
County Human Resources and Payroll Departments, and inform them of the situation.
The County, in all cases mentioned below, reserves the right to pursue collection of
remaining overpayments through court proceedings if recovery efforts fail.
If a mistake of some sort is made in the payment or compensation of County employees
the following instructions should be followed depending on the situation:
Overpayment: In any case of overpayment, regardless of fault, County employees are
expected to promptly repay the County the full amount of the overpayment.
A. For purposes of this policy, overpayments may include wage and salary
payments, voluntary and involuntary payroll deductions, or other authorized
payments or deductions.
B. If an overpayment occurs, the Human Resources Department is to determine
whether the error is nominal or significant.
1. Nominal Overpayment: Any erroneous overpayment that is one hundred
dollars ($100.00) or less. Such an amount may be deducted from the
employees next payroll check to remedy the error.
2. Significant Overpayment: Any erroneous overpayment that is greater than
one hundred dollars ($100.00). Such an amount may only be repaid
through a written repayment plan pursuant to a signed Repayment
Agreement drafted by the County attorney.
C. Any repayment deductions are not to be greater than 15% of the gross wages
earned in that current pay period and shall not reduce the gross wages paid to a
rate less than the minimum wage as defined by law.
D. All repayment deductions are to be made after the County has made all
permitted or required deductions from an employee’s payroll check.
E. If an employee under a Repayment Agreement enters into an unpaid status, a
notice letter will be sent to collect the remaining payments or to setup a new
repayment plan. If the employee fails to respond, a second notice letter will be
sent to inform the employee that he or she has two (2) weeks to remit payment to
avoid the collection of monies owed through court proceedings.
F. Termination
1. If an employee under a Repayment Agreement voluntarily leaves their
position or is terminated before repayment is made in full, the remaining
amount owed to the County by the employee may be deducted from any
amounts owed to the employee by the County.
2. If a terminated employee is overpaid, the Human Resources Department
shall notify the former employee in writing: (1) that an overpayment has
occurred, (2) the total amount owed by the employee to the County, and
(3) that payment is to be received within 30 days unless a Repayment
Agreement is put in place. If payment is not received within 30 days or the
Repayment Agreement is not followed, a notice letter will be sent to inform
the employee that he or she has two (2) weeks to remit payment to avoid
the collection of monies owed through court proceedings.
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Underpayment/Lack of Compensation: If an employee was underpaid or not paid at all,
the Supervisor, Department Head, or County Manager may request that a special check
be issued; otherwise the employee shall receive payment on their next check.
Work Week: For the Purposes of this Ordinance, Harnett County considers the work
week to be from Sunday through the following Saturday.
Section 18. Emergency Operations Compensation
In the event of a major emergency or natural or man-made disaster, Harnett County
seeks to provide shelter and comfort to those adversely affected by creating and
following a detailed Emergency Response Plan.
In accordance with the County’s Emergency Response Plan, and the instructions of the
Emergency Operations Center Director, Harnett County employees may be required to
carry out specific emergency response tasks to ensure the safety and continued
prosperity of the County. These tasks may be carried out at the Emergency Operations
Center or at the other sites necessary for emergency response. Such employees, who
work under the direction of the Emergency Operation Center Director during such an
emergency or natural or man-made disaster, will be compensated according to this
policy.
County Offices Remain Open: If the emergency or natural disaster requires the
activation of the Emergency Operations Center and County offices are open as
regularly scheduled, employees required to work under the direction of the Emergency
Operations Center Director will be compensated as described below:
A. Nonexempt employees, as defined above in Article III, Section 12 and in the
FLSA, will be paid one and one-half (1 and ½) times their regular rate of pay for
actual hours worked beyond the employee’s regular 40-hour work week
schedule, except as described below.
a. For employees who have a regular work week other that 40 hours, they will
be paid one and half (1 and ½) times their regular rate of pay for actual hours
worked beyond their regular work week.
B. Exempt employees, as defined above in Article III, Section 12 and in the FLSA,
will be paid one (1) time their regular rate of pay for actual hours worked beyond
the employee’s regular 40-hour work week schedule, except as described below.
a. For employees who have a regular work week other than 40 hours, they will
be paid one (1) time their regular rate of pay for actual hours worked beyond
their regular work week.
County Offices Are Closed: If the emergency or natural disaster requires the activation
of the Emergency Operations Center and County offices are closed, employees
required to work under the direction of the Emergency Operations Center Director will
be compensated as described below:
A. Nonexempt employees, as defined above in Article III, Section 12 and in the
FLSA, will be paid one and one-half (1 and ½) times their regular rate of pay for
actual hours worked beyond the employee’s regular 40-hour work week
schedule, except as described below. This compensation will be in addition to
any other compensation to which the employee is entitled
a. For employees who have a regular work week other than 40 hours, they will
be paid one and a half (1 and ½) times their regular rate of pay for actual
hours worked beyond their regular work week.
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B. Exempt employees, as defined above in Article III, Section 12 and in the FLSA,
will be paid one (1) time their regular rate of pay for actual hours worked beyond
the employee’s regular 40-hour work week schedule, except as described below.
a. For employees who have a regular work week other than 40 hours, they will
be paid one (1) time their regular rate of pay for actual hours worked beyond
their regular work week.
C. In the event a holiday occurs within this period, both nonexempt and exempt
employees, as defined above in Article III, Section 12 and in the FLSA, will be
paid one and one-half (1 and ½) times their regular rate of pay for each hour
worked that day in addition to the normal holiday pay.
D. For full-time employees who work on rotating shifts, with the regular shift falling
on the holiday, these employees will be compensated in accordance with Article
VI. Section 2 on this ordinance, and will not receive pay at one and one-half
times their regular rate for their regular shift.
E. When the County Manager provides Administrative Leave as a result of County
offices being closed, employees required to work under the direction of the
Emergency Operations Center Director will receive Administrative Leave in
addition to any compensation they earn during the event. For nonexempt
employees, as defined above in Article III, Section 12 and in the FLSA, any
Administrative Leave will not count towards the time needed to earn one and
one-half (1 and ½_ times their regular rate of pay.
For the purpose of payroll, event timesheets should cover only the period during which
the County’s Emergency Operations Center is activated.
Employees required to work under the direction of the Emergency Operations Center
Director will not be compensated for the time required to report to the Emergency
Operations Center or their designated location if elsewhere.
In the event employees are required to work long and continuous hours, the County
Manager may grant time off with pay/administrative leave for rest and recuperation to
ensure safe working conditions.
In order to ensure the safety of the County’s personnel, citizens, and continued
operations of emergency response tasks, employees required to work under the
direction of the Emergency Operations Center Director will be required to take a break
of at least eight hours within a 24-hours period.
ARTICLE IV. RECRUITMENT AND EMPLOYMENT
Section 1. Statement of Equal Employment Opportunity Policy (“EEO”)
All applicants and employees of Harnett County shall be given an equal opportunity for
employment without regard to race, religion, color, creed, national origin, sex, age, or
physical disability, except where specific age, sex, and physical requirements constitute
bona fide occupational qualifications necessary for the proper and efficient
administration of specific occupational duties and responsibilities.
Discrimination against any person in recruitment, examination, appointment, training,
promotion, retention, discipline, wage increases, wage reductions, or any other term or
condition of employment because of race, religion, color, creed, or national origin is
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hereby prohibited. Prior approval must be obtained from the United States Department
of Labor before establishing any age, sex, or physical requirements.
Section 2. Implementation of EEO Policy
All Harnett County employees responsible for recruitment and employment shall
implement this personnel policy through procedures that will assure equal employment
opportunity based on reasonable performance-related job requirements. Notices with
regard to equal employment matters shall be posted in conspicuous places where
notices are customarily posted and viewed. Each employee and the County are
governed by the Equal Employment Opportunity Act of 1972 without exception.
Section 3. Recruitment & Advertisement
When new or vacant full time positions are to be filled within the County, Supervisors or
Department Heads shall notify the Human Resources Department and provide them a
complete Position Overview. Such an overview is to include the appropriate salary,
grade, qualifications, and description of the new or vacant position.
The Human Resources Department shall publicize full time opportunities for
employment with the County by posting the provided Position Overviews along with
instructions for submitting applications and assurances of equal employment and non-
discriminatory practices in the Human Resources Department and on the internet at
www.Harnett.org.
In some instances, the Department Head may request that the position be initially
posted for only internal candidates. If no internal candidates are selected, then the
position may become open to the public.
Amended October 3, 2016
Information on job openings and hiring practices shall also be provided to recruitment
sources including the Employment Security Commission (“ESC”) and other
organizations, news media, job websites, and other sources as deemed appropriate by
the Human Resources Department.
Section 4. Submitting Applications for Employment
All persons expressing interest in employment with the County shall be given the
opportunity to file an application for employment directly through the Harnett County
Website at www.Harnett.org or by applying with the ESC. A separate application must
be submitted for each position an individual seeks to apply for.
After the application process has been completed, each applicant shall be directly
informed of the availability of current job openings that they may or do qualify for.
Applications, either directly submitted to the County or referred to the County by the
ESC, shall be kept for a period of two (2) years, in accordance with Equal Employment
Opportunity Commission guidelines. Once submitted and filed, all applications become
the property of the County.
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Section 5. Qualification Standards
For an applicant to be considered for hire and for a County employee to retain their
current position with the County, they must meet the employment standards established
by the Salary Grading System and such other reasonable minimum standards of
character, aptitude, ability, and any physical conditions as recommended by the
Supervisor or Department Head in the Position Overview.
All qualification standards shall be reviewed periodically to ensure that the requirements
remain fair and conform to the actual job duties and responsibilities.
The County may employ an applicant in a trainee capacity who does not meet all the
minimum qualifications for a particular job if the deficiencies can be eliminated through
orientation, formal courses, and/or on-the-job training.
Section 6. Selection
All applications will initially come through the Human Resources Department by way of
the Harnett County website, but will be forwarded to the appropriate Supervisor or
Department Head for consideration for any currently vacant positions.
The Supervisor or Department Head will then consider all applicants for the position
without any preference to race, creed, religion, sex, or age. The Supervisor or
Department Head is responsible for conducting interviews of only those applicants
meeting the qualification standards as set forth in the Position Overview and then
selecting an acceptable candidate for hire.
Once the Supervisor or Department Head has selected a candidate, the applicant’s
original application, the Supervisor or Department Heads rationale for selecting this
candidate, a recommended starting salary (with justification), the desired start date of
the employee, and any additional information secured during the interview process, will
be returned to the Human Resources Department for further consideration.
The Human Resources Department will then conduct a reference check, criminal
background check, driving record check, and any other appropriate checks as deemed
necessary by the Human Resources Director. If issues with the selected candidate are
discovered, the recommending Supervisor or Department Head will be informed and
must decide, with the approval of the County Manager, if the employment process will
continue or another applicant should be selected.
The County Manager has final approval or disapproval of any selected candidate
regardless of that applicant’s current position in the selection process.
After selection has been made and the new or vacant position has been filled, it shall be
the responsibility of the Human Resources Department to inform all applicants that the
sought after position has been filled and they may apply again for another position with
the County in hopes of being hired.
Section 7. Appointments
It is the policy of Harnett County to create and foster career opportunities for its current
employees when possible. Therefore, when a current employee, applying for a vacant
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position within the County, possesses the overall best qualifications, training, and
education over all other applicants, that employee shall be appointed to the vacant
position. Before any commitment is made to such an applicant, the County Manager
shall approve or reject this appointment.
In accordance with NCGS §153A-103, the BOC must approve any appointments by the
Sheriff or Register of deeds of a blood relative, a relative by marriage, any relative
nearer than first cousin, or a person convicted of a crime of moral turpitude.
Section 8. Probationary Period of Employment
A probationary period is a continuous period of 6 months (12 months for law
enforcement officers) where an employee is evaluated on job performance. Any
probationary employee may be dismissed at any time without appeal rights.
A full-time employee serving a probationary period following a promotion shall be
demoted, in accordance with Article III, Section 9 and Article IV, Sections 10, if unable
to satisfactorily perform the newly assigned duties and responsibilities.
Before completion of the probationary period, Supervisors or Department Heads must
indicate in writing to the County Manager the following:
A. That the employee has been informed of his or her progress and growth during
the probationary period, including the employee’s accomplishments, strengths,
weaknesses, and areas of improvement.
B. That the employee is or is not performing satisfactory work.
C. Whether the probationary period should be extended, as long as an extension
would not cause the probation to go beyond a year.
D. Whether the employee should be retained in the present position or should be
released, transferred, or demoted.
Employees subject to the North Carolina Human Resources Act (NCGS §126) may not
be on probation longer than nine (9) months.
Full-time employees serving a probationary period following a promotion shall not be
prohibited from using any previously accrued leave during the probationary period.
Section 9. Promotion
Candidates for promotion may only be current County employees with the appropriate
qualifications, education, and training to adequately fill the vacant position and complete
the required duties and responsibilities.
County employees hoping to be considered for a promotion to a vacant position must
complete an application and submit said application online at www.Harnett.org.
Candidates shall only be chosen on the basis of their qualifications, work record, and
past performance appraisals, without regard to a candidate’s age, sex, race, color,
creed, religion, political affiliation, national origin, or physical handicap.
See Article III, Section 9 for information on pay increases when promotion occurs.
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Section 10. Involuntary Demotion
Any County employee whose current job performance, personal conduct, or other
behavior is unsatisfactory or contrary to the mission and policies of Harnett County may
be demoted to a lesser position, provided the employee shows promise of becoming a
satisfactory employee in the future through his or her performance in a lesser position.
If a demotion occurs because of an employee’s failure in the performance of job duties
or unbecoming personal conduct, the employee shall be provided with a written notice
citing the recommended effective date and reasons for demotion.
If the demoted employee fails to improve the unsatisfactory job performance, personal
conduct, or other behavior, he or she may be open to other disciplinary action in
accordance with Article IX of this policy.
All full-time employees who are demoted may, however, appeal their demotion in
accordance with the appeal rights addressed in Article X of this policy.
See Article III, Section 9 for information on pay decreases when an involuntary
demotion occurs.
Section 11. Voluntary Demotion
Any employee who wishes to accept a position with less complex job duties and
responsibilities may be voluntarily demoted for reasons other than those expressed
above. Such an employee must apply for the desired position, compete the interview
process, and be selected by the Supervisor or Department Head to fill the position.
See Article III, Section 9 for information on pay decreases when a voluntary demotion
occurs.
Section 12. Transfer
If a vacancy occurs in any County Department and a current County employee in
another County Department who has completed their original probationary period
wishes to be hired for the vacant position he or she must apply, complete the interview
process, and be selected to fill the position. Such an employee should be adequately
qualified to complete and exceed the job duties and responsibilities of their newly
desired position.
Supervisors or Department Heads may, however, interdepartmentally transfer
employees to another equally graded position to meet the requirements of the current
job. Any full-time employee transferred in this manner may appeal the transfer in
accordance with the appeal rights addressed in Article X of this policy.
See Article III, Section 9 for information on pay increases or decreases when a transfer
occurs.
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Section 13. Employment of Convicted Felons
The following shall constitute the policy of Harnett County when any applicant for a
position with the County has a felony conviction or a plea of no contest to a felony. In
general, those persons who have either been convicted of a felony or have entered a
plea of no contest to a felony charge shall be prohibited from serving in any Department
of Harnett County. However, after thorough examination and investigation by a
Department Head or a Human Resources employee, such an applicant may be
employed in a position with the County subject to the approval of the County Manager
and if the following criteria are present:
A. The applicant has been fully and completely rehabilitated.
B. The applicant has exemplified honesty and integrity for several years following
his conviction or no contest plea.
C. The applicant has maintained good relations within the community in which he or
she lives.
D. The applicant’s record does not include more than one instance of a felony
conviction or no contest plea.
E. The applicant’s record while in custody of the Department of Corrections or other
law enforcement agency was exemplary and without problem.
Section 14. Driving Record Verification
A license check of applicants shall be performed by the Human Resources Department
prior to any offer of employment to a position requiring a valid state driver’s license. An
employee should submit to this verification through the submission of a Driver
Disclosure Form found in Appendix A of this Ordinance.
Section 15. Veterans Preference
Those departments under the guidelines of the Office of State Human Resources shall
follow the State Personnel Act provisions for veterans’ preference in employment
actions, as well as those departments which have federal contracts as set out in NCGS
§128-15.
ARTICLE V. CONDITIONS OF EMPLOYMENT
Section 1. Attendance
Employees are hired with the understanding that they are responsible for reporting to
work on time for every regularly scheduled workday and any additional instances they
may be needed by the County. It is essential for the accomplishment of the County
mission that all employees do their part.
Failure by a County employee to give notification or adequate excuse for an absence,
frequent tardiness, and/or excessive absenteeism will be viewed as a lack of interest in
their job and an indication that they are unable to meet the duties and responsibilities of
their current position.
Harnett County understands that employees may need to be out occasionally for
various medical or personal reasons, with this in mind approved leaves of absences are
covered in Article VI of this policy.
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Any violation of this section shall subject such employees to any disciplinary actions
addressed in Article IX of this policy.
Section 2. Work Week
The established work week for Harnett County consists of a seven-day period beginning
on Sunday and ending on Saturday. The normal work week for the County offices,
however, shall be Monday-Friday from 8:00 a.m. – 5:00 p.m.
All full-time County employees should be held to a Monday-Friday work week consisting
of five eight-hour days (8:00 a.m. – 5:00 p.m.) with a one (1) hour lunch break.
All part-time County employees may work any number of hours during the normal
Sunday - Saturday work week as long as such employees do not exceed no more than
129 hours per month.
The County has, however, established flexible work weeks and hours in several County
departments, based on mission needs and Supervisor or Department Head request.
Supervisors or Department Heads shall use these hours in their discretion to assure the
satisfactory performance of their current job.
All hours are subject to change depending on the needs of the County.
Section 3. Gifts and Favors
No County employee or elected official shall accept a gift, favor, bribe, service, or other
thing of value that may tend or could be perceived to influence that employee or elected
official in the discharge of their responsibilities and duties.
No County employee or elected official shall give, award, or grant, in the discharge of
their responsibilities and duties in that position, any improper gift, favor, bribe, service,
or other thing of value.
Any violation of this section shall subject such employees to any disciplinary actions
addressed in Article IX of this policy.
Section 4. Restrictions on Political Activity
Each employee has a civic responsibility and duty to support good government by every
available means and in every appropriate manner.
In accordance with the United States Constitution, the North Carolina Constitution, and
federal state, and local laws, each County employee has the right to (1) join or affiliate
with civic organizations of a partisan or political nature, (2) attend political meetings, (3)
advocate and support the principles or policies of civic or political organizations, and (4)
support partisan or non-partisan candidates of their choice.
However, no employee, while on duty for the County, may (1) engage in any political or
partisan activity, (2) use official authority or influence for the purpose of interfering with
the outcome of an election or nomination for political office, (3) contribute County funds
for political or partisan purposes, (4) coerce or compel another employee of the County
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to contribute funds for political or partisan purposes, or (5) use any supplies or
equipment of the County for political or partisan purposes.
Competitive service employees and employees in certain federally-aided programs are
subject to the Hatch Act. The Hatch Act also prohibits employees from seeking
candidacy for elective office in a partisan election.
Any violation of this section shall subject such employees to any disciplinary actions
addressed in Article IX of this policy.
Section 5. Outside Employment Policy
All County employees should understand that the work and overall mission of Harnett
County is to take priority over all other employment interests. Therefore, Harnett County
reserves to the right to restrict outside employment so as to prevent interference with
the County’s work and overall mission.
All employees, in hopes to provide the most efficient and hardworking staff, are subject
to the following policy pertaining to any and all outside employment.
The purpose of this policy is to determine that secondary work does not have an
adverse effect upon County work, is not controversial to County policies, and does not
create an appearance of impropriety to the citizens of Harnett County.
Policy Procedures:
A. Any County employee desiring outside employment must complete and submit
an Outside Employment Request form to the appropriate Supervisor or
Department Head. This form may be found in Appendix B of this Ordinance.
B. The Supervisor or Department Head must review any and all requests for outside
employment submitted to them. The Supervisor or Department Head, however,
must grant all requests for outside employment, unless it appears that the
outside employment is likely to prevent the County employee from efficiently
discharging their current job duties and responsibilities or is incompatible with
their current work schedule as a County employee.
C. If the Supervisor or Department Head determines that conflict exists between the
outside employment and the employee’s current County employment, the
request will be denied and the employee must be notified in writing. If a conflict
does not exist and the request is approved, the Supervisor or Department Head
should notify the employee and endorse the request by filing it with the Human
Resources Department.
D. If an employee’s request is denied, he or she may be asked by the Supervisor,
Department Head, or County Manager to terminate their outside employment or
face disciplinary actions in accordance with Article IX.
Regardless of an employee’s request, the following types of outside employment will
not be allowed:
A. Any outside employment inconsistent with the Harnett County Mission, this
policy, or the professional code of ethics.
B. Any outside employment that is or appears to be a conflict of interest.
C. Any outside employment that is performed for any person in the employee’s
supervisory chain.
D. Any outside employment performed by the employee while in a FMLA status.
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Section 6. The Employment of Relatives
The employment of members of the same immediate family within the same County
department is discouraged and should be avoided when at all possible. Such
relationships put a strain on the work environment for the related employees and those
working with and around them.
As an exception to this general rule, members of the same immediate family may be
considered for employment within the same County department where two (2) current
County employees marry or if significant recruiting problems exist.
However, regardless of this exception, a member of the immediate family will no longer
be employed by the County if employment would result in one member supervising the
other or one occupying a position which could influence the other’s employment.
Section 7. Unlawful Harassment Policy
Harnett County promotes a work environment free of unlawful workplace harassment
and has zero tolerance for any employee who fails to follow this Policy. Therefore,
unlawful workplace harassment, in any form, is strictly prohibited. This prohibition, and
the Unlawful Workplace Harassment Policy of Harnett County as explained below,
applies to all County employees regardless of status or position within the County. A
violation of this policy may result in disciplinary action, up to and including, termination
along with any penalties under federal, state, or local law.
Unlawful Workplace Harassment is defined as unwelcome or unsolicited speech or
conduct based upon race, color, sex, religion, national origin, age, genetic information,
political affiliation, or disability status that creates a hostile work environment or under
circumstances involving quid pro quo.
Sexual Harassment: Sexual harassment is a specific type of unlawful workplace
harassment defined by federal guidelines as unwelcome sexual advances, requests for
sexual favors, and other verbal or physical conduct of a sexual nature when:
Submission to such conduct is made, either explicitly or implicitly, as a condition
of the employee’s employment;
Submission to or rejection of such conduct by an employee is used as the basis
for employment decisions affecting such employee; or
Such conduct has the purpose or the effect of unreasonably interfering with an
employee’s work performance or creating an intimidating, hostile, or offensive
work environment.
There are varieties of prohibited acts of sexual harassment that can take range from
subtle pressure to physical assault. Some examples of this type of conduct, by
definition, include, but are not limited to:
Threats of sexual relations or sexual contact that is not freely or mutually
agreeable to both parties; continual or repeated verbal abuse of a sexual nature
(graphic commentaries on the person’s body, sexually suggestive objects or
pictures placed in the work area that may embarrass or offend the employee,
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sexually degrading words to describe the person, or propositions of a sexual
nature)
Threats or insinuations that the employee’s employment, wages, promotional
opportunities, job assignments, or other conditions of employment may be
adversely affected by not submitting to sexual advances
Unwelcome statements or conduct based on a person’s gender such as gender-
based jokes or negative gender-based remarks.
Physical conduct such as unwanted touching hugging, kissing, intentional
brushing up against the employee’s body, or repeated sexual flirtations and
propositions
Any unwelcome verbal comments or physical advances of a sexual nature or
hostile or physically aggressive behavior directed to an employee, which either
affects the employee’s conditions of employment, interferes with their ability to
perform their job, or creates an intimidating or hostile work environment.
Policy Procedures:
A. Any employee, who witnesses or is the subject of an instance of unlawful
workplace harassment, is encouraged to report the situation and/or complaint
without fear of retaliation, orally or in writing, to his or her Supervisor or
Department Head or directly to the Human Resources Director. Upon notification
of a situation or complaint, the Supervisor, Department Head, or Human
Resources Director shall direct the alleged victim to complete the Unlawful
Workplace Harassment Form provided in Appendix B of this Ordinance. The
Unlawful Harassment Form shall be turned into their Supervisor, Department
Head, or Human Resources Director. If a Supervisor or Department Head
receives the completed form, he or she must forward it to the Human Resources
Director within three (3) working days of completion of the form. If the Human
Resources Director is the alleged offender, the alleged event and Unlawful
Workplace Harassment Form shall be provided to the Legal Department.
B. Once the report or complaint is received, along with any supporting evidence
and/or documentation, the Human Resources Director shall, if necessary and
without investigation, take immediate action to stop and/or remedy the
inappropriate conduct. If immediate action is not necessary, the Human
Resources Director shall notify all concerned parties that a complaint has been
filed and an investigation will be conducted by the Human Resources
Department, the Legal Department, or retained outside legal counsel. If the
Human Resources Director is the alleged offender, all actions shall be taken by
the Legal Department or legal counsel retained to investigate the matter.
C. The investigation may consist of interviewing the concerned parties, the alleged
offender(s) and witnesses, along with gathering any relevant evidence or
documentation not already available. The investigation should be completed and
a report given to the County Manager within fifteen (15) working days of the
receipt of the complaint. An extension of not more than 30 days, however, may
be granted upon request by the County Manager. If the County Manager is the
alleged offender, the report shall be provided to the Board of Commissioners and
any extension of the investigation shall be granted upon request by the Board.
D. All concerned parties, employees, and departments should be completely
cooperative during the investigation. Failure to do so may result in immediate
disciplinary action in accordance with Article IX.
E. Once a thorough investigation of the complaint is completed, the Human
Resources Director, or, if the Human Resources Director is the alleged offender,
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the Legal Department or legal counsel retrained to investigate the matter, shall
inform the concerned parties, the appropriate Supervisor or Department Head,
and the County Manager of the outcome of the investigation. Following the
notification of the results, the Human Resources Director, along with the County
Manager, shall ensure that all appropriate actions are taken to remedy the
situation and to reprimand the perpetrator. If the County Manager is the alleged
offender, results of the investigation shall be reported to the Board of
Commissioners and the Board, along with the Human Resources Director, Legal
Department, or outside counsel retained to investigate the matter, shall ensure
that all appropriate actions are taken.
F. After the investigation, all complaints, investigatory files, and other pertinent
documents will remain confidential unless these documents must be released
because of federal, state, or local law.
Retaliation: Retaliation means any adverse action taken against an individual for filing
a discrimination charge, testifying, or participating in any way in an investigation,
proceeding, or lawsuit related to discriminatory employment practices based on race,
religion, color, national origin, sex, age, disability, political affiliation or genetic
information; or because of opposition to employment practices in violation of this Policy.
Retaliation against any of the concerned parties, the alleged offender(s), witnesses, or
those conducting the investigation will not be tolerated and shall be subject to
disciplinary action.
Section 8. Drug‐Free Work Place Policy
Harnett County seeks to provide a safe and secure workplace and community free from
the debilitating effects of any drugs, alcohol, or other illegal substances. The County
also hopes to promote a high standard of employee and community health and
wellbeing. Therefore, to take every reasonable effort to keep drugs, alcohol, and other
illegal substances out of the County work force and community, and in accordance with
the Drug-Free Work Place Act of 1988, Harnett County hereby implements the following
Drug-Free Work Place Policy.
It is the policy of Harnett County that no employee shall possess, use, or distribute illicit
drugs, alcohol, or other illegal substances on any property or facilities used, owned, or
occupied by the County or while representing the County at any professional or social
function. If, however, a county employee recognizes that a problem exists and initiates
action to seek help, the County will work with the employee to resolve the situation.
In accordance with the previous policy, rules and regulations of the U.S. Department of
Transportation, and the Omnibus Transportation Employee Testing Act of 1991, Harnett
County has established a separate Drug and Alcohol Testing Policy for all employees,
including commercial drivers, safety sensitive positions, and the Harnett Area Transit
System Drivers. This policy, in its entirety may be found in Appendix B of this
Ordinance.
Any County employee, Supervisor, Department Head, Administrator, County Manager,
or member of the BOC found in violation of this policy is subject to disciplinary actions in
accordance with Article IX, along with any penalties under federal, state, or local law.
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Section 9. Internet Access Policy
Purpose: The purpose of the Harnett County Technology Use and Internet Access
Policy is to set certain acceptable parameters for employees who have access to
technology and to place such employees on notice that misuse of the County
technology carries certain penalties.
Ownership: It should be understood by all Harnett County employees that all County
technology devices and all data stored in such devices are the property of Harnett
County and may be accessed, shared, stored, moved, and deleted at any time.
Policy: It is the policy of Harnett County that all employees who have access to
technology do not misuse such a privilege and use such access for acceptable and
legitimate purposes. Therefore, the County provides the following guidelines for all
users of Harnett County computers:
A. Use of County resources for accessing the internet and other public networks is
primarily for work-related purposes.
B. Employees must act responsibly when participating in discussion groups on
any public network.
C. Employees will not download any unapproved software from the internet
without prior approval from the IT Department.
D. Employees will not use Real Player, I-Tunes, Spotify, or any other online music
software while on Harnett County time.
E. Employees shall not abuse their internet privilege by using this access to
express his or her political views, showcase his or her opinions on controversial
issues, or act in any other way that would tend to reflect negatively on the
County.
F. Employees will not send or display any obscene or disruptive messages, files,
or images that may contain explicit language, excessive violence, nudity, or
any other form of indecent content.
G. Employees will only share confidential or personally identifiable information
through approved secure communication options.
Monitoring Responsibilities:
A. It shall be the responsibility of the immediate Supervisor or Department Head to
remind his or her employees on an as needed basis of this policy and the
importance of adhering to its mandates. In addition, Supervisors or Department
Heads must also monitor an employee’s internet access in order to avoid
violations.
B. The IT Department shall monitor all internet traffic of all County employees to
ensure that this policy is followed and adhered to.
Violations: Any violation of this policy shall subject an employee to disciplinary action as
described in Article IX depending on the number, nature, and severity of the offense.
Section 10. Cell Phone Use Policy
Some Harnett County employees may be provided with a County-maintained cell
phone. Such devices are County property and are provided to improve customer
service and to enhance business efficiency.
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County cell phones should never be used while operating any motorized vehicle or any
other piece of mechanical equipment unless absolutely necessary. If an employee must
use his or her phone while operating a motorized vehicle or piece of mechanical
equipment, conversations should be kept brief or the employee should stop and take
the call.
Employee Responsibilities:
A. Employees shall learn, know, and understand the various functions his or her cell
phone is capable of.
B. Employees shall keep County-provided cell phones on his or her person while in
service to the County.
C. Employees should bear in mind that cell phone calls can be intercepted and
should take proper precautions when discussing confidential information.
D. Employees shall only use County-provided cell phones for County business,
therefore, these devices should not be used for personal benefit and should not
become the employee’s primary mode of personal communication.
E. Employees shall do their best to maintain the cell phone they have been given. If
a repair or replacement is needed, an employee should return the phone to their
Supervisor or Department Head who will contact the Harnett County IT
Department for further instruction.
Personal Calls: Employees should avoid receiving or making any personal phone calls
on County-provided cell phones unless reasonably necessary.
Section 11. Emergency Operations
In the event of natural or man-made disaster, the County Manager and the BOC
reserves the right to close all County offices, but still require County employees,
essential and non-essential, to report to work to assist with any necessary emergency
operations.
Those employees required to work during a natural or man-made disaster will be
compensated in accordance with Article VI, Section 13 of this policy.
Any employees who are required to work under the direction of the Emergency
Operations Center Director during an emergency or natural disaster will be
compensated in accordance with Article III, Section 18 of this policy.
Section 12. Performance Evaluations
A performance evaluation is an annual review in which an employee’s overall job
performance is evaluated by his or her Supervisor and/or Department Head. Each
County employee should undergo a formal performance evaluation conducted by his or
her Supervisor and/or Department Head on at least an annual basis. This evaluation
should be conducted around the employee’s yearly anniversary date based on the
employee’s most recent date of employment with the County.
The purpose of the performance evaluation is to provide a mechanism for
communication between Supervisors, Department Heads, and employees, to evaluate
strengths and weaknesses, and to set future goals. All performance evaluations should
be completed with impartiality.
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Performance evaluations may be used as evidence to support an employee’s raise or
promotion or to justify an adverse action being taken against the employee. Completed
evaluations should be submitted to Human Resources and placed in the employee’s
personnel file, and are subject to the rules and regulations addressed in Article XII of
this policy.
Performance evaluations should be completed in a timely manner with any resulting
salary increases submitted via the Personnel Action process as soon as possible
following the employee’s anniversary date. In no situation should a performance
evaluation be completed or resulting salary increase be submitted more than six
months after an employee’s corresponding anniversary date unless the employee is not
present to be reviewed. The timely completion of performance evaluations and
submittal of salary increases is the responsibility of an evaluated employee’s
Supervisor and ultimately of the Department Head. Failure to complete performance
evaluations and submit resulting salary increases in a timely manner should be
reflected in the performance evaluation of the Supervisor completing the evaluation and
the Department Head.
ARTICLE VI. LEAVES OF ABSENCE
Section 1. Introduction
Harnett County wishes to provide County citizens and employees with a safe, efficient,
and productive County. In order to provide such a service, the County offers the
following leaves of absence for use by County employees, as long as activities
conducted during any leave of absence are not directly contrary to the County mission.
County employees are, however, cautioned not to retain excess accumulations of
leave time in hopes to use these accumulations late in the calendar year. Even during
holiday season the County must remain open, to allow multiple employees leave for
extended periods of time during this busy season will not suit this end.
All leave granted to employees by the County is given with the understanding that this
leave is not a right, but a privilege that may only be used with permission. All
employees should submit any form of leave they wish to take to the appropriate
authority for consideration no later than 1 workday before a leave is to be taken. In
emergency situations an employee should submit any form of leave they wish to take
no later than 2 hours before the start of the workday.
Section 2. Holidays
The following days, and any others that the BOC may designate, are considered
holidays with pay for any full-time County employees or Administrator working within the
confines of the established Harnett County workweek. The amount to be paid to each
employee for every holiday is described below. Whatever day the holiday falls on shall
be observed as a paid holiday off by the County. When, however, a holiday (other than
Christmas Day) falls on a weekend, Friday shall be the County’s observed holiday.
Holiday Number of Days Off
New Year’s Day 1
Martin Luther King, Jr.’s Birthday 1
Good Friday 1
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Memorial Day 1
Independence Day 1
Labor Day 1
Veterans Day 1
Thanksgiving 2
Christmas 3
Christmas Holiday Schedule: When Christmas Day falls on any of the following days of
the week, the County shall observe the following:
Christmas Day Falls On: Days Off Include:
Monday Monday, Tuesday, & Wednesday
Tuesday Monday, Tuesday, & Wednesday
Wednesday Tuesday, Wednesday, & Thursday
Thursday Wednesday, Thursday, & Friday
Friday Wednesday, Thursday, & Friday
Saturday Friday, Monday, & Tuesday
Sunday Friday, Monday, & Tuesday
Religious Observances: Harnett County, in reverence of citizens’ First Amendment
rights, shall make every reasonable effort to accommodate an employee’s request to be
away from work for certain religious holiday observances; however, nothing shall
obligate the County to make accommodations if, in accommodating the request, it would
result in undue hardship on the County or other County employees. Such a request will
not be granted if it (1) creates a risk to the health and safety of other employees, (2)
causes undue expense to the County, (3) causes hardship on the scheduling and work
of other County employees, and (4) creates an unnecessary division among employees.
Termination: Any County employee that is terminating, is terminated, or resigns on a
holiday will not be paid for that holiday, unless they physically work the holiday.
Effects on Other Types of Paid Leave: Holidays which occur during an employee’s use
of any amount of their accumulated leave shall not be charged against them as part of
that accumulated leave.
Compensation for Holidays:
A. Full-time employees, who work a regular 40-hour workweek, will be
compensated eight (8) hours of paid time for each day off for any of the
holidays above.
B. Full-time employees on the four day – 10-hour per day – workweek will be
compensated eight (8) hours of paid time for each day off for any of the
holidays above. To recover the missing two (2) hours, such an employee must
take two (2) hours of their accumulated leave.
C. Full-time employees who work on rotating shifts will be compensated eight (8)
hours of paid time for any of the holidays above.
D. Full-time employees who work a nine (9) hour rotation shift will be off the
recognized County holiday and will be compensated eight (8) hours of paid
time. To recover the missing one (1) hour, such an employee must take one
(1) hour of their accumulated leave.
Compensation for Holidays Worked:
A. Full-time employees, who work a regular 40-hour workweek, that are required
to work on a regularly scheduled holiday will earn eight (8) hours of time for
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each day off for any of the holidays above, along with compensatory time off
equal to the hours worked based on their status under the FLSA and in
accordance with Article III, Section 9 of this policy.
B. Full-time employees on the four day – 10-hour per day – workweek that are
required to work on a regularly scheduled holiday will earn eight (8) hours of
time for each day off for any of the holidays above, along with compensatory
time off equal to the hours worked based on their status under the FLSA.
C. Full-time employees who work on rotating shifts which work on a recognized
County holiday, regardless of what day said holiday falls on, will be
compensated eight (8) hours of paid time for any of the holidays above in
addition to their regular shift compensation.
D. If time off cannot be provided, the County Manager may approve monetary
compensation for any holiday(s) worked.
E. Full time employees who work a nine (9) hour rotation shift on the recognized
County holiday will be paid the standard eight (8) hours of holiday pay and paid
for any hours worked.
Termination: Any employee who has accumulated holiday leave, upon complete
termination, shall be paid for all unused holiday time.
Section 3. Vacation Leave
Use for Full Time Employees: Vacation leave may be used at any time by any
employee as earned with the approval of the appropriate Supervisor, Department
Head, or County Manager. However, certain Supervisors, Department Heads, or
County employees, as designated by the County Manager, must take at least five (5)
consecutive workdays of accrued vacation leave per calendar year.
Use for Probationary Employees Those employees under a probationary period may
not use their accumulated vacation time until the probationary period is over unless
special circumstances exist and an exception is approved. However, employees
serving a probationary period following a promotion may use any previously accrued
vacation leave during the probationary period with the approval of the appropriate
Supervisor, Department Head, or County Manager.
Manner of Accumulation: The following charts details the manner in which vacation
leave shall be accumulated by all full-time County employees. Years of service with
other North Carolina governmental agencies and North Carolina counties, may be
considered and may be transferred from the employee’s last place of employment
immediately prior to their employment with the County.
Full-Time 40 Hour Workweek Employees
Years of Service Hours Accrued
Monthly
Days Accrued
Annual
Less than 2 6.67 10
At least 2 but less than 5 8.00 12
At least 5 but less than
10
10.00 15
At least 10 but less than
15
12.00 18
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At least 15 but less than
20
14.00 21
20 or more 16.00 24
Sheriffs (42.75 Employees)
Years of Service Hours Accrued
Monthly
Hours Accrued
Annual
Less than 2 7.13 85.6
At least 2 but less than 5 8.56 102.72
At least 5 but less than
10
10.70 128.4
At least 10 but less than
15
12.84 154.08
At least 15 but less than
20
14.98 179.76
20 or more 17.12 205.44
Emergency Services (24 Hour Shift Employees)
Years of Service Hours Accrued
Monthly
Hours Accrued
Annual
Less than 2 8.87 106.4
At least 2 but less than 5 10.64 127.68
At least 5 but less than
10
13.30 159.6
At least 10 but less than
15
15.96 191.52
At least 15 but less than
20
18.62 223.44
20 or more 21.28 255.36
EMS (9 Hour Shift Employees)
Years of Service Hours Accrued
Monthly
Hours Accrued
Annual
Less than 2 7.50 90.05
At least 2 but less than 5 9.00 108.00
At least 5 but less than
10
11.25 135.00
At least 10 but less than
15
13.50 162.00
At least 15 but less than
20
15.75 189.00
20 or more 18.00 216.00
Maximum Accumulation: There is no limit to the amount of vacation leave an employee
may accumulate before June 15 of each fiscal year. On June 15, however, any
employee with more than 240 hours of accumulated leave shall have the excess
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amount transferred to sick leave. The remaining 240 hours of vacation time will transfer
over beginning on July 1. Also an employee who retires (who wish to do so) may roll all
accrued vacation in excess of 240 hours into sick leave on their last day of employment,
regardless of the month in which they retire.
Amended November 2015
Repayment of Vacation Leave—Voluntary Departure: Any employee who retires or
otherwise voluntarily ceases his or her service to the County without failure in the
performance of his or her job duties or unsatisfactory personal conduct shall be paid for
his or her accumulated vacation leave not to exceed 240 hours.
Repayment of Vacation Leave—Involuntary Departure: Any employee who is
involuntarily dismissed from their position with the County or otherwise quits because of
his or her failure in the performance of his or her job duties and responsibilities or
unsatisfactory personal conduct, in the discretion of the County Manager, shall or shall
not be reimbursed for their accumulated vacation leave.
Repayment of Vacation Leave—Upon Employee’s Death: The estate of a County
employee who dies while in the service of the County shall be entitled to repayment for
all of his or her accumulated vacation leave at the time of death except for those hours
donated by other employees under the County’s Shared Leave Policy as expressed in
Article VI, Section 7.
Section 4. Sick Leave
Use: Sick leave shall be used and granted to County employees for:
A. Any absence that is approved as a qualifying event under the Family and
Medical Leave Act (“FMLA”)
B. Employee sickness or bodily injury
C. Exposure to or infection with a contagious disease.
D. Required physical, dental, or mental examination or treatment
E. An illness or medical appointment of an employee’s spouse, child, parent, or
parent-in-law that requires the presence of the employee
Physician Certification: A Supervisor, Department Head, or County Manager may
require an employee to provide a physician’s certificate concerning the nature of the
illness and the employee’s physical capacity to resume duties for each occasion on
which an employee uses sick leave.
Manner of Accumulation: The following charts details the manner in which sick leave
shall be accumulated by all full-time County employees. An employee may transfer
sick leave from other North Carolina governmental agencies, and North Carolina
counties, provided that verification of that accumulated sick leave is received from the
previous employer and that the employee was not reimbursed for these days.
However, sick leave may only be transferred from the employee’s last place of
employment immediately prior to their employment with the County.
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Sick Hours Accrual Month/Year
Type of Employee (Workweek) Hours Accrued
Monthly
Hours Accrued
Annual
Regular (40 Hour) 8.00 96.00
Sheriff (42.75) 8.56 102.72
Emergency Services (24 Hour Shift) 10.64 127.68
EMS (9 Hour Shift) 9.00 108.00
Maximum Accumulation: There is no limit to the amount of sick leave an employee may
accumulate while in the service of the County.
Repayment of Sick Leave—Involuntary Departure: If an employee is dismissed,
terminated, or involuntarily resigns, any sick leave owed to the County shall be
deducted from the employee’s final compensation.
Repayment of Sick Leave—Voluntary Departure: Any employee who voluntarily ceases
his or her service to the County without failure in the performance of his or her job
duties and responsibilities is entitled to have their accrued sick leave transferred to their
next place of employment or retained in the Harnett County Human Resources system
for up to three years in case an employee returns to the service of the County.
Repayment of Sick Leave—Retirement: Any employee who retires from their
employment with the County and is a member of the North Carolina Local Government
Employee’s Retirement System shall have their accrued unused sick leave transferred
into months of retirement credit. For each twenty (20) days an employee has accrued of
sick leave they shall receive one (1) month of retirement credit.
Repayment of Sick Leave—Death: Any employee who dies while in service to the
County is not entitled to repayment for his or her accumulated sick leave, however,
hours donated by other employees under the County’s Shared Leave Policy, as
expressed in Article VI, Section 7, shall be returned to the donating employees.
Section 5. Petty Leave
All full-time County employees shall be allowed fourteen (14) hours per year of petty
leave with pay beginning February 1 of each calendar year. If an employee is hired after
January 1 they will receive petty leave on a prorated basis. These fourteen (14) hours
are over and above any other leave an employee may accrue while in the service of the
County. Petty Leave, therefore, may be used in conjunction with any other type of leave,
but may only be used in increments of fifteen (15) minutes up to a maximum of three (3)
hours at one time.
Petty leave may only be taken with the approval of a Supervisor, Department Head, or
County Manager and must be used before December 15 of each calendar year. After
December 15 any petty leave an employee may have will be terminated and will not roll
over to the next year.
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Section 6. Bereavement Leave
The Bereavement Leave Policy, effective 7/1/19, establishes uniform guidelines for
providing paid time off to employees for absences related to the death of immediate
family members and fellow employees or retirees of Harnett County.
All full-time, active employees are eligible for benefits under this policy This leave will be
available on a calendar year basis from January through December. This leave will not
carry forward from year to year and therefore is not payable upon termination of
employment if not used.
An employee who wishes to take time off due to the death of an immediate family
member should notify his or her supervisor as soon as possible prior to using
bereavement leave. At the discretion of the employee’s supervisor or department head,
verification for use of bereavement leave may be required.
Paid bereavement leave will be granted according to the following schedule:
Employees may use a maximum of three consecutive workdays of bereavement
leave per loss for the death of an immediate family member; which includes wife,
husband, mother, father, brother, sister, daughter, son, grandmother,
grandfather, grandson, granddaughter, aunts and uncles. Also included are
step-, half-, in-law, and loco parentis relationships.
Bereavement leave will be capped at six workdays per calendar year.
Additionally, an employee may use any available leave for additional time off as
necessary, with their supervisor’s approval.
Employees will be allowed up to four hours of bereavement leave to attend the
funeral of a fellow regular employee or retiree of the County, provided such
absence from duty will not interfere with normal operations of the department.
Employees will be allowed up to four hours of bereavement leave to attend the
funeral of a fellow regular employee or retiree of the County, provided such
absence from duty will not interfere with normal operations of the department.
Section 7. Leave Without Pay
Use: Any full-time County employee may be granted leave without pay for up to one
(1) year by the appropriate Supervisor, Department Head, or the County Manager
through the use of the Leave Without Pay Form found in Appendix C of this
Ordinance. Such leave may be used for reasons of prolonged personal illness,
prolonged illness of an immediate family member, personal disability, after all other
forms of accrued leave have been exhausted, educational needs, special work or
ongoing classes that will benefit the County, or for other reasons deemed appropriate.
Returning to Work: Any employee who is granted leave without pay is obligated to
return to duty within, or at the end of, the time determined appropriate by the granting
Supervisor, Department Head, or County Manager, unless an extension has been
requested and approved. Upon returning, the employee shall be entitled to return to
the same position he or she held at the time leave was granted or to one of like
classification, seniority and pay.
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Failure to Return to Work: Failure of an employee to report to work once their leave
has expired shall be considered a resignation and the employee’s position shall be
filled following the selection processes in Article IV, Section 6.
Retention and Continuation of Benefits: Any employee who takes leave without pay
ceases to accrue any form of leave addressed in Article VI of this policy. However, an
employee must work at least half of the employee’s regular monthly schedule to
accrue leave. For all non-FMLA leave without pay, employee health and dental
insurance benefits will be paid by the County while the employee is on leave if the
employee works at least half of their regular monthly schedule. If an employee works
less than half of their regular monthly schedule, then the employee shall be
responsible for their health and dental insurance premiums. Regardless of the amount
of time worked during the month, an employee will be responsible for all other policies
and dependent coverage premiums while on leave without pay. Employee responsible
premiums will be deducted from the employee’s pay or, if no pay is received, billed to
the employee. If the employee is billed, the employee shall be responsible for paying
their premiums by the due date on the invoice. Employees who do not pay their
premiums by the due date shall have their coverage canceled. If health and dental
coverage of the affected employee is canceled for non-payment, coverage will be
reinstated upon returning to work. Unpaid premiums will be deducted, unless the
employee pays all outstanding premiums in full upon returning to work. If any policies,
other than the employee’s health and dental coverage, and dependent coverage are
canceled for non-payment, the employee will be eligible to re-enroll during the next
open enrollment period.
Section 8. Shared Leave Policy
Purpose: The Harnett County Shared Leave Policy provides an opportunity for
County employees to assist one another in times of need when an employee may
have to be absent from work for a prolonged period of time resulting in loss of income
due to a lack of accumulated leave. Therefore, any full-time County employee may
donate accrued leave, as outlined in this section, to an employee who has been
approved to receive voluntary shared leave due to a medical condition of the
employee or of a member of the employee’s immediate family that causes an
employee to exhaust all paid leave and compensatory time and will require the
employee’s absence for a prolonged period of time. The Shared Leave program is not
a right but a privilege offered by the County and is subject to denial. Denial of
participation in the Shared Leave program is not a grievable or appealable
occurrence.
Covered Employees: Any full-time County employee who has completed their new-
hire probationary period is eligible to donate leave or receive donated leave.
Temporary and part-time employees are not eligible for shared leave.
Qualifying to Receive Leave: In order to receive shared leave, a covered employee
must have complied with existing leave rules and:
A. Have a prolonged medical condition that results in an absence from work for 20
consecutive days or more or have an immediate family member that has a
medical condition that requires an employee’s absence from work for 20
consecutive days or more. Prolonged medical condition includes pregnancy
complications or delivery complications where the complication results in an
absence from work for 20 consecutive days or more,
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B. Apply for and follow procedures for FMLA,
C. Apply for Shared Leave,
D. Produce medical evidence to support the need for leave beyond the available
accumulated leave, and
E. Upon review of the Shared Leave Application and accompanying medical
evidence, be approved by the County to participate in the program.
Non-qualifying Reasons: Any employee or immediate family member experiencing,
undergoing, or receiving the following is ineligible to participate:
A. Short term or sporadic conditions or illnesses that require an absence from work
for less than 20 consecutive days,
B. Elective Surgery,
C. Pregnancy and childbirth where there are no complications that require a
covered employee to be absent from work for 20 consecutive days or more, or
D. Worker’s Compensation benefits.
The Application Process:
Any full-time employee who wishes to request leave through the Shared Leave Policy
must submit an Application to Receive Shared Leave Form provided by the Human
Resources Department at www.Harnett.org or found in Appendix C of this Ordinance.
A. This form must be submitted to the appropriate Supervisor or Department Head
who shall review the merits of the request and forward it to the Human
Resources Department with a recommendation for approval or disapproval.
B. The Human Resources Department will further review the request with an
Employee Shared Leave Committee. The Committee and Human Resources
Director will make a recommendation to the County Manager.
C. The County Manager shall approve or deny all requests for receipt of shared
leave and shall determine the length of the leave, not to exceed the employee’s
or family member’s period of treatment and recovery.
D. Once approved, the Human Resources Department shall advise all county
employees regarding the request for shared leave.
E. Direct solicitation of employees for shared leave donations by the employee
requesting shared leave is not permitted under any circumstances.
The Donation Process:
A. Any employee who wishes to donate a specified number of hours from their
vacation leave or compensatory time to an employee requesting shared leave
must complete the Shared Leave Donation Form provided by the Human
Resources Department at www.Harnett.org or found in Appendix C of this
Ordinance.
B. This form must be submitted to his or her Department Head who shall forward it
to the Human Resources Department within the time period specified.
C. Any employee donating leave may elect to donate a minimum of four (4) hours of
their vacation leave or compensatory time up to any amount that would not drop
his or her total accrued leave balance below 80 hours. A donating employee,
however, may not donate more leave than he or she could earn in a year.
D. Any donated leave will convert into sick leave for the employee requesting
shared leave, is taxable, and will be added to the recipients W-2 as income.
E. Once leave is donated and transferred to the receiving employee, any leave not
used shall be returned to all donating employees on a pro-rata basis.
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Limitations & Restrictions:
A. The donated amount of shared leave will only be utilized after all other sources of
the recipient’s own leave have been completely exhausted.
B. A donating employee may not receive any form of compensation for the
donation of leave from the County or the employee requesting shared leave.
Acceptance of remuneration for donated leave shall be grounds for disciplinary
action as addressed in Article IX.
C. No employee may directly or indirectly intimidate, threaten, coerce, or attempt
to intimidate, threaten, or coerce any other employee for the purpose of
interfering with any right a County employee may have with respect to
donating, receiving, or using leave under this program. Such action shall be
grounds for disciplinary action as addressed in Article IX.
D. County employees may not donate to or receive leave from family members
employed in other local governments or State agencies, institutions,
community colleges, or technical institutes.
E. Full-time employees who regularly work a 40 hour workweek or ten (10) hour
shifts may receive a maximum of 480 hours of donated leave. Full-time
employees who regularly work nine (9) hour or twelve (12) hour shifts shall be
eligible to receive a maximum of 540 hours of donated leave. Full-time
employees who regularly work 24 hour shifts shall be eligible to receive a
maximum of 720 hours of donated leave. All maximums outlined in this
subsection shall apply to the 12-month period following approval of an
employee’s participation in the shared leave program.
F. Shared Leave may not be used to extend an employee’s time in leave status
beyond one year from their last date worked or beyond the time necessary for
an employee or family member to be treated and recover.
G. Individual employee leave records are confidential and are subject to the
regulations found in Article XII.
H. County employees should not reveal their donated leave amounts to the
recipient of shared leave or to other employees.
I. Donated leave shall not be claimed for reimbursement under current
subrogation law. The County of Harnett shall not report paid donated leave as
reimbursable to an attorney representing a County employee in a third party
subrogation claim.
Retention and Continuation of Benefits: Any employee who receives shared leave
continues to accrue any form of leave addressed in Article VI, receives any salary
increases or bonuses for which he or she would have otherwise been eligible, and
may continue to be eligible for benefits under the County’s group insurance plans.
Accounting and Usage Procedures: The Human Resources Department is responsible
for the establishment and maintenance of a system of leave accountability that will
accurately record leave donations and recipient’s use. Such accounts shall provide a
clear and accurate record for financial and management audit purposes. Such a system
should include the following:
A. Maintaining a list of all donating employees and the hours donated by each
B. Adequate and prompt notification of any donated leave, the amounts of that
donated leave, and when leave is granted to the recipient and the Finance
Department
C. Notification of actual leave deductions to the donating employees and the
Finance Department.
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D. A donating employee will receive their pro rata share of any unused donated
leave upon a qualifying employee’s return to work.
Section 9. Workers’ Compensation Leave
Note: The following section is covered by the North Carolina Workers Compensation
Act (“NCWCA”) found at NCGS §97. If any discrepancies between this section and
the NCWCA should surface, the NCWCA shall control.
Any full-time County employee absent from duty because of sickness or disability
covered by the NCWCA may receive worker’s compensation benefits and elect to
use their accumulated leave as a supplemental payment for the difference between
their regular salary and the payments received under the NCWCA.
Employee Instructions: To ensure that a sick, injured, or disabled employee will
receive all their available benefits, the following instructions should be followed.
A. Emergency Situation:
1. If an injury occurs while on the job and said injury results in an
emergency situation, 911 should be contacted for medical assistance
and transport to the nearest medical facility. The employee, however, is
still responsible for notifying the appropriate Supervisor or Department
Head and completing a Workers’ Compensation Leave Form &
Employee Injury Report provided by the Human Resources Department
at www.Harnett.org or found in Appendix C of this Ordinance.
2. If treatment is required at the emergency care provider, the injured
employee should not provide his or her current County health insurance
card. The employee instead should inform his or her caretakers that his
or her injury should be filed to workers’ compensation.
3. If the injury occurs after normal County hours as explained above in
Article V, Section 2, the employee’s social security number will be used
as a temporary claim number until Human Resources can file a
workers’ compensation claim and receive an appropriate claim number.
B. Non-Emergency Situation:
1. If an injury occurs while on the job and said injury does not result in an
emergency situation, but medical treatment is still required, an
employee should seek treatment from:
Lillington Medical Services
7 East Duncan St.
Lillington, NC 27546
(910) 893-2641
2. If, for any reason other than a medical emergency, an employee is
unable to receive treatment at the Lillington Family Medical Center, he
or she should contact the Risk Management and Safety Coordinator.
3. Despite injury the employee is still responsible for notifying the
appropriate Supervisor or Department Head and completing a Workers’
Compensation Leave Form & Employee Injury Report.
C. Prescriptions:
1. If, after treatment, release, and the completion of a Workers’
Compensation Leave Form & Employee Injury Report, an employee
needs a medical prescription filled, the employee may go to any major
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pharmacy including, but not limited to, the following: CVS, Rite-Aid,
Walgreens, Wal-Mart, Giant Eagle, Kroger, Meijer, Costco, and Target.
2. The employee should inform the pharmacy that he or she is covered
through the NCWCA. The pharmacy should be able to electronically get
approval for the prescription.
3. If the pharmacy is unable to fill the prescription or electronically get
approval to fill the prescription, the employee should purchase the
medicine with his or her own funds and then submit any receipts to the
Risk Management and Safety Coordinator for processing and refund.
D. Mileage:
1. If any injured employee travels more than twenty (20) miles on their
personal vehicle to an authorized doctor’s appointment following an
injury filed as workers’ compensation, he or she may submit mileage for
reimbursement through the use of the appropriate travel form.
E. Work Release Forms
1. Work release forms should be obtained by an injured employee at each
doctor visit and given to the appropriate Department Head.
2. Such forms should be used by the Department Head to determine the
amount, type, and frequency of work an employee may do.
3. If an employee is written out of work by a licensed physician or light
duty is unavailable for the employee, he or she may be entitled to
workers’ compensation lost wage benefits. Such a situation is
addressed below.
F. Lost Wage Benefits
1. To be eligible for any lost wage benefits under the NCWCA an
employee must: (1) be injured while in the service of their employer, (2)
be written out of work by a licensed physician, and (3) be out of work for
an initial seven (7) days. The day of injury is not included in the 7 days.
2. Once the initial seven (7) day period has passed, an employee will be
eligible for lost wage benefits as long as he or she has already
completed the Workers’ Compensation Leave Form & Employee Injury
Report.
3. If an injured employee is eligible for lost wage benefits, that employee
will begin receiving workers’ compensation checks to cover two-thirds
(2/3) of his or her salary.
4. The remaining one-third (1/3) of an employee’s salary will be recouped
by using the employee’s accrued leave until all the employee’s leave is
exhausted. This will result in an employee using one (1) entire day of
leave for every three (3) days an employee remains on workers’
compensation.
G. Other Information:
1. If an employee receives one day of lost wage benefits, that employee’s
retirement benefits will be inactive for the entirety of that month.
2. While on workers’ compensation leave an employee will continue to
accrue all forms of leave as addressed in Article VI. Any leave accrued,
therefore, will instantly be used and paid out to the employee if he or
she has exhausted all accrued leave while on workers’ compensation.
FMLA leave will run concurrently with any employee’s workers’
compensation leave.
3. Employee health and dental insurance benefits will be paid by the
County while the employee is on workers’ compensation leave. All other
policies and dependent coverage premiums will be deducted out of the
employee’s pay or, if no pay is received, billed to the employee. If the
46
employee is billed, the employee shall be responsible for paying the
premiums by the due date on the invoice. Employees who do not pay
the premiums by the due date shall have their coverage canceled. If
coverage is canceled for non-payment, the employee will be eligible to
re-enroll during the next open enrollment period.
Section 10. Military Leave
Note: The following section is covered the Uniformed Services Employment and
Reemployment Rights Act (“USERRA”) found at 38 United States Code Chapter
4301-4335 and 20 Code of Federal Regulations Part 1002. If any discrepancies
between this section and the USERRA should surface, the USERRA shall control.
Purpose: Harnett County, in accordance with federal law, seeks to ensure that County
employees who serve or have served in the Armed Forces, Reserves, National
Guard, or other uniformed services: (1) are not disadvantaged in their careers with the
County because of their service, (2) are promptly reemployed in their County jobs
upon their return from duty, and (3) are not discriminated against in employment
based on past, present, or future military service. Harnett County, along with the
federal government, wishes to encourage uniformed service so that the United States
can enjoy the protection of those services, staffed by qualified people, while
maintaining a balance with the needs of the County who also depends on these same
individuals. With this mind the County puts into effect the following policy pertaining to
military leave for all full-time County employees.
Policy:
A. Any full-time County employee who is a member of the Armed Forces,
Reserves, National Guard, or other uniformed services will be allowed 96 hours
annually (adjusted for employees having a work week with greater or fewer
hours than a basic 40-hour workweek, refer to sick schedule) to be used for
any military training that an employee may be mandated to undergo as part of
their service.
B. If compensation provided such an employee by the United States while on
military leave is less than the normal salary such an employee would have
earned working his or her typical work schedule, the employee shall receive
partial compensation from the County equal to the difference in the two
amounts. Every effort will be made by the County to maintain the employee’s
normal salary during such an employee’s period of military leave. Employee
has the option to use leave without pay or accrued time.
C. If a County employee’s military duty is required beyond the allotted hours, the
employee shall be allowed to recoup the loss wages through the use of his or
her accumulated leave. If the employee, however, does not have any
accumulated leave or his or her accumulated leave runs out, the employee
shall be given leave without pay status as addressed in Article VI, Section 6.
D. Regardless of other portions of this policy and the employee’s pay status, while
taking military leave an employee’s leave credits and other benefits shall
continue to accrue as normal.
E. Any time spent in military leave will not run concurrently with FMLA leave.
Section 11. Civil Leave
When any full-time County employee is called for jury duty or as a court witness for
the federal or state governments or a subdivision thereof, they shall receive leave with
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pay from the County, along with any payments or travel allowances received for such
civic duties, without need to use any of their accumulated leave.
While on civil leave, all benefits and forms of leave shall continue to accrue as normal.
Section 12. Educational Leave
Any full-time County employee may request and have granted a leave of absence in
order to take one (1) educational course during or after regular County working hours
as described in Article V, Section 2. Such an employee must complete and submit the
Education Leave Request Form to the appropriate Supervisor or Department Head.
This form is provided by the Human Resources Department at www.Harnett.org or
found in Appendix C of this Ordinance.
Such educational leave will only be granted if the educational course to be taken
benefits the County by better equipping the employee to perform his or her assigned
job duties and responsibilities.
Section 13. Family and Medical Leave
Note: The following section is covered by the Family and Medical Leave Act (“FMLA”)
found at 29 United States Code Chapter 28 and 29 Code of Federal Regulations Note
825. If any discrepancies between this section and the FMLA should surface, the
FMLA shall control. Also, any employee seeking additional information on the FMLA
may visit www.dol.gov.
Purpose: In accordance with the FMLA, Harnett County seeks to provide a working
environment that: (1) facilitates the development of children and the family unit, (2)
prevents County employees from having to choose between job security and
parenting, (3) allows adequate job security for employees who have serious health
conditions that prevent them from working for temporary periods, and (4) balances the
demands of the County with the needs of the families. With this in mind the County
establishes the following policy.
Eligibility: Only eligible employees are allowed to take FMLA leave. An eligible
employee is one who:
A. Works for the County,
B. Has worked for the County for at least twelve (12) months,
1. Note: The twelve (12) months of service do not have to be continuous or
consecutive. This means that any time previously worked for the County
may be used to meet the twelve (12) month requirement. If, however,
the employee has a break in service that lasted longer than seven (7)
years, the time worked prior to the break will not count unless the break
is due to service covered by the USERRA addressed in Article VI,
Section 9.
C. Has at least 1,250 total hours of service to the County during the twelve (12)
month period immediately preceding the leave, and
D. Works at a location where the County has at least fifty (50) employees within a
seventy-five (75) mile radius.
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Policy:
A. Leave for Qualified Reasons: Harnett County will hereby grant all eligible
County employees a total of twelve (12) workweeks of job-protected family and
medical leave within a single twelve-month period for one or more of the
following qualified reasons:
1. Birth & Bonding Leave: Leave may be granted for the birth of a son or
daughter.
i. Restrictions and Limitations:
a) Entitlement to this form of leave expires 12 months after
the date of birth.
b) Both mothers and fathers employed by the County have a
right to take this form of leave.
c) This form of leave must be taken as a continuous block
unless the employee obtains approval for intermittent
leave by a Supervisor or Department Head.
d) An employee who actually has day-to-day responsibility for
caring for a child may be entitled to this form of leave even
if the employee does not have a biological or legal
relationship to the child as long as such an employee can
prove they stand in loco parentis to the child.
e) The fact that a child has a biological parent in the home, or
has both parents, does not prevent an employee from
standing in loco parentis to that child. The FMLA does not
restrict the number of parents a child may have.
2. Adoption & Bonding Leave: Leave may be granted for the placement of
a son or daughter with the employee for adoption or foster care.
i. Restrictions and Limitations:
a) An employee’s entitlement to this form of leave expires 12
months after the date of adoption or placement.
b) Both mothers and fathers employed by the County have a
right to take this form of leave.
c) This form of leave may be taken before the actual
placement or adoption of a child takes place if an absence
from work is required. Such situations may include
counseling sessions, mandated court appearances,
attorney or birth parent consultations, and for necessary
travel to complete an adoption.
d) This form of leave must be taken as a continuous block
unless the employee obtains approval for intermittent
leave by a Supervisor or Department Head.
3. Serious Health Condition Leave (Employee): Leave may be granted for
an employee to seek treatment and recover from his or her own serious
health condition that requires incapacity for a period of more than three
calendar days away from work that also involves continuing treatment
(or under the supervision of) a health care provider.
i. Restrictions and Limitations:
a) An employee is considered unable to work where a
licensed physician finds that the employee is: (1) unable to
work at all or (2) unable to perform any of the essential
functions of the employee’s position.
b) To utilize this form of leave an employee must submit the
Employee Medical Certification Form provided by the
Human Resources Department at www.harnett.org or at
49
www.dol.gov to his or her Supervisor or Department Head
in accordance with Article VI, Section 12, Subsection D-3
of this Personnel Ordinance.
c) Before returning from work after this form of leave is taken,
the employee must provide the County with a Fitness-for-
Duty Certification signed and dated by a licensed
physician that is qualified to make the determination that
the employee is fit to return to work and perform their
previous job duties and responsibilities.
4. Serious Health Condition Leave (Relative): Leave may be granted for
the employee to care for a spouse, son, daughter, or parent who has a
serious health condition that requires a period of incapacity requiring
absence of more than three calendar days from work, school, or other
regular daily activities that also involves continuing treatment (or under
the supervision of) a health care provider.
i. Restrictions and Limitations:
a) To utilize this form of leave an employee must be needed
to provide care for his or her spouse, son, daughter, or
parent because of the family member’s serious
documented health condition.
b) An employee may take this form of leave to care for a
person who, although having no legal or biological
relationship to the employee when the employee was a
child, stood in loco parentis to the employee when the
employee was a child.
c) An employee who actually has day-to-day responsibility for
a child may be entitled to take this form of leave even if the
employee does not have a biological or legal relationship
to the child as long as such an employee can prove they
stand in loco parentis to the child.
d) The fact that a child has a biological parent in the home, or
has both parents, does not prevent an employee from
standing in loco parentis to that child. The FMLA does not
restrict the number of parents a child may have.
e) To utilize this form of leave an employee must submit the
Family Member Medical Certification Form provided by the
Human Resources Department at www.harnett.org or at
www.dol.gov to his or her Supervisor or Department Head
in accordance with Article VI, Section 12, Subsection D-3.
5. Military Exigency Leave: Leave may be granted for any qualifying
exigency arising out of the fact that a spouse, son, daughter, or parent is
a military member on covered active duty or called to active duty status.
i. Restrictions and Limitations:
a) The definition of “son” and “daughter” provided in Article I,
Section 3, does not apply to this section in so far as the 18
years or younger restriction is concerned.
b) Qualifying exigencies are situations arising from the
military deployment of an employee’s spouse, son,
daughter, or parent to a foreign country. Such exigencies
for which an employee may take this form of leave include:
1. Making alternative child care arrangements for a
child of the military member when deployment
necessitates a change in the existing arrangements.
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2. Attending certain military ceremonies and briefings.
3. Taking leave to spend time with a military member
on Rest and Recuperation leave during deployment.
4. Making financial or legal arrangements to address a
covered military member’s absence.
5. Certain activities related to care of the parent of the
military member while the military member is on
covered active duty.
6. Deployment of service member with seven or fewer
days’ notice.
7. Post-deployment activities for a period of ninety days
after the termination of the service member’s active
duty status.
c) An employee who actually has day-to-day responsibility for
a child may be entitled to this form of leave even if the
employee does not have a biological or legal relationship
to the child as long as such an employee can prove they
stand in loco parentis to the child.
d) The fact that a child has a biological parent in the home, or
has both parents, does not prevent an employee from
standing in loco parentis to that child. The FMLA does not
restrict the number of parents a child may have.
e) To utilize this form of leave an employee must submit the
Qualifying Exigency Certification Form provided by the
Human Resources Department at www.harnett.org or at
www.dol.gov to his or her Supervisor or Department Head
in accordance with Article VI, Section 12, Subsection D-3.
6. Military Caregiver Leave: An extended period of up to twenty-six (26)
workweeks of leave may be granted for an employee to care for a
covered service member with a serious injury or illness, as long as the
employee is the spouse, son, daughter, parent, or next of kin of the
service member.
i. Restrictions and Limitations:
a) Any eligible employee is limited to a combined total of 26
workweeks of leave for any FMLA qualifying reasons
during a single 12-month period.
b) This form of leave is available to any eligible employee
once per service member, per serious injury or illness.
However, an eligible employee may take an additional 26
weeks of leave in a different 12-month period to care for
the same service member if he or she has another serious
injury or illness.
c) A covered service member under this policy includes: (1) a
current member of the Armed Forces who is undergoing
medical treatment, recuperation, or therapy, is in
outpatient statute, or is on the temporary disability retired
list, for a serious injury or illness or (2) a veteran of the
Armed Forces discharged within the five-year period
before the family member first takes Military Caregiver
Leave to care for the veteran and who is undergoing
medical treatment, recuperation, or therapy for a qualifying
serious injury or illness.
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d) A veteran who was dishonorably discharged is not
considered a covered service member.
e) To utilize this form of leave an employee must submit the
Current Service Member Serious Injury or Illness
Certification Form or the Veteran Serious Injury or Illness
Certification Form provided by the Human Resources
Department at www.harnett.org or at www.dol.gov to his or
her Supervisor or Department Head in accordance with
Article VI, Section 12, Subsection D-3.
B. Calculation of the Single 12-Month Period:
1. The single 12-month period for all of the foregoing qualified reasons will
be measured forward from the first date an employee takes FMLA leave.
i. Example: Ann’s FMLA leave begins on November 6, 2012 so her
12-month period is November 6, 2012 - November 5, 2013.
2. The single 12-month period for Military Caregiver Leave, however,
begins on the first day the employee takes this form of leave and ends
exactly 12 months later regardless of Harnett County policy.
C. Increments, Calculation, & Payment of Leave:
1. Increments of Leave: Any form of FMLA leave may be taken in periods
of whole weeks, single days, hours, or 15 minutes’ intervals.
2. Calculation of Leave:
i. Only the amount of leave actually taken may be counted against
an employee’s FMLA leave entitlement of 12-26 weeks.
ii. Where an employee takes FMLA leave for less than a full
workweek, the amount of FMLA leave used is determined as a
proportion of the employee’s actual workweek and will be
converted into hours.
a) Example: Ann normally works 30 hours a week but works
only 20 hours in a week because of FMLA leave.
Therefore, she would use one-third (1/3) of a week of
FMLA leave or, converted, 10 hours of FMLA leave time.
iii. Time that an employee is not scheduled to report to work or may
not report to work because the County has ceased operations
shall not be counted against the employee as FMLA leave.
iv. When a holiday falls during a week in which an employee is
taking the full week of FMLA leave, the entire week is counted as
FMLA leave. However, when a holiday falls during a week when
an employee is taking less than the full week of FMLA leave, the
holiday is not counted as FMLA leave, unless the employee was
scheduled and expected to work on the holiday and used FMLA
leave for that day.
3. Payment of Leave: FMLA leave in any normal circumstance is unpaid
leave, however, Harnett County requires that County Employees take
any and all of their accrued leave when using any form of FMLA leave.
D. Employee Notice Requirements:
1. Timing (Leave that is Foreseeable)
i. In general, an employee must give the County at least 30 days
advanced notice of the need to take FMLA leave when he or she
knows about the need for the leave in advanced.
2. Timing (Leave that is Unforeseeable)
i. When the need for leave is unexpected, an employee must
provide notice to the County as soon as possible and practical.
3. Certifications:
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i. Any employee who wishes to utilize FMLA leave for a serious
health condition or a military exigency must supply his or her
Supervisor or Department Head with the appropriate certification
form within 15 calendar days after he or she has submitted their
completed FMLA Leave Request Form that may be found in
Appendix C of this Ordinance. Medical certification forms should
be updated by the employee every 30 days unless the form
indicates that the minimum duration of the serious health
condition is more than 30 days. If this is the case the form should
be updated at the expiration of that minimum duration.
ii. The employee is responsible for paying for the cost of the
certification and for making sure the certification form is delivered
to the Supervisor or Department Head.
iii. If the certification form is incomplete or insufficient, the County
will provide the employee with a written notice stating what
information is needed to make the form complete and sufficient.
iv. The employee must provide the necessary information to the
County within seven (7) calendar days.
v. If the employee does not provide the requested certification form
within the time required or fails to provide a complete and
sufficient form despite the opportunity to cure any deficiencies,
the County shall deny the employee’s request for FMLA leave.
vi. If the County has received a completed medical certification form,
but has a reason to doubt the validity of such a certification, the
County reserves the right to obtain a second certification from a
licensed physician of the County’s choosing. The County will pay
for such a recertification.
E. Employee Protections Under the FMLA:
1. All County employees utilizing FMLA leave are entitled to the
continuation of the County’s group health and dental insurance on the
same terms as if he or she had continued work. All other policies and
dependent coverage premiums will be deducted out of the employee’s
pay or, if no pay is received, billed to the employee. If the employee is
billed, the employee shall be responsible for paying the premiums by the
due date on the invoice. Employees who do not pay the premiums by
the due date shall have their coverage canceled. If coverage is canceled
for non-payment, the employee will be eligible to re-enroll during the
next open enrollment period.
2. All County employees utilizing FMLA leave are entitled to the continued
accruement of any form of leave given to an employee by the County.
3. When any County employee utilizes FMLA leave and returns from that
leave, he or she will be restored to the same job or equivalent job. An
equivalent job is one that is virtually identical to the original job in terms
of pay, benefits, and other employment terms and conditions.
F. Protections for Individuals: The FMLA prohibits the following actions to be
made by Harnett County:
1. Interfering with, restraining, or denying the exercise of, or the attempt to
exercise any FMLA right.
2. Discriminating or retaliating against an employee or prospective
employee for having exercised or attempted to exercise any FMLA right.
3. Discharging or in any other way discriminating against any person,
whether or not an employee, for opposing or complaining about any
unlawful practice under the FMLA.
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4. Discharging or in any other way discriminating against any person,
whether or not an employee, because that person has:
i. Filed any charge, has instituted, or caused to be instituted, any
proceeding under or related to the FMLA;
ii. Given, or is about to give, any information in connection with an
inquiry or proceeding relating to any right under the FMLA; or
iii. Testified, or is about to testify, in any inquiry or proceeding
relating to a right under the FMLA.
Section 14. Adverse Weather Policy (Administrative Leave)
Purpose: Harnett County must ensure the delivery of services to citizens and
businesses even during times of adverse weather. Considering the varied geographic
locations and diverse populous of this County, it is the intent of this Adverse Weather
Policy to establish a uniform Countywide plan regarding how operations will be affected
during times of adverse weather and to establish guidelines for accounting for time and
for releasing non-essential personnel from work when: (1) adverse weather prohibits or
adversely impacts the ability of non-essential personnel to report to work or to remain at
work, or (2) adverse weather necessitates the suspension of non-essential operations.
Note: All County employees are to presume, unless otherwise notified, that County
operations will continue as normal and they are expected to report to work regardless of
any weather or other emergency conditions that may develop. The Harnett County
Adverse Weather Policy will not go into effect until the County Manager has determined
that normal operations at all Harnett County facilities is jeopardized by the existence of
adverse weather that may put lives or property in danger. Such a determination will be
forwarded to all major news and radio outlets across the County, distributed via Harnett
County e-mail, and posted on www.harnett.org and designated County Social media
platforms.
Designation of Essential & Non-Essential Personnel: All County employees shall be
designated as essential or non-essential personnel by the appropriate Department
Head or the County Manager. Non-essential personnel shall be designated in writing
through an e-mail or memorandum. This e-mail or memorandum shall act as an
employee’s recognition of his or her status as non-essential personnel. Essential
personnel shall be designated in writing through a formal memorandum and each
essential employee shall acknowledge this designation in writing. This designation and
acknowledgement will be included in each employees’ personnel file.
While not all County department heads and/or their assistant directors may be
considered essential personnel, all department heads and/or their assistant directors
should make themselves available to the County Manager via an agreed upon method
of communication should they be needed during times of adverse weather.
Some County departments may, in their discretion, assign employees to shifts in order
to maintain essential County operations. In these situations, employees may be deemed
essential or non-essential in accordance with their respective shift.
Duties of Essential Personnel:
A. Essential personnel who are required to work during adverse weather because
their positions have been designated as such by their Department Heads or the
County Manager should perform to the best of their abilities during this time.
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B. Those essential personnel who cannot report to work because of driving
conditions will notify their immediate Supervisor or Department Head so that
County transportation can be dispatched to pick them up.
C. If an essential employee refuses to report to work, remain at work, or be carried
to work by County transportation once this policy has been activated the
employee will not be granted administrative leave and will be charged absent.
D. Essential employees are not allowed to take a day off at such future time to
compensate for working during an emergency. Any compensation received by
such employees for working during an emergency is governed by the Emergency
Operations Compensation policy addressed in Article III, Section 19.
Non-Essential Personnel & Administrative Leave:
A. Non-essential personnel are those employees who may be approved for
administrative leave during adverse weather because their positions have been
designated as such by their Department Head or the County Manager.
B. Once this policy has been activated, administrative leave for nonessential
personnel may be granted in the discretion of the County Manager to
administratively excuse all non-essential personnel.
C. Administrative Leave will be granted to employees in the amount of hours the
employee is scheduled to work, not to exceed 10 hours.
D. Entitlement to administrative leave depends on a variety of factors, including but
not limited to the non-essential employee’s status at the time of the
announcement, when the adverse weather develops, and how it affects County
operations.
a) During Normal County Operating Hours: If adverse weather develops
during normal County operating hours and the County Manager so
chooses to cease all County operations the following shall apply:
i. If the employee was on duty and was scheduled to depart early
through the use of his or her accrued leave after official word was
received but before the time for dismissal, leave is charged only
from the time the employee departed until the dismissal time.
ii. If the employee was scheduled to return to duty after an initial
period of leave and dismissal is given before the employee can
physically report to work, leave is charged until time for dismissal.
b) Outside of Normal County Operating Hours: If adverse weather develops
outside of normal County operating hours but there is no significant
curtailment of county activities the following applies:
i. Regardless of road and weather conditions essential and non-
essential employees are expected to be at work on time. Employee
tardiness caused by treacherous driving conditions may be
excused on a case-by-case basis by their department head or the
County Manager, but failure to report to work will result in the
employee being charged absent.
ii. The County Manager, in his or her discretion, may delay opening
the County for a period of the workday. In the event he or she
chooses to do so, non-essential personnel will be administratively
excused for the delay period, but this does not excuse an employee
from being absent once the delay period has passed.
c) Outside of Normal County Operating Hours: If adverse weather develops
outside of normal County operating hours but there is a significant
curtailment of County activities the following applies:
i. If the County Manager, in his or her discretion, chooses to cease all
non-essential operations for the entirety of the day, the day will be
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considered a non-work day and non-essential personnel will be
administratively excused.
E. Non-essential employees are not authorized to work when the County Manager
deems that their service is not required for continued County operations
Note: The chart below details the previous information and is a complete summary of
the same.
Section 15. Volunteer Leave
Harnett County seeks to foster a workforce that cares for the surrounding community
and offers support to those individuals throughout the County that may need support.
With this in mind the County allows all full-time County employees one and one-half (1
½) hours of administrative leave each week to perform volunteer work at any Harnett
County school or any Harnett County non-profit organization.
Event Employee Action Non-Essential
(Exempt and Non-exempt) Essential Employees
Late
Opening
Does not report
Paid administrative leave from regular start time to County opening time.
Employees may use any of his or her accrued leave time to receive full
compensation for the remainder of the work day.
All essential
personnel,
regardless of
exemption
statutes, must
report to work
during an adverse
weather situation
and will be
compensated in
accordance with
this Ordinance.
Some County
departments may,
in their discretion,
assign employees
to shifts in order to
maintain essential
County operations.
In these situations,
employees may be
deemed essential
or non-essential in
accordance with
their shift.
(This requirement does
not apply to those County
employees in an approved
leave without pay status)
Reports to work
Employee is paid for his or her actual time worked & receives administrative
leave from regular start time to County opening time.
Reports later than
announced
opening
Employee is paid for his or her actual time worked & receives administrative
leave from regular start time to time County opening time &, if necessary, may
use any accrued leave to receive compensation equal to a full standard work
day.
Has scheduled use
of accrued leave
time.
Paid administrative leave for time County offices are closed, but accrued leave
time is used to receive full compensation for the remainder of the work day.
Any Leave without
Pay status Leave without pay is still charged
Closed
Is scheduled to
work Awarded administrative leave for the day for their scheduled work day, up to 10
hours
Has scheduled use
of accrued leave
time.
Awarded administrative leave will be granted.
Any Leave without
Pay status (FMLA,
Military Leave)
Leave without pay is still charged.
Early
Closing
Does not report
Paid administrative leave for time County offices are closed. Employees may use
any of his or her accrued leave time to receive full compensation for the remainder
of the work day.
Reports to work
Employee is paid for his or her actual time worked & receives administrative
leave from County closing time to regular quitting time to receive full
compensation for the remainder of the work day.
Leaves work
earlier
Employee is paid for his or her actual time worked & receives administrative
leave from County closing time to regular quitting time &, if necessary, may use
any accrued leave to receive compensation equal to a full standard work day.
Has scheduled use
of accrued leave
time.
Paid administrative leave for time County offices are closed, but accrued leave
time is used to receive full compensation for the remainder of the work day.
Any Leave without
Pay status Leave without pay is still charged
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This leave may be used in conjunction with an employee’s lunch break or any other
form of accrued leave an employee may have.
This leave will not accumulate and shall not be carried over from week to week.
To utilize this form of a leave an employee must receive advanced approval (at least 48
hours) from his or her Supervisor, Department Head, or the County Manager.
Once such volunteer leave has been utilized, an employee must provide his or her
Supervisor or Department Head with some form of evidence or documentation that the
volunteer service was actually completed.
Section 16. Parent Involvement Leave
Note: The following section is covered by the Leave for Parent Involvement in Schools
Act found at NCGS §95-28.3. If any discrepancies between this section and the
Leave for Parent Involvement in School Act should surface, the act shall control.
Policy: Harnett County believes that parent involvement is an essential component of
school success and positive student outcomes. Therefore, Harnett County shall grant
four (4) hours per year of leave to any full-time County employee who is a parent,
guardian, or person standing in loco parentis of a school-aged child so that the
employee may attend or otherwise be involved at that child’s school.
Restrictions, Limitations, and Conditions:
A. This leave may be used in conjunction with any other form of accrued leave an
employee may have.
B. This leave will not accumulate and shall not be carried over from year to year.
C. To utilize this form of leave an employee must receive advanced approval (at
least 48 hours) from his or her Supervisor, Department Head, or the County
Manager.
Once such leave has been utilized, a Supervisor, Department Head, or County
Manager may require some form of documentation for the employee’s school
involvement.
Example: An employee may use this leave to attend a parent teacher conference, or
chaperon a school trip.
ARTICLE VII. EMPLOYEE BENEFITS
Section 1. Insurance Benefits
Revised Insurance Benefits Policy: All full-time employees hired on or after July 1st,
2015, or those employees who leave the employment of the County and return to work
on or after July 1st, 2015, shall be eligible for insurance benefits in accordance with the
following policy.
A. The County will provide individual hospitalization to all full-time employees. All
full-time employees shall be enrolled in the program in accordance with the
provisions of the County’s insurance contracts on the first day of the month
following a thirty (30) day waiting period.
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B. Any full-time County employee may so choose to have money deducted from his
or her check to provide dental insurance for him or herself and to provide
hospitalization and dental insurance for any dependents he or she may have in
accordance with the provisions of the County’s insurance contracts.
C. Retirement health benefits are provided on a pro-rated basis for years of service
as listed below. Employees who are not eligible for the benefits as outlined below
will not be allowed to remain on the County’s health insurance plan beyond any
rights granted by the Consolidated Omnibus Budget Reconciliation Act (COBRA).
D. Individuals must be County employees at the time of retirement to be eligible. If
an eligible employee declines retirement health benefits at the time of retirement,
the employee will not be eligible for the benefits at a later date.
E. For employees retiring on or after December 16, 2019, an eligible employee must
elect or decline the Medicare supplement at the time of retirement to receive the
supplement upon turning 65 years of age. If an eligible employee declines the
Medicare supplement, the employee will not be eligible for the supplement at a
later date.
F. The Medicare supplement will commence upon the employee’s submittal of
receipts for reimbursement for that fiscal year. The County will not reimburse the
employee for receipts received for any prior years that the employee is eligible
for the supplement. Standard amount of supplement is to be determined by the
BOC, which will be included in the annual budget ordinance.
G. Retirement health benefits premium payments are due by the first day of the
month that coverage is effective. The premium payment deadline (hereinafter
referred to as the “grace period”) ends thirty (30) days after the due date. Retired
employees who do not pay their premiums in full or who do not have sufficient
funds in their account for authorized bank drafts by the final day of the grace
period will have their coverage canceled. If the unpaid premium amount due is
only for dependent coverage, then only the dependent coverage will be canceled.
However, if the unpaid premium amount due is for the retired employee and
dependent coverage, then the retired employee and all dependents will have
their coverage canceled. Such retired employees and/or dependents who have
their coverage canceled for non-payment cannot be reinstated. However, if the
premium payment is received after the coverage has been canceled due to non-
payment, but the postmark date is on or before the last day of the grace period,
then coverage will be reinstated.
Retirement Health Benefits
(Employees less than 65 not Medicare eligible)
Minimum Years of Consecutive Harnett
County Service for Eligibility
Percentage of Cost Paid by County Until
Age 65 or Medicare Eligible
20 Years 50%
25 Years 75%
30 Years 100%
Retirement Health Benefits
(Employees older than 65 and/or Medicare eligible)
Minimum Years of Consecutive Harnett
County Service for Eligibility
Percentage of Cost Paid by County After
Age 65 or Medicare Eligible
20 Years 50%
25 Years 75%
30 Years 100%
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Grandfathered Insurance Benefits Policy: Full-time employees as of June 30th, 2015
shall continue to be eligible to receive insurance benefits as defined below.
A. The County will provide hospitalization to all full-time employees. All full-time
employees shall be enrolled in the program on the first day of the month following
a thirty (30) day waiting period.
B. Any full-time County employee may so choose to have money deducted from his
or her check to provide dental insurance for him or herself and to provide
hospitalization and dental insurance for any dependents he or she may have in
accordance with the provisions of the County’s insurance contracts.
C. Retirement health benefits are provided on a pro-rated basis for years of service
as listed below. Employees who are not eligible for the benefits as outlined below
will not be allowed to remain on the County’s health insurance plan beyond any
rights granted by the Consolidated Omnibus Budget Reconciliation Act (COBRA).
D. Individuals must be County employees at the time of retirement to be eligible.
E. For employees retiring on or after December 16, 2019, an eligible employee must
elect or decline the Medicare supplement at the time of retirement to receive the
supplement upon turning 65 years of age. If an eligible employee declines the
Medicare supplement, the employee will not be eligible for the supplement at a
later date.
F. The Medicare supplement will commence upon the employee’s submittal of
receipts for reimbursement for that fiscal year. The County will not reimburse the
employee for receipts received for any prior years that the employee is eligible
for the supplement. For all retired employees currently receiving the Medicare
supplement, the employee must submit all prior fiscal year receipts no later than
June 30, 2020 to receive reimbursement. After June 30, 2020, retired employees
currently receiving the Medicare supplement will not receive reimbursement for
receipts submitted to the County for any prior fiscal years. Standard amount of
supplement is to be determined by the BOC, which will be included in the annual
budget ordinance.
G. Retirement health benefits premium payments are due by the first day of the
month that coverage is effective. The premium payment deadline (hereinafter
referred to as the “grace period”) ends thirty (30) days after the due date. Retired
employees who do not pay their premiums in full or who do not have sufficient
funds in their account for authorized bank drafts by the final day of the grace
period will have their coverage canceled. If the unpaid premium amount due is
only for dependent coverage, then only the dependent coverage will be canceled.
However, if the unpaid premium amount due is for the retired employee and
dependent coverage, then the retired employee and all dependents will have
their coverage canceled. Such retired employees and/or dependents who have
their coverage canceled for non-payment cannot be reinstated. However, if the
premium payment is received after the coverage has been canceled due to non-
payment, but the postmark date is on or before the last day of the grace period,
then coverage will be reinstated.
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Retirement Health Benefits
(Employees less than 65 not Medicare eligible)
Minimum Years of Consecutive Harnett
County Service for Eligibility
Percentage of Cost Paid by County
Until Age 65 or Medicare Eligible
10 Years of Harnett County Service
Plus an additional 20 Years of Local
Government Service
50%
15 Years 50%
16 Years 55%
17 Years 60%
18 Years 65%
19 Years 70%
20 years 75%
21 Years 77%
22 Years 79%
23 Years 81%
24 Years 83%
25 Years 85%
26 Years 88%
27 Years 91%
28 Years 94%
29 years 96%
30 Years 100%
Retirement Health Benefits
(Employees older than 65 and/or Medicare eligible)
Minimum Years of Consecutive Harnett
County Service for Eligibility
Percentage of Cost Paid by County
After Age 65 or Medicare Eligible
15 Years 50%
16 Years 55%
17 Years 60%
18 Years 65%
19 Years 70%
20 years 75%
21 Years 77%
22 Years 79%
23 Years 81%
24 Years 83%
25 Years 85%
26 Years 88%
27 Years 91%
28 Years 94%
29 years 96%
30 Years 100%
Section 2. Unemployment Compensation
County employees who are laid off, dismissed, or terminated from their current position
with the County may apply for unemployment compensation through the local
Employment Security Commission office.
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Eligibility for unemployment compensation will be determined by the Employment
Security Commission.
Section 3. Social Security
In accordance with the Social Security Act of 1935, the federal Social Security program
provides monthly benefits upon retirement to those individuals who contribute monthly
to the program through the Social Security Administration.
Harnett County in an attempt to provide its employees with a happy and healthy life
after retirement shall, to the extent of its lawful authority and power, extend Social
Security benefits to all eligible employees in accordance with federal law.
Employees will be compensated by their contributions to the Social Security system
once they retire and reach the federally recognized retirement age through the federally
operated program.
Section 4. Local Governmental Employees’ Retirement System (“LGERS”)
About LGERS: The Local Governmental Employees’ Retirement System is a defined
benefit plan qualified under §401(a) of the Internal Revenue Code. Harnett County is a
mandatory member and participant in this program, therefore County employees, the
County itself, and the investment earnings on total contributions pay the cost of
providing an employee’s retirement benefits.
Membership, Eligibility, and Vesting in LGERS:
A. Membership: All County employees serving in a position that requires more than
1,000 hours per year of service automatically become members of the LGERS.
B. Eligibility: All County employees will remain eligible to participate in the LGERS
program unless they are convicted of certain state or federal offenses involving
public corruption or are convicted of a felony directly related to their employment.
C. Vesting: All employees become vested in LGERS once they have completed a
minimum of 5 years of service to the County. This means that an employee is
eligible to apply for lifetime monthly retirement benefits based on the retirement
formula in effect at the time of his or her retirement, if any money is withdrawn
from his or her LGERS contributions, and the age and service requirements
described below.
Employee Contributions: Any eligible vested County employee will contribute to LGERS
six percent (6%) of their gross salary each month through payroll deductions.
Contributions made to this program are invested by the Department of State Treasurer
and these funds are protected by the Constitution of North Carolina from being used for
any purpose other than retirement system benefits and expenses.
Employer Contributions: Harnett County, in accordance with LGERS, will contribute an
actuarially-determined percentage of the gross payroll of employee members each
month to LGERS for benefits.
Age and Service Requirements:
A. Service Retirement: An employee may retire under LGERS with unreduced
service retirement benefits after he or she:
1. Reaches age 65 and completes 5 years of service.
2. Reaches age 60 and completes 25 years of service.
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3. Reaches any age and completes 30 years of service.
B. Early Retirement: An employee may retire under LGERS with reduced retirement
benefits after he or she:
1. Reaches age 50 and completes 20 years of service.
2. Reaches age 60 (age 55 for Law Enforcement Officers – LEO) and
completes 5 years of service.
Vested Deferred Benefits: If an employee leaves LGERS for any reason other than
retirement or death, an employee can either:
A. Receive a refund of his or her contributions and interest
B. Leave his or her contributions in LGERS and keep all County service earned up
to that date.
Disability Retirement: A County employee will become eligible to apply for disability
retirement benefits after 5 years of County service if the employee becomes totally and
permanently disabled from completing his or her essential job duties.
Refund of Contributions: If an employee leaves the service of the County and LGERS
before he or she has 5 years of service, the only payment such an employee can
receive is a refund of his or her contributions and interest. To receive a refund of
contributions an employee must complete the appropriate form available at
www.nctreasurer.com/Retirement-and-Savings.
Calculation of Service Retirement Benefits: The LGERS uses a formula to calculate
monthly retirement benefits once eligibility requirements have been met. This formula
and additional information on the calculation of service retirement benefits may be
found at www.nctreasurer.com/Retirement-and-Savings. The basic formula is:
Employee’s Annual Benefit =
1.85% of average final compensation X Years & Months of County Service
Calculation of Early Retirement Benefits:
A. If an employee is between ages 60 and 65, with less than 25 years of County
service, his or her early service retirement benefits will be reduced in accordance
with the following chart:
Employees Age When Payment Starts Percentage of Benefits Received
64 97%
63 94%
62 91%
61 88%
60 85%
B. If an employee is between ages 50 and 59, with fewer than 30 years of County
service, his or her early service retirement benefits will be reduced in accordance
with the following chart:
Age Years of County Service
29 28 27 26 25 24 23 22 21 20
59 95% 90% 85% 80% 80% 80% 80% 80% 80% 80%
58 95% 90% 85% 80% 75% 75% 75% 75% 75% 75%
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57 95% 90% 85% 80% 75% 70% 70% 70% 70% 70%
56 95% 90% 85% 80% 75% 70% 65% 65% 65% 65%
55 95% 90% 85% 80% 75% 70% 65% 60% 60% 60%
54 95% 90% 85% 80% 75% 70% 65% 60% 55% 55%
53 95% 90% 85% 80% 75% 70% 65% 60% 55% 52%
52 95% 90% 85% 80% 75% 70% 65% 60% 55% 50%
51 95% 90% 85% 80% 75% 70% 65% 60% 55% 50%
50 95% 90% 85% 80% 75% 70% 65% 60% 55% 50%
Employee Benefit Payment Options: At retirement, an employee must elect one of the
payment options described below. This payment option cannot be changed once an
employee has cashed his or her first retirement check or after the 25th of the month
following the month the first retirement check is mailed (whichever is earlier), unless an
employee selects Options 2, 3, 6-2, or 6-3 or if the employee is rehired in a LGERS
covered position and contributes to a new LGERS account for at least 3 years.
A. Option 1 (Maximum Allowance): Under this option an employee will receive his or
her maximum allowance for as long as the employee shall live. All monthly
payments, however, will stop once the employee dies.
B. Option 2 (100% Joint & Survivor): Under this option an employee will received
reduced monthly payments for life, and, after the employee dies, his or her
monthly survivor beneficiary will receive the same amount monthly for life.
C. Option 3 (50% Joint & Survivor): Under this option an employee will receive
larger monthly payments than would be allowed until he or she turns 62.
Beginning the month after the employee turns 62, the employee’s monthly
benefits will be reduced to an amount that is less than what he or she would have
otherwise been entitled too. Nevertheless, the employee’s reduced retirement
payments after age 62, plus the employee’s allowance from the Social Security
Administration, should be approximately the same amount as the inflated
payment that was received by the employee before turning 62. All monthly
payments, however, will stop once the employee dies.
D. Option 6-2 (Modified Joint & Survivor): Under this option an employee will receive
reduced monthly payments for life, but after the employee dies his or her monthly
survivor beneficiary will receive the same amount monthly for life. However, if the
employee’s beneficiary dies before the employee does, his or her monthly
payments will increase to the maximum allowed payment.
E. Option 6-3 (Modified Joint & Survivor): Under this option an employee will receive
reduced monthly payments for life, but after the employee dies his or her monthly
survivor beneficiary will receive ½ the amount monthly for life. However, if the
employee’s beneficiary dies before the employee does, his or her monthly
payments will increase to the maximum allowed payment.
Beneficiaries: Under options 2, 3, 6-2, and 6-3 an employee may only name one
beneficiary to receive a monthly survivor benefit after his or her death. This beneficiary
may not be changed after the employee retires except under one of the following
circumstances:
A. If the employee names his or her spouse as a survivor beneficiary at the time of
retirement and later becomes divorced from that spouse.
B. If the employee is rehired in a LGERS covered position and contributes to a new
LGERS account for at least 3 years.
C. If the employee chooses Option 2 or 3 at retirement and designates his or her
spouse as a survivor beneficiary and this spouse dies before the employee, and
the employee remarries.
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Guaranteed Refund: All LGERS retirement benefits comes with a guaranteed refund.
This means that should the employee and his or her monthly survivor beneficiary (if
any) both die before the total of all monthly payments equals the amount of his or her
contributions and interest, the balance of his or her contributions and interest will be
paid in one lump sum to another beneficiary(ies).
Note: An employee may view their personal account information, download retirement
forms, and access any other retirement resources 24 hours a day, 7 days a week by
logging on to their personal OR-BIT account by clicking the link provided on
www.myncretirement.com. Any additional information on this program is provided by the
Department of State Treasurer at www.nctreasurer.com.
Section 5. Death Benefits under LGERS
If a County employee, who is an eligible vested member of LGERS, dies while in active
service to the County with at least one (1) year as a contributing member of LGERS, the
employee’s beneficiary will receive a lump sum payment equal to the employee’s
highest salary for twelve (12) consecutive months during the twenty-four (24) months
preceding death. The lump sum payment must be at least $25,000 but not more than
$50,000.
Section 6. Life Insurance & Accidental Death and Dismemberment (“ADD”)
Harnett County shall provide life insurance and ADD coverage to all full-time County
employees. Eligible employees shall be enrolled in the program in accordance with the
insurance carrier’s provisions. Any payouts that may become necessary will be in
accordance with amounts set by the BOC.
Section 7. Law Enforcement Officers’ Separation Allowance
Harnett County shall provide a special separation allowance to all qualified law
enforcement officers who leave service early and meet all of the following qualifications:
A. The law enforcement officer must have completed thirty (30) years or more of
County service or have attained fifty-five (55) years of age and completed five (5)
or more years of County service.
B. The law enforcement officer must not yet be sixty-two (62).
C. The law enforcement officer must have completed at least five (5) years of
continuous service as a law enforcement officer immediately before retirement.
Payment of the separation allowance will cease if the officer reaches age 62 or dies.
Section 8. Supplemental Retirement Income Plan
Harnett County offers all Full-time County employees a voluntary County 401(k)
Supplemental Retirement Income Plan. In accordance with this Policy, Employees may
deposit up to the maximum percentage authorized by the Internal Revenue Service into
their 401(k)’s, however, Harnett County will only match up to 2% of the total amount
deposited, except sworn Law Enforcement Officers.
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In accordance with NCGS §143-166.50, Harnett County shall contribute 5% of a sworn
Law Enforcement Officers monthly compensation to their Supplemental Retirement
Income Plan 401(k). However, there will not be any additional County match over the
mandated 5%.
Section 9. Direct Deposit
Employees are required to electronically deposit all paychecks from the County to a
federally recognized bank or credit union. This direct deposit of an employee funds
reduces the amount of time the employee has to spend at the bank and is typically safer
than manually cashing checks.
To take full advantage of the direct deposit program an employee should complete and
submit the Harnett County Direct Deposit Form found in Appendix D of this Ordinance.
ARTICLE VIII. SEPARATIONS, DEPARTURES, & REINSTATEMENTS
Section 1. Types of Separations & Departures
Any separations or departures that occur between County employees and the County
shall be designated as one of the following types as defined in Article I, Section 3 and
shall follow the prescribed procedures as described below:
A. Suspension:
1. Any County employee may be suspended from his or her service to the
County with or without pay due to the employee’s current job performance,
personal conduct, or other behavior that is unsatisfactory or contrary to the
mission and policies of Harnett County. Suspensions without pay shall not
exceed thirty (30) calendar days.
2. The suspended employee’s Department Head shall provide a Disciplinary
Action Report detailing his or her suspension, whether this suspension is
with or without pay, the reasons for the suspension, duration of the
suspension, and what must be done by the employee upon returning to
work. The Department Head executing the suspension shall notify the
Human Resources Department and the County Manager immediately. The
Disciplinary Action Report shall then be delivered to the employee by
certified mail, filed in the employee’s personnel file, and also filed with the
County Manager. This form may be found in Appendix D of this
Ordinance.
3. An employee suspended for the reasons stated above may appeal his or
her suspension in accordance with the Grievance and Appeal Policy as
addressed in Article X.
B. Investigatory Suspension:
1. Any County employee may be may be placed on investigatory suspension
with pay in order to provide the County with more time to thoroughly
investigate a situation or to reach a decision concerning an employee’s
status. Such separation may also be utilized to avoid undue disruption or
to protect County employees and property.
2. Any investigatory suspension shall not exceed forty-five (45) calendar
days. If no action has been taken against the employee by the end of the
forty-five (45) day period, one of the following must occur:
i. The employee shall be reinstated to his or her current position.
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ii. The employee will be subjected to appropriate disciplinary actions
based on the results of the investigation in accordance with the
Disciplinary Action Policy as addressed in Article IX.
C. Voluntary Resignation / Quitting:
1. Any County employee who wishes to voluntarily resign or quit his or her
position with the County should give the immediate Supervisor and
Department Head a minimum of two (2) weeks written notice. Once the
employee’s two (2) weeks are up, and the employee has not informed the
County otherwise, the employee shall be considered resigned from the
position and the position may be filled in the discretion of the County. If a
resignation has been accepted by the County, it shall be the County’s sole
discretion whether to allow an employee to rescind the resignation.
2. The County reserves the right to provide an employee with up to two
weeks’ pay in lieu of notice in situations where job or business needs
warrant.
3. Any County employee who fails to report to work without giving written or
verbal notice to his or her Supervisor or Department Head for a period of
at least three (3) days will be considered to have voluntarily resigned the
position.
4. If an employee voluntarily resigns or quits his or her position with the
County in the above described manners, the employee will have no
appeal rights as addressed in Article X.
D. Dismissal / Involuntary Resignation / Termination:
1. Any County employee may be dismissed from duty, forced to involuntarily
resign their position, or terminated by the County in accordance with the
Disciplinary Action Policy addressed in Article IX.
2. Any employee separated from the County in this manner will be allowed
his or her appeal rights as addressed in Article X.
E. Reduction in Force
1. In the event that a reduction in force becomes necessary, consideration
shall be given to the quality of each employee’s past work performance,
current work ethic, experience, and substantive training. Department
needs and seniority will also be taken into consideration, but the primary
information will come from an employee’s past performance reviews.
2. Any employees who are scheduled to be laid off shall be given at least
two (2) weeks’ notice. No full-time permanent employees shall be
separated while there are temporary employees serving in the same class
in the department, unless the full-time permanent employee is not willing
to transfer to the position held by the temporary employee.
3. Any employee separated from the County in this manner will be allowed
his or her appeal rights as addressed in Article X.
F. Disability
1. Any County employee may be separated or depart from service to the
County due to any physical or mental condition that limits movement,
senses, or activities to such a degree that the County employee is unable
to complete his or her essential job duties.
2. Separation in this manner may be initiated by the employee or the County,
but in all cases must be supported by medical evidence from a physician.
3. Separation in this manner is subject to the certification requirements
addressed in the Family Medical Leave Act section of this Ordinance.
4. Before an employee is separated due to disability, a reasonable effort
shall be made to locate alternative positions within the County for which
the employee may be suited.
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5. Any employee separated from the County in this manner will be allowed
his or her appeal rights as addressed in Article X, as long as the employee
did not initiate the separation.
G. Retirement: Any County employee may be voluntarily separated or depart from
service to the County by any means of retirement. This includes resigning from
his or her position and drawing his or her retirement benefits from the County,
LGERS, the supplemental retirement income plan, or Social Security.
H. Death: Separation in this manner entitles the estate of the employee to all
compensation addressed in Article VI, Sections 3 & 4, and Article VII, Section 5.
If a County employee voluntary resigns, quits, is dismissed, is involuntary forced to
resign, or is terminated, the employee’s Supervisor or Department Head should inform
the employee that out-processing is necessary and the employee should visit the
Harnett County Human Resources Department. The Human Resources Department will
then coordinate with the employee concerning distribution of retirement funds, 401(k)
contributions, continuation of medical benefits under the Consolidated Omnibus Budget
Reconciliation Act (COBRA), conversion of life insurance plans, and a change of
address, if necessary.
Section 2. Reinstatements
Any separated employee who voluntarily resigned in good standing or was separated
from his or her service to the County due to a reduction in force may be reinstated to his
or her position within three (3) years from the date of separation.
Any reinstatement will require the approval of the Department Head and the County
Manager, but those employees who are reinstated shall be credited with all previous
years of County service, any previously accrued sick leave, and will receive all benefits
provided in accordance with this policy, federal law, and state law.
The salary paid a reinstated employee shall be as close as reasonably possible to the
salary previously paid to the employee, given the circumstances of each employee’s
case and the employee’s newly acquired position.
Any employee who enters extended active duty with the Armed Forces of the United
States, the Public Health Service, or with the Armed Forces Reserves will be granted
reinstatement rights in accordance with USERRA and Article VI, Section 9 of this policy.
ARTICLE IX. DISCIPLINARY ACTION POLICY
Section 1. Policy Coverage
The following disciplinary action policy covers only those full-time permanent employees
in the service of the County. Any Harnett County employees who are part-time or on a
probationary period are not covered by this policy and do not enjoy or retain any of the
rights found within this Article. Any part-time or probationary employees are considered
at-will employees and may be separated from their service to the County without
justification or warning.
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Section 2. Disciplinary Actions
Any County employee, regardless of occupation, position, or profession may be subject
to disciplinary action.
The type of disciplinary action taken shall be based upon the sound and considered
judgment of the County Manager, Assistant County Manager, or Department Head
executing the action and may depend on the number, nature, and severity of the
offense.
Section 3. Responsibilities of the County Manager
The County Manager is responsible for maintaining the proper conduct and discipline of
all County employees. He or she must be prepared to discipline those employees who
fail to meet expectations and fall far below the standards mandated by the County.
Therefore, when an employee’s current job performance, personal conduct, or other
behavior is unsatisfactory or contrary to the mission and policies of Harnett County, the
County Manager may use any disciplinary action sanctioned by the County to discipline
the employee depending on the number, nature, and severity of the offense.
Section 4. Responsibilities of Department Heads, Supervisors and Assistant County
Managers
Department Heads, Supervisors, and Assistant County Managers are responsible for
maintaining the proper conduct and discipline of employees under their supervision.
They must be prepared to discipline those employees who fail to meet expectations and
fall far below the standards mandated by the County. Therefore, when an employee’s
current job performance, personal conduct, or other behavior is unsatisfactory or
contrary to the mission and policies of Harnett County, a Department Head, Supervisor
or Assistant County Manager may use any disciplinary action sanctioned by the County
to discipline the employee depending on the number, nature, and severity of the
offense. However, Supervisors are not authorized to use adverse action to discipline the
employee and must defer to the Department Head to take any such action.
Section 5. Review of Disciplinary Documents
All written documents pertaining to any disciplinary actions covered under this policy,
whether prepared by a Department Head, Supervisor, Assistant County Manager, or the
County Manager, must be reviewed by the Human Resources Director prior to being
provided to a County employee who is to be disciplined. If the Human Resources
Director is the subject of disciplinary action, the Legal Department or legal counsel
retained for the disciplinary matter shall review the disciplinary documents.
Section 7. Reasons for Discipline
A. Discipline for Just Cause
1. Discipline for just cause refers to any situation where the County Manager,
Assistant County Manager, Supervisor or a Department Head executes
some form of disciplinary action in order to discipline an employee for
some justified reason.
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2. Any disciplinary action sanctioned by the County may be used to discipline
any County employee for just cause.
3. Any adverse action executed by a Department Head, Assistant County
Manager, or the County Manager for just cause does not require any sort
of warning or other written notice.
B. Discipline for Unsatisfactory Job Performance
1. Three Warning Rule: Any County employee who is subject to discipline for
unsatisfactory job performance shall receive at least three (3) warnings
before an adverse action is taken. Such warnings shall be issued to the
employee and shall include the nature of the proposed action, its effective
date, and the reason(s) for the action. These warnings, along with
employee discussion notes and any other documents pertaining to such
warnings, are to be placed in the employee’s personnel file and are
subject to Article XII.
i. First Offense: For the first offense, at least one (1) documented oral
warning detailing the employee’s unsatisfactory job performance
must be issued by the employee’s Supervisor or Department Head.
ii. Second Offense: For the second offense, at least one (1) written
warning must be issued by the employee’s Supervisor or
Department Head notifying the employee in writing of how he or
she is performing unsatisfactorily and what must be done for the
employee to achieve satisfactory performance.
iii. Third Offense: For the third offense, a final written warning must be
issued by the employee’s Department head or Supervisor. A final
written warning serves as a notice to the employee that he or she
continues to have unsatisfactory job performance, that any steps
taken to correct such unsatisfactory performance have failed, and
that some form of adverse action is forthcoming.
2. In the sound and considered judgment of the County Manager, Assistant
County Manager, or Department Head executing the action, taking into
consideration the number, nature, and severity of the offense, determines
that immediate action is warranted, the Three Warning Rule may be
disregarded.
3. Actions or conditions relating to unsatisfactory job performance that are
adequate grounds for discipline in accordance with this policy include, but
are not limited to:
i. Inefficiency, incompetence, or any other deficiency of an employee
in the performance of his or her job duties.
ii. An employee’s careless or improper use of County property or
equipment.
iii. An employee’s physical or mental incapacity to perform the
essential duties of his or her position with the County.
iv. An employee’s discourteous treatment of the public or any other
County employees.
v. An employee’s absence from work without notice or leave.
vi. An employee’s habitual improper use of leave privileges.
vii. An employee’s habitual pattern of failure to report for duty at the
assigned time and place.
C. Discipline for Unsatisfactory or Contrary Personal Conduct
1. In accordance with this policy, County employees who personally act,
engage in, or otherwise condone personal conduct or other behavior that
is unsatisfactory or contrary to the mission and policies of Harnett County
may be subject to any form of disciplinary action sanctioned by the
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County. Such behavior is unbecoming of a County employee and any
adverse consequences from such unsatisfactory or contrary conduct will
reflect poorly on the entirety of Harnett County.
2. Any disciplinary actions taken under this policy will be determined by the
sound and considered judgment of the County Manager, Assistant County
Manager, or Department Head executing the action, taking into
consideration the number, nature, and severity of the offense.
3. Actions relating to unsatisfactory or contrary personal conduct that are
considered grounds for disciplinary action in accordance with this policy
include, but are not limited to:
i. Personal conduct or other behavior unbecoming a public officer or
County employee.
ii. The conviction of an employee for a felony or misdemeanor that
would adversely affect performance of job duties.
iii. An employee’s no contest plea to a felony or misdemeanor charge.
iv. The direct misappropriation of County funds or property by a
County employee or his or her help in the cover up of such a
misappropriation of County funds or property.
v. Falsification of County records by a County employee.
vi. An employee reporting to work under the influence of alcohol or
illicit drugs or partaking of such substances while on or off duty.
Prescribed medications, however, may be taken within the limits
set by a licensed physician so long as the employee complies with
requirements set forth in the Harnett County Drug and Alcohol
Policy.
vii. An employee’s willful damage or destruction of public or personal
property.
viii. An employee’s willful acts that endanger or will endanger the lives
and/or property of other employees or other members of the
County.
ix. Acceptance of gifts in exchange for favors or influence.
x. An employee’s incompatible employment or conflict of interest that
disrupts his or her job performance.
xi. Any violation of the political activity restrictions placed on County
employees.
xii. Insubordination.
xiii. The willful violation of known or written policies, rules, or
procedures.
Section 6. Adverse Action Conferences
After a Department Head, Assistant County Manager, or the County Manager has
decided to take any form of adverse action against a County employee for
unsatisfactory job performance or unsatisfactory or contrary personal conduct, the
executing Department Head, Assistant County Manager, or County Manager shall
provide the employee with an adverse action conference. At this conference the
employee may present any response to the proposed adverse action to be taken to the
Department Head, Assistant County Manager, or County Manager. The Department
Head, Assistant County Manager, or County Manager will consider the employee’s
response, if any, to the proposed adverse action, and will notify the employee in writing
of his or her final decision. This final written notice shall include the nature of the
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adverse action being taken, its recommended effective date, and the reason(s) the
action is being taken against the employee. An employee may be immediately
terminated and shall not be entitled to an adverse action conference if the County
Manager determines that an employee’s conduct endangers or will endanger the lives
and/or property of other employees or other members of the County or engages in any
other gross misconduct which necessitates the immediate termination of the employee.
ARTICLE X. GRIEVANCE & APPEAL POLICY
Section 1. Purpose
In order to maintain a harmonious and cooperative relationship between the County
and its employees, it is the policy of Harnett County to provide a just and fair procedure
for the presentation, consideration, and disposition of any employee grievances. The
purpose of this section is to implement this policy and to assure all full-time employees
that their grievances will be answered and decided fairly, quickly, and without
interference, coercion, restraint, discrimination, penalty, or reprisal.
The following policy, therefore, provides grievance and appeal procedures for all full-
time employees of Harnett County who: (1) feel they have been discriminated against
because of age, sex, race, religion, color, national origin, genetic information, political
affiliation, disability, or pregnancy; (2) have been the subject of any adverse action
executed under the Disciplinary Action Policy addressed in Article IX; (3) have been
separated from employment due to a reduction in force or disability addressed in Article
VIII; or (4) have a genuine non-frivolous grievance with the County, its employees, or
any implementation of County policy.
Section 2. Covered Employees
This policy covers only those full-time employees in the service of Harnett County. Such
full-time County employees shall have the uninhibited right to present a grievance in
accordance with the following grievance procedures, with or without a representative,
free from interference, coercion, restraint, discrimination, penalty, or reprisal.
Any Harnett County employees who are part-time or on a probationary period are,
however, not covered by this policy and do not enjoy or retain any of the rights found
within this Article. Part-time or probationary employees are considered at-will
employees and may be separated from their service to the County without justification
or warning and may not appeal or file a grievance pertaining to such separation.
Section 3. Grievance Defined
A grievance is defined as a specific, formal notice of a full-time County employee’s
dissatisfaction, based upon an event or condition which affects the circumstances under
which an employee works, and that is expressed through the appropriate grievance
procedures. The particular dissatisfaction complained of should be reasonable to the
average person and may not be frivolous, but may include: (1) any acts of
discrimination against an employee because of age, sex, race, religion, color, national
origin, genetic information, political affiliation, disability, or pregnancy; (2) any adverse
action executed under the Disciplinary Action Policy addressed in Article IX; (3)
separation from employment due to a reduction in force or disability addressed in Article
VIII; or (4) any unfair application, misinterpretation, or lack of established County policy.
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Section 4. Grievance Procedures
Note: Before initiating any steps of the following grievance procedures, employees are
strongly encouraged to seek informal resolution of disputes through communication with
the individual(s) involved or with a Supervisor. If all efforts for informal resolution fail, the
employee should follow the below procedures to seek formal resolution.
Step One: Any full-time employee may file a written grievance with the Human
Resources Director within thirty (30) calendar days of the date of the incident giving rise
to the grievance. The written grievance shall state concisely the basis for the grievance
and, if based on alleged discrimination, whether the alleged discrimination was based
on race, color, religion, sex, national origin, political affiliation, genetic information,
disability, pregnancy, or age. If the grievance is related to any alleged acts by the
Human Resources Director, the employee shall file the written grievance with an
Assistant County Manager designated by the County Manager. If the grievance is
related to any alleged acts by the County Manager, the employee shall file the written
grievance with the County Attorney or counsel retained to review the matter.
Step Two: The Human Resources Director, shall meet with the employee and issue a
written response within ten (10) business days of receipt of the grievance. To prepare
this written response, the Human Resources Director may contact and consult any
other County employees he or she deems necessary to reach a correct, impartial, and
equitable determination concerning the grievance. The employee shall sign and date
the written determination as an acknowledgement of the Supervisor, Department Head,
or Human Resources Director’s decision. If the grievance is related to any alleged acts
by the Human Resources Director, the Assistant County Manager designated by the
County Manager shall meet with the employee and issue the written response. If the
grievance is related to any alleged acts by the County Manager, the County Attorney, or
counsel retained to review the matter, shall meet with the employee and issue the
written response.
Step Three: If the employee is unsatisfied with the determination of the Human
Resources Director or Assistant County Manager, he or she may appeal this
determination by preparing and submitting an Appeal Packet to the County Manager
within thirty (30) calendar days after receipt of the or Human Resources Director’s or
Assistant County Manager’s written determination. This Appeal Packet shall consist of
the employee’s first written grievance, the written determination of the Human
Resources Director or Assistant County Manager, and any other documentation he or
she feels is necessary. If the grievance is related to any alleged acts by the County
Manager, the Appeal Packet shall be submitted to the Chairman of the Harnett County
Board of Commissioners.
Step Four: The County Manager will hear from all parties involved and, after careful
consideration of the submitted documents, shall render a written determination within
ten (10) business days of receipt of the Appeal Packet. If the grievance is related to any
alleged acts of the County Manager, the Harnett County Board of Commissioners shall
hear the appeal and render a written determination.
Step Five: The County Manager and the Human Resources Department shall notify the
employee of the final decision in writing. If the Chairman of the Board of Commissioners
renders a written decision, the County Attorney, or counsel retained for the matter, shall
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notify the employee of the Board’s determination and inform him or her of the final
decision in writing. The employee shall then sign this written final decision
acknowledging that his or her grievance has been fully heard and his or her appeal
rights concerning this issue have now been fully invoked under this policy.
Note (Step Six): Employees subject to the jurisdiction of the North Carolina Office of
State Human Resources shall have the right to appeal to the Office of State Human
Resources through the Office of Administrative Hearings no later than thirty (30) days
after receipt of the written final decision, provided the employee has obtained
permanent status in accordance with the rules and regulations of the State Personnel
Commission. The decisions of the Office of State Human Resources shall be binding in
appeals of local employees subject to the State Personnel Act if the Office of State
Human Resources finds that the employee has been subjected to discrimination or if a
binding decision is required by applicable federal standards. However, in all other local
employee appeals, the decision of the Office of State Human Resources shall be
advisory to the local appointing authority.
Section 5. Grievance Records
All written grievances, compiled Appeal Packets, documents, records, and reports will
be retained on record by Harnett County for a minimum of three (3) years. Such records
shall be held by the Human Resources Director.
Section 6. Other Remedies
The existence of the grievance procedures herein addressed does not preclude any
individual from pursuing any other remedies available to him or her under local, state, or
federal law.
ARTICLE XI. WHISTLEBLOWER POLICY
Section 1. Purpose
Harnett County is committed to the highest standards of moral and ethical behavior by
its employees, administrators, and elected officials. With this in mind, the County
prohibits any fraudulent, criminal, or otherwise improper activities by any County
employees, Supervisors, Department Heads, Administrators, and/or elected officials. By
implementing this policy, Harnett County seeks to prohibit dishonest acts and/or
fraudulent activity and to advise employees, Supervisors, Department Heads,
Administrators, and elected officials of their responsibility to report suspected fraudulent,
criminal, or otherwise improper activities.
The purpose of this policy is to encourage all Harnett County employees to report,
verbally or in writing, evidence of any fraudulent, criminal, or otherwise improper activity
by any County employee, Supervisor, Department Head, Administrator, or elected
official. In addition, this policy seeks to assign responsibility to the BOC for the
development and implementation of adequate internal controls, appropriate safeguards,
and performance of investigations relating to any and all suspected and/or confirmed
fraudulent, criminal, or otherwise improper activities.
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Section 2. Scope of Policy
This policy applies to any and all fraudulent, criminal, or otherwise improper activities
involving County employees, Supervisors, Department Heads, Administrators, and
elected officials, as well as consultants, vendors, contractors, outside agencies, and/or
any other parties having a business relationship with the County. This policy also
applies to employees of boards, agencies and commissions over which the BOC has
authority.
Section 3. Reportable Actions
As used in this policy, the terms "fraudulent, criminal, or otherwise improper” includes,
but is not limited to, the following:
A. Any violation of local, state, or federal law, rule, or regulation.
B. Any violation of this policy.
C. Any dishonest or fraudulent act.
D. Any forgery or alteration of a check, bank draft, or other financial document.
E. Misappropriation of funds, securities, supplies, or other assets.
F. Impropriety in the handling or reporting of money or financial transactions.
G. Accepting or seeking anything of material value from vendors, contractors, or
other persons providing services/materials to the County.
H. Using County funds to make unauthorized purchases.
I. Authorizing or receiving compensation for hours not worked.
J. Gross mismanagement, gross waste of monies, or gross abuse of authority.
K. Any similar or related inappropriate conduct.
Section 4. Whistleblower Defined
As used in this policy, the term “whistleblower” includes any County employee who
reports or otherwise brings to the attention of the appropriate authority any information
relating to the perpetration of any of the above activities by any County employee,
Supervisor, Department Head, Administrator, or elected official.
Insofar as possible, the confidentiality of the whistleblower will be maintained unless the
whistleblower waives his or her confidentiality in writing. Identity, however, may have to
be disclosed to conduct a thorough investigation, comply with state or federal law, or to
provide accused individuals their legal right of defense.
Whistleblowers reporting suspected fraudulent, criminal, or otherwise improper activities
should refrain from confrontation with the suspect and should not discuss the matter
unless specifically asked to do so by the County Attorney.
Section 5. Retaliation
Harnett County will not, in any capacity, retaliate against a whistleblower no matter the
person being accused or the allegation being made. Therefore, no County employee or
elected official shall:
A. Dismiss, or threaten to dismiss, any employee.
B. Discipline, suspend, or threaten to discipline or suspend an employee.
C. Impose any penalty upon an employee.
D. Intimidate or coerce an employee because the employee has acted in
accordance with the requirements of this policy.
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Section 6. Responsibilities & Reporting Procedures
All County employees and elected officials are responsible for complying with the
entirety of this policy along with all local, state, and federal laws.
All County employees and elected officials are responsible for the prevention and
detection of any and all fraudulent, criminal, or otherwise improper activities.
Any County employee or elected official who has a reasonable basis for believing any
improper activity has occurred, or is occurring, has a responsibility to notify the
appropriate Supervisor, Department Head, or Administrator.
Supervisors, Department Heads, and Administrators have a responsibility to
immediately notify the County Attorney of all fraudulent, criminal, or otherwise improper
activities reported.
Reporting options are as follows:
A. Via confidential internet reporting link available at www.harnett.org.
B. By spoken word to the appropriate Supervisor, Department Head, or
Administrator followed by a written statement signed by the whistleblower.
C. Through a written notice, sent to the attention of the County Attorney, signed by
the whistleblower.
Section 7. Investigative Procedures
Once a report has been documented, the County Human Resources Director, Finance
Director, and County Attorney will conduct an objective and impartial investigation into
the suspected unlawful activity.
The County Human Resources Director, Finance Director, and County Attorney have
the primary responsibility for investigating the reported fraudulent, criminal, or otherwise
improper activities; however, other individuals may be selected to assist in the
investigative process.
Members of the investigative team will have:
A. Free and unrestricted access to all County records and premises, whether owned
or rented, as permitted by law; AND
B. The authority to examine, copy, and /or remove all or any portion of the contents
of files, desks, cabinets, and other storage facilities on the premises without prior
knowledge or consent of any individual who may use or have custody of any
such items or facilities when it is within the scope of their investigation.
In an instance where the investigation indicates possible criminal activity, the
investigation will be turned over to the appropriate law enforcement agency.
Details and results of the investigation will not be disclosed or discussed with anyone
other than those who have a legitimate need to know, in order to protect the reputations
of persons suspected of the improper activity but subsequently found innocent of
wrongdoing and to protect the County from potential civil liability.
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The details and results of the investigation will be communicated in writing to the County
Manager, the audit firm engaged to perform Harnett County's annual audit, and any
other appropriate designated personnel.
Section 8. Violation
A County employee or elected official shall be in violation of this policy if any retaliation
is had against a whistleblower.
Any participant in an investigation under this policy that willfully, purposefully, or
negligently releases any details and/or results of any investigation shall be in violation of
this policy.
A whistleblower may be in violation of this policy if a baseless allegation is made with
reckless disregard for truth and that is intended to be disruptive or to cause harm to
another individual.
Any employee and/or Whistleblower in violation of this policy will be subject to the full
extent of local, state, and/or federal law, along with any appropriate disciplinary actions
by the County as addressed in Article IX and any other civil remedies allowed by law.
Section 9. Media Issues
County employees, Supervisors, Department Heads, Administrators, or elected officials
shall not discuss any ongoing investigations with any media news outlets. Only the
County Attorney or County Manager may disclose information to a media source.
Section 10. Sanctions
Any County employees, Supervisors, Department Heads, Administrators, or elected
officials suspected of participating in any improper activities may be suspended without
pay during the course of the investigation.
Any County employees or elected officials found to have engaged and participated in
any improper activities are subject to the full extent of local, state, and/or federal law,
along with any appropriate disciplinary actions by the County addressed in Article IX
and any other civil remedies allowed by law.
Any County employees or elected officials found to have knowledge of any improper
activities and who knowingly failed to report the activities will be subject to disciplinary
actions as addressed in Article IX.
The relationship of individuals or entities associated with Harnett County, such as
consultants, vendors, contractors, outside agencies, and/or any other parties having a
business relationship with the County, found to have participated in any fraudulent,
criminal, or otherwise improper activities will be subject to review, with the possible
consequence of modification or termination of the relationship.
If any form of disciplinary action by the County is warranted, such action will be taken
after consultation of the County Manager, the Human Resources Director, the County
Attorney, and other offices as deemed necessary and/or appropriate.
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ARTICLE XII. PERSONNEL RECORDS
Section 1. Personnel Record Retention & Storage
Such personnel records as are necessary for the proper administration of the personnel
system will be maintained and stored with the Human Resources Department.
Section 2. Updating Personnel Records
County employees, in order to provide the County with the most up-to-date information,
must report any changes to their personal information to their immediate Supervisor,
Department head, or the Human Resources Department.
If a County employee changes his or her marital status, has a child, or experiences the
death of an immediate family member, he or she should contact the Human Resources
Department immediately for important time-sensitive insurance reasons.
Section 3. Public Access to Personnel Records
As required by NCGS §153A-98, any person may have access to the information listed
below for the purpose of inspection, examination, and copying during regular County
business hours, however, each individual requesting access to such information will be
required to submit satisfactory proof of identification and a record shall be made of each
disclosure and placed in the employee’s file. Such requests are also subject to any
rules and regulations the BOC may adopt. Any person denied access to any record
containing the information listed below shall have the right to compel compliance by
application to a court for a writ of mandamus or other appropriate relief.
The following information on each current or former County employee is public
information that may be requested, viewed, and seen by all persons:
A. Employee Name and age
B. Original employment or appointment date
C. Current position and title
D. Current salary
E. Date and amount of most recent change in salary, whether increase or decrease.
F. Date of most recent promotion, demotion, transfer, suspension, or any other
change in position classification.
G. Harnett County Department or Office to which the employee is currently
assigned.
All other information contained in a County employee’s personnel file will be maintained
as confidential in accordance with the requirements of NCGS §153A-98 and shall be
open to public inspection only in the following instances:
A. The employee or his duly authorized agent may examine all portions of his or her
personnel file, except: (1) letters of reference solicited prior to employment, and
(2) information concerning a medical disability, mental or physical, that a prudent
physician would not divulge to his patient.
B. A licensed physician designated in writing by the employee may examine all
portions of his or her personnel file pertaining to his or her medical conditions or
medical history.
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C. Supervisors, Department Heads, the Human Resources Director, and the County
Manager may examine all material in any employee’s personnel file that he or
she has authority over.
D. Any person may examine all material in an employee’s personnel file by the
order of a court with competent jurisdiction.
E. Any agency official of the State or Federal government, or any political
subdivision of the State, may inspect any portion of an employee’s personnel file
when such information is deemed necessary and essential to the pursuance of a
proper function of the inspecting agency by the Human Resources Director. No
information, however, shall be divulged to such agency officials for the purpose
of assisting in a criminal prosecution of the employee or for the purpose of
assisting in an investigation of the employee’s tax liability.
Any public official or County employee who knowingly and willfully permits any person
to have unauthorized access to any confidential information contained in an employee’s
personnel file is guilty of a misdemeanor and upon conviction shall be fined in an
amount not to exceed five hundred dollars ($500.00) and may face disciplinary actions
addressed in Article IX.
Section 4. Remedies of Employees Objecting to Material in File
Any full-time permanent County employee who objects to any material in his or her file
may place in his or her file a statement relating to the material he or she considers to be
inaccurate or misleading. The employee, if he or she so chooses, may seek the removal
of such material in accordance with established Grievance & Appeal Policy addressed
in Article X.
Section 5. Destruction or Removal of Records
No public official or County employee may destroy, sell, loan, or otherwise dispose of
any public record, except in accordance with NCGS §121-5(b), without the consent of
the State Department of Cultural Resources.
Whoever unlawfully removes a public record from the Human Resources office where it
is usually kept, or whoever alters, defaces, mutilates, or destroys it, will be guilty of a
misdemeanor and upon conviction will be fined not less than ten dollars ($10.00) nor
more than five hundred dollars ($500.00) as provided in NCGS §132-3.
ARTICLE XIII. IMPLEMENTATION OF POLICY
Section 1. Conflicting Policies Repealed
All policies, ordinances, or resolutions that conflict with the provisions of this policy are
hereby repealed.
Section 2. Severability
If any provision of this policy is held invalid, the remainder of this policy will not be
affected by the invalidation.
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Section 3. Policy Violations
Any employee found in violation of this policy shall be subject to any disciplinary actions
discussed in Article IX, in addition to any civil or criminal penalty that may be imposed
for the violation of the same under local, state, or federal law.
Section 4. Effective Date
This ordinance shall become effective January 1, 2016 and was duly adopted this the
_____ day of __________, 2015.
HARNETT COUNTY BOARD OF COMMISSIONERS
___________________________________________
Howard Penny Jr., Chairman
ATTEST:
____________________________
Margaret Regina Wheeler, Clerk
This Ordinance has been prepared as an overview of the personnel ordinance, and
contains general statements on the United States and North Carolina General Statutes,
Supreme Court Decisions and other Acts that apply to Personnel Management within
Harnett County. Since this ordinance cannot provide all the specific details on any given
subject, you should contact your supervisor, manager or the Human Resources
Department about any sections for which you may need clarification. Changes may be
made from time to time by the Federal, State and Local Governments, Supreme Court
Decisions and will be provided as they occur. However, where differences occur,
official policies, procedures, or benefits plans are the governing documents.
APPENDICES
The following appendices are grouped under the article in which they appear in the
Personnel Ordinance. Therefore, all forms, reviews, certifications, or other policies that
are found within Article III will appear in Appendix A: Article III.
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APPENDIX A: ARTICLE IV FORMS
Driver Disclosure Form
NORTH CAROLINA DEPARTMENT OF TRANSPORTATION
DIVISION OF MOTOR VEHICLES
TRAFFIC RECORDS SECTION
3105 MAIL SERVICE CENTER
RALEIGH, NC 27699-3105
***********************************************************************************************************
Effective September 13, 1997, all motor vehicle records are subject to the Federal Driver' s Privacy
Protection Act FDPPA) and General Statue 20-43.1. The FDPPA and GS 20-43.1 require that personal
information in the Division of Motor Vehicles records be closed to the public Personal information from
these records may be released to individuals or organizations that qualify under one of the fourteen (14)
listed on the back of this form. These exceptions are summarized statements of permissible uses.
***********************************************************************************************************
NAME OF DRIVER: ___________________________________________________________________________
DL#: ______________________________ STATE OF DL#: ____________ TELEPHONE: _________________________________
ADDRESS: ____________________________________________________________________________________________________________
CITY: ____________________________________________ STATE: ___________ ZIP CODE: __________________
************************************************************************************
By signing this form, you are granting the company access to your personal information under exception
number 13 of the FDPPA and GS 20-43.1
NAME OF COMPANY/AGENCY: ______________________________________________________
SIGNATURE OF DRIVER: __________________________________________________________
DATE SIGNED: ________________________________________________________________
***********************************************************************************************************
My signature on this document acknowledges that I understand that improper release of information and/
or false representation to gain information from the DMV' s records is prohibited and is subject to civil
action.
COMPANY/ AGENCY: ____________________________________________________________________
NAME OF REQUESTERJCONTACT: ___________________________________________________________________________________
REQUESTER' S SIGNATURE: ____________________________________________________ Date: _____________________
My signature on this document acknowledges that I understand that improper release of information and/or false representation to
gain information from the DMV's records is prohibited and is subject to civil action.
COMPANY/ AGENCY: _____________________________________________________________________________
COMPANY/ AGENCY APPROVAL AUTHORITY: ______________________________________________________________________________
TITLE_________________________________________________________________________________________________________________
SIGNATURE: ___________________________________________________________________________ DATE: _________________________
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APPENDIX B: ARTICLE V FORMS
Outside Employment Request Form
Request Date: __ __ / __ __ / __ __
Employee Name: _____________________________________________________________
Last First Middle
Social Security Number: __ __ __ -- __ __ -- __ __ __ __ Date of Birth: __ __ / __ __ / __ __
Outside employment is defined in the Harnett County Personnel Ordinance as any and
all employment or self-employment for salaries, wages, tips, or commissions other than the
position currently held by the employee with Harnett County.
All County employees should understand that the work and overall mission of Harnett
County is to take priority over all other employment interests. Therefore, Harnett County
reserves to the right to restrict outside employment so as to prevent interference with County
work.
All employees, in hopes to provide the most efficient and hardworking staff, are subject
to the Outside Employment Policy found in the Harnett County Personnel Ordinance and must
understand that any secondary work must not have an adverse effect upon County work,
cannot be contrary to County policies, and cannot create an appearance of impropriety.
Secondary Employer Information:
Employer Name: _____________________________________________________________
Employer Address: ___________________________________________________________
Street City State Zip
Employer Phone Number: (__ __ __) __ __ __ -- __ __ __ __ Hours to be worked: ________
Employee’s Secondary Position Title: ___________________________________________
Employee’s Secondary Position Duties: _________________________________________
Certification
I ______________________ request approval to obtain outside employment as described
above. I have read and understand the Outside Employment Policy as written in the Harnett
County Personnel Ordinance at Article V, Section 5, and my outside employment will in no way
conflict, interfere, or otherwise hinder my employment with Harnett County. I understand that
this authorization may be revoked if the outside employment adversely affects my performance
with Harnett County.
____________________________________________________________________________
Employee Signature Date
____________________________________________________________________________
As the Department Head of _______________________ Department, I have reviewed your
request for outside employment your request is hereby: _____ Approved _____ Denied
____________________________________________________________________________
Department Head/Director Signature Date
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APPENDIX B: ARTICLE V FORMS
Workplace Violence Prevention Policy
Section I. Purpose
Harnett County recognizes that employees are its most important asset, and that a place of
employment reasonably safe from violence is fundamental to the well-being, health and
productivity of our employees and citizens. Therefore, Harnett County shall use all reasonable
efforts to deter the threat of workplace violence and to provide a safe workplace for employees
and citizens.
With this in mind, Harnett County adopts this policy to: (1) define prohibited acts of violence or
threats of violence, (2) to give guidance to Supervisors and Department Heads in recognizing
and reacting to violence or threats of violence, (3) to provide procedures to deal with violence or
threats of violence that may occur during business hours or on County property, and (4) to
provide for review and evaluation of incidents which may occur.
The County encourages employees to bring their disputes or differences with other employees
to the attention of their Supervisors, Department Heads, or the Human Resources Director
before the situation escalates into potential violence. The County is eager to assist in the
resolution of employee disputes, and will not discipline employees for raising such concerns.
Section II. Policy Coverage
This policy applies to all Harnett County employees while in any place related to County
employment or anywhere an employee may conduct County business.
Section III. Violation
Failure to comply with this policy shall be a direct violation of Harnett County policy and any
employee found in violation of this policy shall be subject to disciplinary actions as addressed in
Article IX of the Personnel Ordinance and any other civil or criminal penalty that may be
imposed.
Section IV. Definitions
Workplace violence: Any assaultive act within the workplace including intentional harassment,
physical attack, communicating threats, and/or verbal or written threats of such acts, as well as
actions that are perceived as violent or threatening and which investigation confirms were
reasonably interpreted to be violent. Workplace violence may include, without limitation,
stalking, threatening communications, shoving, kicking, spitting or violation of restraining orders.
Workplace violence may be:
A. Violence against an employee where a stranger to the workplace threatens or commits
violence.
B. Violence against an employee where a client or customer threatens or commits violence.
C. Violence between employees, including against a Supervisor or Department Head.
D. Any form of domestic violence involving employees. This may include spouses or
domestic partners coming to the work site.
Threatened violence: The legally unjustified threat of imminent or future force, or of imminent or
future physical injury on another, under circumstances where the intention or ability to carry out
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the threat appears reasonably credible or reasonably puts a person of reasonable fortitude in
fear of imminent harm.
Threat: An avowed or apparent present determination or intent to injure presently or in the
future, whether or not subject to a contingency under the maker’s control.
Violence Incident Report: A form used by the County that is to be completed for all reported
occurrences of violence and/or threats of violence within the scope of this policy.
Incident Assessment Team: A team that consists of the County Manager, the Human
Resources Director, the Risk Management & Safety Coordinator, and the Staff Attorney.
Employer Workplace Violence Restraining Order: An order obtained pursuant to the provisions
of NCGS §95-23.
Section V. Violence Prevention Strategies
Each County agency or department shall familiarize all employees with this policy by
prominently displaying it within each County agency or department.
Each County agency or department shall periodically review or, alternatively, request the
Sheriff’s Office to review, security measures for work areas and any incident reports of
threatened or actual violence.
The Incident Assessment Team shall be appropriate trained to handle and deal with any acts of
violence or threats of violence they come before it. They also shall determine the proper
intervention for each reported threat.
Harnett County shall provide Supervisors and Department Heads with training in violence
prevention and employment techniques.
Harnett County will provide all County employees with an initial orientation to this policy.
Supervisors and Department Heads shall promptly report any valid threat to the Incident
Assessment Team.
Nothing in this section shall deter any employee from immediately notifying law enforcement to
protect lives and property.
If a Supervisor or Department Head becomes aware of a threat of imminent danger of violence
toward an employee, he or she shall immediately notify that employee of the potential danger
and do everything in his power to keep the employee from injury.
The Incident Assessment Team shall manage the response from the time of notification until the
threat no longer exists.
The Incident Assessment Team shall consider various levels of response, which may include,
but not be limited to, no response, giving the target an administrative day off or otherwise
removing the target from work site, altering the predictable routines of the target, reducing
possible interactions with the suspect, trespassing the suspect from the work site, seeking an
employer workplace violence restraining order, referral to law enforcement for investigative
follow-up, and/or referral to law enforcement for incident response and intervention ( including
possibly for arrest and charge of a criminal offense).
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Section VI. Responsibilities of Supervisors, Department Heads, & Administrators
All Supervisors, Department Heads, and Administrators shall:
A. Support the County’s Workplace Violence Prevention Policy and encourage work
environments that are reasonably safe from violence, threats of violence, or
harassing/aggressive behavior.
B. Inform employees on a periodic basis of the County’s workplace violence prevention
policies and procedures.
C. Be responsible for anticipating or detecting imminent acts or threats of violence.
D. Determine if patterns or changes in an employee’s behavior appear to be threatening or
have a potential for violence, and, if so, should address such a matter in private,
constructive, and supportive counseling sessions with the employee. If appropriate,
referral may be made to the Human Resources Director for acts which appear to
threaten workplace violence.
E. Refer any cases of frequent displays of intense anger resulting in recurrent suicide
threats, recurrent physical confrontations and/or fights, destruction of property, or use of
weapons to harm others to the Human Resources Director immediately.
F. Upon receiving a complaint or notice of workplace violence, or upon reasonably
believing that such acts or behaviors are occurring, promptly notify the Incident
Assessment Team. If the threat is immediate, proper law enforcement and security
authorities should be notified.
G. Take all threats seriously until otherwise proved.
Section VII. Employee Reporting Procedures
Any employee who experiences or witnesses any acts, conduct, behavior or communication in
violation of this policy must first secure his or her own safety and then immediately contact his
or her Supervisor or Department Head. If the Supervisor or Department Head is alleged to have
committed the reported act, the report shall be made to the Human Resources Director. If the
threat of violence is imminent, law enforcement shall be contacted.
A County employee should not place him or herself in peril or danger. If he or she sees or hears
a commotion or disturbance near a workstation, he or she should not try to intercede or handle
the violent or potentially violent situation.
Any individual that: (1) was reported to have threatened or committed a violent act, (2) has
committed a violent act, or (3) made direct threats of a future violent act may be removed from
the County work site until an investigation has been completed. At the end of the investigation,
the Incident Assessment Team shall determine the County’s official response. In the interim, the
County may take measures and respond as appropriate under the circumstances to maintain
the continuity of County operations and assure workplace safety.
Harnett County will not retaliate against an employee for good faith reporting of instances of
workplace violence.
Employees who reasonably are aware of or have information pertinent to workplace violence
but do not report it as provided in this policy may be subject to disciplinary actions as addressed
in Article IX of the Personnel Ordinance.
Section VIII. Post-Incident Procedures
After an act of violence or threat of violence has occurred, the Supervisor or Department Head
shall complete a Workplace Violence Incident Report describing the threats and/or acts of
violence, and shall include the names and telephone numbers of any employees involved as
well as physical descriptions of anyone who engaged in threatening and or violent conduct. The
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Workplace Violence Incident Report shall be filed with the Human Resources Director, with
copies sent to the County Manager and the County Staff Attorney.
The Incident Assessment Team may, as appropriate, offer debriefing sessions to all personnel
affected. Additionally, other specialized resources, such as Community mental health programs,
should be used as appropriate.
Section IX. Media Issues
Requests by the media for information regarding an act or threat of violence should be directed
to the County Manager. Such requests should not be directed to or responded to by any other
employee.
Section X. Training
The best defense to workplace violence is employees who are well trained and educated.
Training on workplace violence prevention shall be offered periodically for all Supervisors,
Department Heads, and Administrators during normal working hours. Such training should
include a review and definition of workplace violence, an explanation and description of the
County program, techniques for recognizing potential violence, policies and work environment
arrangements to reduce risk to employees, appropriate responses to violence incidents,
obtaining emergency assistance, and procedures for reporting and investigating incidents.
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APPENDIX B. ARTICLE V FORMS
Workplace Violence Incident Report
This form is to be completed by the designated employee investigating the incident and filed
immediately with Human Resources. Any victim, assailant, or witness statements, along with
any other pertinent documents to the investigation, should be attached.
Please print legibly, provide all the information requested below, and complete the entire form.
Investigating Employee: _______________________________ Date: __________________
Title: _________________________Department: _________________________
Telephone: (__ __ __) __ __ __-__ __ __ __ Date of Incident: __ __/__ __/__ __
Time: __ __:__ __
Location of Incident: __________________________________________________________
Street City State Zip
Type of Incident Reported (Check all that apply):
___Harassment ___Physical/Verbal Abuse ___ Stalking ___ violating a Restraining Order
___Threatening Communications (Written) ___ Threatening Communications (Verbal)
___Domestic Violence ___Fighting ___Use of a deadly weapon or item as a weapon
___Engaging in activities that are intended to frighten, coerce, or induce duress
___ Other (Explain) ____________________________________________________________
Reason for Incident (Check all that apply):
___Conflict with current or former co-worker(s) ___Alcohol or drug related ___Mental Health
___Conflict with Supervisor or Department Head ___Hostile response to Disciplinary Action
___Reaction to a demotion, reduction in force, or other form of termination
___Family/domestic dispute ___Receiving a poor performance appraisal ___Racial tension
___Resisting Arrest ___Other (Explain) ____________________________________________
Injuries (Check all that apply): ___Physical Injury ___Trauma/Emotional Injury ___Death
Brief Description of Incident: ___________________________________________________
____________________________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
Victim Information: Information should be gathered by the investigating employee from the
victim. The victim should record a brief description of the incident in the space provided below.
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Victim Name: ________________________________________________________________
Last First Middle
Department of Victim: ______________________Title of Victim: ______________________
Victim’s Phone Number: (__ __ __) __ __ __-__ __ __ __
Address of Victim: ____________________________________________________________
Street City State Zip
Relationship to Assailant: ___Co-worker/former employee ___Customer/Client ___Supervisor
___Person In Custody ___Stranger ___Spouse ___Family Member ___Other
Victim’s Brief Description of Incident: ___________________________________________
____________________________________________________________________________
____________________________________________________________________________
-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-
Assailant Information: Information should be gathered by the investigating employee from the
assailant. The assailant should record a brief description of the incident in the space provided.
Assailant’s Name: ____________________________________________________________
Last First Middle
Department of Assailant: ____________________Title of Assailant: ___________________
Assailant’s Phone Number: (__ __ __) __ __ __-__ __ __ __
Address of Assailant: _________________________________________________________
Street City State Zip
Relationship to Victim: ___Co-worker/former employee ___Customer/Client ___Supervisor
___Person In Custody ___Stranger ___Spouse ___Family Member ___Other
Assailant’s Brief Description of Incident: _________________________________________
____________________________________________________________________________
____________________________________________________________________________
-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-*-
Witness Account: If a witness is discovered or comes forward, he or she should complete this
section of the form and provide a brief description of what he or she heard, saw, and felt.
Name: ______________________________________________________________________
Last First Middle
Date of Incident: __ __ / __ __ / __ __ Reported Date: __ __ / __ __ / __ __
Department: _______________________________ Title: _____________________________
Witness Phone Number: (__ __ __) __ __ __-___ __ __ __
Address of Witness: __________________________________________________________
Street City State Zip
Brief Description of Incident: ___________________________________________________
____________________________________________________________________________
____________________________________________________________________________
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APPENDIX B. ARTICLE V FORMS
Unlawful Workplace Harassment Form
This form must be completed and signed by the complainant and turned into their supervisor,
department head, or Human Resources Director. If the supervisor or department head receives
the complaint, it must be forwarded to the Human Resources Director within three (3) days of
completion of this form.
Please print legibly, provide all the information requested below, attach all pertinent documents
and statements in support of your complaint, and sign upon completion.
Date:____________________
Employee Name:________________________________
Department:____________________________________
Job Title:_______________________________________
Name of your supervisor:__________________________
COMPLAINT INFORMATION
1. Individual(s) who allegedly committed act of harassment against you:
Name:______________________ Title:___________________ Department:_______________
Name:______________________ Title:___________________ Department:_______________
Name:______________________ Title:___________________ Department:_______________
2. Date(s) of alleged harassment:
3. Location(s) of alleged harassment:
4. Please describe in detail the alleged harassment committed by each identified individual: (if
more space is necessary, attach additional sheets)
5. Please identify all employees or others who witnessed and/or have any knowledge of the
alleged harassment, describing what was witnessed and/or the nature of such knowledge:
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6. Please Answer the Following Questions: Yes No
i. Are there any documents supporting your complaint?
(if yes, please attach to this form) ____ ____
ii. Is there any physical evidence which supports your claim? ____ ____
(If yes, please describe):
iii. Have you missed any work time as a result of this incident ____ ____
iv. Is the alleged harassment continuing? ____ ____
v. Have you previously complained about this or related
incidents to your supervisor, department head, or any
other County employee? (if yes, answer the next question) ____ ____
vi. Please identify the person(s) to whom you complained, date(s),
and nature of complaint:
7. What action do you believe is necessary to prevent the alleged incident from occurring in the
future?
The information provided in this complaint is true and correct to the best of my knowledge. I am
willing to cooperate fully in the investigation of my complaint and provide whatever evidence the
County deems relevant.
__________________________ __________________________ _____________
Signature Print Name Date
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APPENDIX B. ARTICLE V FORMS
Drug & Alcohol Testing Policy
Section I. Federal Mandate
The following policy is implemented pursuant to and in compliance with multiple federal
agencies, statutes, and regulations including, but not limited to, the United States Federal
Government passing the Drug-Free Workplace Act of 1988 and the Omnibus Transportation
Employee Testing Act of 1991, the Federal Transit Administration publishing 49 CFR Part 655,
and the U.S. Department of Transportation publishing 49 CFR Part 40. If any discrepancies
between this policy and those previously mentioned statutes and regulations becomes
apparent, the federal statutes and regulations shall control.
Section II. Purpose
Harnett County has a strong commitment to provide a safe and secure workplace, and to
promote high standards of employee health and wellbeing. To this end, every effort will be
made to provide a safe and drug-free work environment for our citizens and our employees. In
addition, Harnett County is dedicated to providing safe, dependable, and economical
transportation services to the inhabitants of Harnett County by ensuring the safe operation of all
vehicles operated under the Harnett Area Transit System (“HARTS) and those that require the
possession of a Commercial Driver’s License (CDL).
In meeting these goals, it is the policy of the County to: (1) ensure that employees are not
impaired in their ability to perform their assigned duties in a safe, productive, and healthy
manner; (2) create a work environment free from the adverse effects of drug and alcohol abuse;
(3) prohibit the unlawful manufacture, distribution, dispensing, possession, or use of controlled
substances; and (4) to encourage employees to seek professional assistance anytime personal
problems, including alcohol or drug dependency, adversely affect their ability to perform their
assigned duties.
Harnett County is dedicated to a fair and equitable application of this substance abuse policy.
Therefore, Supervisors and Department Heads are required to use and apply all aspects of this
policy in an unbiased and impartial manner. Any Supervisor or Department Head who knowingly
disregards the requirements of this policy, or who is found to deliberately misuse this policy,
shall be subject to any disciplinary actions addressed in Article IX of the Harnett County
Personnel Ordinance.
With all of this in mind, it is the purpose of this policy is to ensure that all County employees are
fit for duty and to protect County employees, passengers, and the public at large from the risks
posed by the misuse and abuse of alcohol or illicit drugs. This policy is also intended to provide
proper procedures that follow all applicable federal regulations for conducting drug screenings
of any applicants who are seeking such positions with the County and any current County
employees who hold such positions.
Section III. Policy Coverage
The following policy shall cover all Harnett County employees, including those employees
holding positions that require a commercial driver’s license, safety sensitive positions, and any
employee of the Harnett Area Transit System.
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Section IV. Definitions
Accident: An occurrence associated with the operation of a vehicle, even when not in County
service, that results in: (1) an individual dying, (2) an individual suffering a bodily injury and
receiving medical treatment, or (3) one or more vehicles incurring disabling damage as the
result of the occurrence and are transported away from the scene by a tow truck or other
vehicle.
Adulterated Specimen: A specimen containing a substance that is not expected to be in human
urine, or is expected to be in human urine but not at such high concentrations.
Alcohol Test/Screening: A test for the presence of alcohol in the body of a County employee as
determined through the use of a breath alcohol test, evidential breathalyzer test, saliva swab
test, or blood screening.
Alcohol Confirmation Test: A second test, following an initial alcohol test that showed a
prohibited level of alcohol. This test is used to provide quantitative data on an employee’s actual
alcohol concentration.
Alcohol: An agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols
including methyl and isopropyl alcohol.
Canceled: A drug or alcohol test that has a problem identified that cannot be or has not been
corrected is considered canceled. A canceled test is neither positive nor negative.
Collector: A person who instructs and assists employees during any assortment of alcohol or
drug testing. Such a person receives and makes an initial inspection of the specimen provided
by employees undergoing testing and initiates and completes the Custody and Control Form
(CCF).
Commercial Motor Vehicle: Any motor vehicle or combination of motor vehicles used in
commerce to transport passengers or property. Such motor vehicles may: (1) have a gross
combination weight rating of 26,001 or more pounds inclusive of a towed unit with a gross
vehicle weight of more than 10,000 pounds, (2) have a gross vehicle weight rating of 26, 001 or
more pounds, (3) be designed to transport 16 or more passengers including the driver, or (4) be
of any size and is used in the transportation of materials found to be hazardous for the purposes
of the Hazardous Materials Transportation Act and that requires the motor vehicle to be
placarded under the Hazardous Materials Regulations.
Conviction: A finding of guilt (including a plea of no contest) or imposition of a sentence, or both,
by any judicial body charged with the responsibility to determine violations of federal or state
criminal drug statutes.
Criminal Drug Statute: A criminal statute relating to the manufacture, distribution, dispensing,
use or possession of any drug.
Dilute Specimen: A specimen with values that are lower than expected for human urine.
Dilute Negative: A test result received by the MRO that is labeled negative and dilute. Such a
result will be treated as a negative.
Dilute Positive: A test result received by the MRO that is labeled positive and dilute. Such a
result will be treated as a verified positive.
Direct Observation: In an effort to make it more difficult to adulterate or substitute specimens,
federal regulations require that specimens be collected under direct observation any time there
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is a specific reason to believe that any employee may be attempting to thwart the regulations or
has sufficient reason(s) to evade the testing process. The employee who is being observed will
be required to raise his or her shirt, blouse, or dress/skirt, as appropriate, above the waist; and
lower clothing and underpants to show the collector, by turning around that they do not have a
prosthetic device. The observer must be the same gender as the employee. Failure of the
employee to permit any part of the direct observation procedure is a refusal to test. The reason
why the direct observation testing is being conducted must be explained to the employee. Direct
Observed collections are required in the following circumstances:
A. All return-to-duty tests.
B. All follow-up tests.
C. Anytime the employee is directed to provide another specimen because the temperature
on the original specimen was out of the accepted temperature range of 90°F - 100°F.
D. Anytime the employee is directed to provide another specimen because the original
specimen appeared to have been tampered with.
E. Anytime a collector observes materials brought to the collection site or the employee’s
conduct clearly indicates an attempt to tamper with a specimen.
F. Anytime the employee is directed to provide another specimen because the laboratory
reported to the MRO that the original specimen was invalid and the MRO determined
that there was not an adequate medical explanation for the result.
G. Anytime the employee is directed to provide another specimen because the MRO
determined that the original specimen was positive, adulterated or substituted, but had to
be cancelled because the test of the split specimen could not be performed.
Disabling Damage: Damage which precludes departure of any vehicle from the scene of an
accident in its usual manner in daylight after simple repairs. Disabling damage includes damage
to vehicles that could have been operated but would have been further damaged if so operated,
but does not include damage which may be temporarily repaired at the scene of the accident,
tire disablement, or damage to headlights, taillights, turn signals, horn, or windshield wipers that
makes them inoperative.
Drug: A controlled substance as listed in Schedules I through V of Section 202 of the Controlled
Substances Act (21 USC 812) or Chapter 90, Section 87(5) of the NCGS or a metabolite
thereof.
Drug Test/Screening: A test conducted to determine if the tested employee has any prohibited
substance, drug or drug metabolites, in his or her urine or blood.
Drug Confirmation Test: A second analytical procedure to identify the presence of a specific
drug or metabolite that is independent of and uses a different technique and chemical than that
of the initial test/screening in order to ensure reliability and accuracy.
Evidential Breath Testing Device (EBT): All alcohol breath tests shall be conducted on an
approved evidential breath testing device (EBT) by a trained breath alcohol technician. EBT' s
shall be able to distinguish alcohol from acetone at the 0.02% alcohol concentration level and
shall be capable of testing an air blank prior to each collection of breath and performing an
external calibration check.
Gas Chromatography/Mass Spectrometry (GC/MS): Self-contained urinalysis drug tests that
detects the presence of drug metabolites in urine within minutes.
Medical Review Officer (MRO): A licensed physician with specific training in the area of
substance abuse. The MRO not only has knowledge of substance abuse disorders, but also has
been trained to interpret and evaluate laboratory test results in conjunction with an employee’s
medical history. The MRO verifies a positive drug test result by reviewing a laboratory report
and an employee’s unique medical history to determine whether the result was caused by the
use of prohibited drugs or by an employee’s medical condition.
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Negative: A test result that does not show the presence of drugs at a level specified to be a
positive test or a test that does not show an employee’s blood alcohol content to be more than
0.04. Any alcohol test that is negative with a blood alcohol concentration of 0.02-0.039 is not
considered a positive test result, but will require the employee be removed from the
performance of safety-sensitive functions for at least 8 hours.
On-call: An employee is on-call if he or she is subject to receiving a call that will require him or
her to immediately report to work for Harnett County.
On Duty: An employee is considered on-duty whenever he or she is physical present at his or
her normal workplace and is performing his or her job duties. During the period that an
employee is on-call or during any other period of time for which he or she is entitled to receive
pay from Harnett County, the employee is considered to be on duty.
Other Substance: Includes any substance that has the potential to impair noticeably the mental
or physical function of a person who does not have an unusual or extraordinary reaction to such
substance.
Passing Test: A passing test is any test that results in a negative outcome. This means that the
test either: (1) showed no evidence or insufficient evidence of a prohibited drug, drug
metabolite, or alcohol, or (2) Showed evidence of a prohibited drug or drug metabolite, but there
was a legitimate medical explanation for the result as determined by a certified MRO.
Positive: A test result that does show the presence of drugs at a level specified to be a positive
test or a test that shows an employee’s blood alcohol content to be more than 0.04.
Random Test: Any testing conducted on an employee assigned to a safety-sensitive position
and is chosen by a method that provides an equal probability that any employee from a group of
employees will be selected by a scientifically valid method.
Reasonable Suspicion: A reasonable suspicion may exist when a supervisor, who has received
the required training in detecting the signs and symptoms of probable drug use and/or alcohol
misuse, obtains specific contemporaneous, articulable observations concerning appearance,
behavior, speech, or body odor or other physical indicators of probable drug or alcohol use.
Refusal: The following behaviors constitute a refusal to test:
A. Failure to appear for any test (except for pre-employment) within a reasonable time, as
determined by the employer.
B. Failure to remain at the testing site until the testing process is complete.
C. Failure to provide a urine or breath specimen for any required drug or alcohol test.
D. Failure to permit the observation or monitoring of the specimen collection when required
to do so.
E. Failure to provide a sufficient amount of urine or breathe when directed and there is no
adequate medical explanation for the failure.
F. Failure to take a second test when directed to do so by the employer or collector.
G. Failure to undergo a medical examination when directed to do so by the MRO or
employer.
H. Failure to cooperate with any part of the testing process (e.g., refuse to empty pockets
when directed by the collector, behave in a confrontational way that disrupts the
collection process, fail to wash hands after being directed to do so by the collector).
I. Failure or refusal to sign Step 2 of the alcohol testing form.
J. Failure to follow the observer’s instructions during direct observation collection including
instructions to raise your clothing above the waist, lower clothing and underpants, and to
turn around to permit the observer to determine if you have any type of prosthetic or
other device that could be used to interfere with the collection process.
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K. Possessing or wearing a prosthetic or other device that could be used to interfere with
the collection process.
L. Admitting to the collector or MRO that you adulterated or substituted the specimen.
Safety-Sensitive Position: A position will be designated safety-sensitive only where Harnett
County has a compelling need, on the basis of safety concerns, to ascertain on-the job
impairment on the part of employees who hold the position. Such a compelling need may arise
where the duties of the position create, or are accompanied by, such a great risk of injury to the
other persons or to property of such magnitude that even a momentary lapse of attention,
judgment or dexterity could have disastrous consequences. Examples of these positions
include:
A. Positions (full or part time) requiring the use of weapons (or potential use of weapons) or
the operation of vehicles, machinery, or equipment as a primary task (does not include
routine office equipment).
B. Positions requiring the handling of hazardous materials, the mishandling of which may
place the employee, fellow employees, or the general public at risk of serious injury, or
the nature of which would create a security risk in the workplace.
C. Other positions as determined on a case-by-case basis by the Human Resources
Director.
D. Any of the following activities defined as safety-sensitive by the Federal Highway
Administration, Federal Transit Administration, and the Department of Transportation:
1. Driving.
2. Inspecting, servicing, or conditioning any commercial motor vehicle.
3. Waiting to be dispatched at a carrier or shipper plant, terminal, facility, or other
public property.
4. Performing all other functions in or upon any commercial motor vehicle except
resting in a sleeper birth.
5. Loading or unloading a vehicle, supervising or assisting in the loading or
unloading of a vehicle, attending a vehicle being loaded or unloaded.
6. Remaining in readiness to operate a vehicle, or giving or receiving receipts for
shipments being loaded or unloaded.
7. Performing driver requirements, relating to accidents.
8. Repairing, obtaining assistance, or remaining in attendance upon a disabled
vehicle.
9. Carrying a firearm for security reasons.
Substituted Specimen: A specimen with values so diminished or different that they are not
consistent with human urine.
Substance Abuse Professional: A licensed or certified physician, psychologist, social worker,
employee assistance professional, state-licensed marriage and family therapist, or drug and
alcohol counselor.
Unannounced Follow-Up Testing: Testing conducted on an employee on a periodic,
unannounced basis, following his or her return to work from an approved drug or alcohol
rehabilitation program. All unannounced, follow-up testing will be conducted by direct
observation.
Workplace: The location or facility where an employee may be expected to perform any task
related to the requirements of his or her job. This includes break rooms, restrooms, outdoor
worksites, Harnett County or personal vehicles (while personal vehicle is being used for Harnett
County business), computer work stations, conference rooms, hallways, private offices,
open/partitioned work areas, public contact/customer service/medical services areas, parking
lots, and any other location or facility for which he or she is entitled to receive pay from Harnett
County.
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Section V. Drug & Alcohol Testing Policy for Safety-Sensitive Employees
Coverage: This section applies to all safety-sensitive employees, contractors, and vendors
anytime they are in the service of Harnett County, are on Harnett County property, or when any
of the above are performing any transit-related safety-sensitive business. This policy also
applies to off-site lunch periods or breaks when an employee is scheduled to return to work.
Policy:
A. Safety-sensitive Employees are prohibited from:
1. Engaging in the unlawful manufacture, distribution, dispensing, possession or
use of prohibited substances on Harnett County premises, in vehicles, in uniform,
or while on Harnett County Business.
2. Reporting for duty or remaining on duty when his/her ability to perform assigned
safety-sensitive functions is adversely affected by alcohol or when his/her
breathe alcohol concentration is 0.00 or greater.
3. Using alcohol or prohibited drugs while on duty, in uniform, while performing
safety-sensitive functions, nor just before or just after performing a safety-
sensitive function.
4. Using alcohol within four (4) hours prior to performing a safety-sensitive function,
or during hours that they are on-call.
B. Post-Employment Testing:
1. All safety-sensitive employees will be subject to urine drug testing and alcohol
testing as a condition of employment. Such tests can be performed any time a
safety-sensitive employee is on duty, however, a reasonable suspicion or
random test can only be performed when the safety-sensitive employee is
actually performing a safety-sensitive duty or just before or just after the
performance of such a duty.
2. Any safety-sensitive employee who refuses to comply with a request for testing
shall be removed from duty and their employment terminated.
3. Any safety-sensitive employee who is suspected of providing false information in
connection with a test, or who is suspected of falsifying test results through
tampering, contamination, adulteration, or substitution will be required to undergo
direct observation collection. Verification of these falsifying actions will result in
the employee’s removal from duty and their employment terminated.
4. During normal duty hours, employees will be sent to the facility designated by
Harnett County and approved for testing. After duty hours, when offices are
closed or unable to perform the test(s), employees will be referred to a facility
specified by the Drug and Alcohol Program Manager.
C. Pre-Employment/Pre-Transfer Testing:
1. Applicants determined to be final candidates for a safety-sensitive position or are
transferring to a safety-sensitive position shall undergo a drug and alcohol
screening and will have information gathered from their previous employers that
pertains to any drug and alcohol tests performed. Applicants and transfers,
however, must give permission for such tests. If the applicant or transfer refuses
to give consent he/she will not be hired or transferred into the safety-sensitive
position.
2. Any applicants or transfers will also be asked whether he or she has tested
positive, or refused to test, on any pre-employment/pre-transfer drug or alcohol
test administered by an employer to which the candidate applied, but did not
obtain employment with. If the applicant admits that he or she had a positive test
or a refusal to test, the applicant will not be allowed to perform safety-sensitive
function, until and unless the applicant documents successful complete of the
return-to-duty process described in this policy.
3. Receipt of a verified negative drug test result is required prior to offer of
employment or performance of safety-sensitive duties.
4. A pre-employment/pre-transfer test will also be performed anytime an
employee’s status changes from an inactive status in a safety-sensitive position
to an active status in a safety-sensitive position.
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D. Post-Accident Testing:
1. All safety-sensitive employees will be required to undergo drug and alcohol
testing if they are involved in an accident as defined above.
2. The Supervisor or Department Head shall ensure that any safety- sensitive
employee involved in an accident is tested no longer than eight (8) hours after
the accident for alcohol, and no longer than 32 hours after for drugs.
3. If an alcohol test is not performed within two hours of the accident, the
Supervisor will document the reason(s) for the delay. If the alcohol test is not
conducted within (8) eight hours, or the drug test within 32 hours, attempts to
conduct the test must cease and the reasons for the failure to test documented.
4. An employee who is subject to post-accident testing who fails to remain readily
available for such testing, including notifying a supervisor of his or her location if
he or she leaves the scene of the accident prior to submission to such test, may
be deemed to have refused to submit to testing.
5. Nothing in this section shall be construed to require the delay of necessary
medical attention for the injured following an accident, or to prohibit an employee
from leaving the scene of an accident for the period necessary to obtain
assistance in responding to the accident, or to obtain necessary emergency
medical care.
6. In the rare event that Harnett County is unable to perform a drug and alcohol
test, Harnett County may use drug and alcohol post-accident test results
administered by local law enforcement officials. The local law enforcement
officials must have independent authority for the test and the employer must
obtain the results in conformance with local law.
E. Reasonable Suspicion Testing:
1. All safety-sensitive employees are subject to reasonable suspicion drug and/or
alcohol testing when the employer has reasonable suspicion to believe that the
employee has used a prohibited drug and/or engaged in alcohol misuse.
2. Reasonable suspicion means that there is objective evidence, based upon
specific, contemporaneous, articulable observations of the employee's
appearance, behavior, speech or body odor, which are consistent with possible
drug use and/or alcohol misuse.
3. Reasonable suspicion referrals must be made by the employees immediate
Supervisor or Department Head who is trained to detect the signs and symptoms
of drug and alcohol use, and who reasonably concludes that an employee may
be adversely affected or impaired in his/her work performance due to possible
prohibited substance abuse or alcohol misuse.
4. A reasonable suspicion alcohol test can only be conducted just before, during, or
just after the performance of a safety-sensitive job function.
5. A reasonable suspicion drug test can be performed any time the covered
employee is on duty.
F. Random Testing:
1. Safety-sensitive employees may be tested on an unannounced basis throughout
the year. Such tests can be conducted at any time during an employee’s shift.
2. The selection of safety-sensitive employees for random testing will be made
using a scientifically valid method that ensures each covered employee that they
will have an equal chance of being selected each time selections are made.
3. The random tests will be unannounced and spread throughout the year.
4. Employees are required to proceed immediately to the collection site upon
notification of their random selection.
G. Returning to Duty: All safety-sensitive employees who previously tested positive on a
drug or alcohol test will be subject to disciplinary actions as addressed in Article IX of the
Personnel Ordinance and any other civil or criminal penalty that may be imposed.
However, in the rare event an employee is reinstated with court order or other action
beyond the control of the county, the employee must complete the below return-to-duty
process prior to the performance of safety-sensitive functions.
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1. All covered employees who previously tested positive on a drug or alcohol test or
refused a test, must test negative for drugs, alcohol (below 0.02 for alcohol), or
both and be evaluated and released by the Substance Abuse Professional before
returning to work.
2. For an initial positive drug test a Return-to-Duty drug test is required and an
alcohol test is allowed. For an initial positive alcohol test a Return-to-Duty alcohol
test is required and a drug test is allowed.
3. Following the initial assessment, the Substance Abuse Professional will
recommend a course of rehabilitation unique to the individual.
4. The Substance Abuse Professional will recommend the return-to-duty test only
when the employee has successfully completed the treatment requirement and is
known to be drug and alcohol-free and there are no undo concerns for public
safety.
H. Follow-Up Testing:
1. Safety-sensitive employees that have returned to duty following a positive or
refused testing will be required to undergo frequent, unannounced drug and/or
alcohol testing following their return-to-duty test.
2. The follow-up testing will be performed for a period of one to five years with a
minimum of six tests to be performed the first year.
3. The frequency and duration of the follow-up tests (beyond the minimums) will be
determined by the Substance Abuse Professional reflecting his or her
assessment of the employee’s unique situation and recovery progress.
4. Follow-up testing should be frequent enough to deter and/or detect a relapse.
5. Follow-up testing is separate and in addition to the random, post-accident,
reasonable suspicion and return-to-duty testing.
I. Violation:
1. Any safety-sensitive employees found to be under the influence of prohibited
substance or who fail to pass a drug or alcohol test shall be removed from duty
and shall be in violation of this policy.
2. Any Employee in violation of this policy, regardless of the manner in which
violation occurs, will be subject to disciplinary action as addressed in Article IX of
the Personnel Ordinance and any other civil or criminal penalty that may be
imposed.
J. Note: Every applicant and employee will be given a copy of “Rights and Responsibilities
under the North Carolina Controlled Substance Examination Act” prior to being tested.
Section VI. Drug & Alcohol Testing Policy for All Other Employees
Coverage: This section applies to all Harnett County employees anytime they are in the service
of Harnett County or are on Harnett County property. This policy also applies to off-site lunch
periods or breaks when an employee is scheduled to return to work.
Covered Substances: The substances addressed by this policy include, but are not limited to,
the following: alcohol, marijuana, amphetamines, opiates, phencyclidine (PCP), and cocaine, as
well as any drug not approved for medical use by the U.S. Drug Enforcement Administration or
the U.S. Food and Drug Administration.
Prescription Drugs:
A. The appropriate use of legally prescribed drugs and non-prescription medications is not
prohibited, however, the use of any substance that carries a warning label that indicates
that mental functions, motor skills, or judgment may be adversely affected, must be
reported to the employee’s supervisor.
B. The employee must obtain a written release from the attending physician releasing the
person to perform their job duties any time they obtain a performance-altering
prescription.
C. A legally prescribed drug means that individual has a prescription or other written
approval from a physician for the use of a drug in the course of medical treatment.
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D. The misuse or abuse of legal drugs while performing Harnett County business is
prohibited.
Policy:
A. All Harnett County Employees are prohibited from:
1. Engaging in the unlawful manufacture, distribution, dispensing, possession or
use of prohibited substances on Harnett County premises, in vehicles, in uniform,
or while on Harnett County Business.
2. Reporting for duty or remaining on duty when his/her ability to perform assigned
safety-sensitive functions is adversely affected by alcohol or when his/her alcohol
concentration is 0.02 or greater.
3. Using alcohol within four (4) hours prior to reporting to work, performing his or
her job duties, or during hours that they are on-call.
B. Pre-Employment/Pre-Transfer Testing:
1. Applicants determined to be final candidates for a County position or are
transferring to a County position shall undergo a drug and alcohol screening and
will have information gathered from their previous employers that pertains to any
drug and alcohol tests performed. Applicants and transfers, however, must give
permission for such tests. If the applicant or transfer refuses to give consent
he/she will not be hired or transferred into the position.
2. A pre-employment/pre-transfer test will also be performed anytime an
employee’s status changes from an inactive status to an active status.
C. Post-Accident Testing:
1. All County employees will be required to undergo drug and alcohol testing if they
are involved in an accident as defined above.
2. The Supervisor or Department Head shall ensure that any employee involved in
an accident is tested no longer than eight (8) hours after the accident for alcohol,
and no longer than 32 hours after for drugs.
3. If an alcohol test is not performed within two hours of the accident, the
Supervisor will document the reason(s) for the delay. If the alcohol test is not
conducted within (8) eight hours, or the drug test within 32 hours, attempts to
conduct the test must cease and the reasons for the failure to test documented.
4. An employee who is subject to post-accident testing who fails to remain readily
available for such testing, including notifying a Supervisor or Department Head of
his or her location if he or she leaves the scene of the accident prior to
submission to such test, may be deemed to have refused to submit to testing.
5. Nothing in this section shall be construed to require the delay of necessary
medical attention for the injured following an accident, or to prohibit an employee
from leaving the scene of an accident for the period necessary to obtain
assistance in responding to the accident, or to obtain necessary emergency
medical care.
6. In the rare event that Harnett County is unable to perform a drug and alcohol
test, Harnett County may use drug and alcohol post-accident test results
administered by local law enforcement officials. The local law enforcement
officials must have independent authority for the test and the employer must
obtain the results in conformance with local law.
D. Reasonable Suspicion Testing:
1. All County employees are subject to reasonable suspicion drug and/or alcohol
testing when the employer has reasonable suspicion to believe that the
employee has used a prohibited drug and/or engaged in alcohol misuse.
2. Reasonable suspicion means that there is objective evidence, based upon
specific, contemporaneous, articulable observations of the employee's
appearance, behavior, speech or body odor, which are consistent with possible
drug use and/or alcohol misuse.
3. Reasonable suspicion referrals must be made by the employees immediate
Supervisor or Department Head who is trained to detect the signs and symptoms
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of drug and alcohol use, and who reasonably concludes that an employee may
be adversely affected or impaired in his/her work performance due to possible
prohibited substance abuse or alcohol misuse.
4. A reasonable suspicion alcohol test can only be conducted just before, during, or
just after the performance of an employee’s job duties.
5. A reasonable suspicion drug test can be performed any time the covered
employee is on duty.
E. Violation:
1. Any employees found to be under the influence of prohibited substance or who
fail to pass a drug or alcohol test shall be removed from duty and shall be in
violation of this policy.
2. Any Employee in violation of this policy, regardless of the manner in which
violation occurs, will be subject to disciplinary action as addressed in Article IX of
the Personnel Ordinance and any other civil or criminal penalty that may be
imposed.
F. Note: Every applicant and employee will be given a copy of “Rights and Responsibilities
under the North Carolina Controlled Substance Examination Act” prior to being tested.
Section VII. Testing Records & Other Documents
Drug/alcohol testing records shall be maintained by the Harnett County Drug and Alcohol
Program Manager and, except as provided below or by law, the results of any drug/alcohol test
shall not be disclosed without express written consent of the tested employee.
Release of Records:
A. The employee, upon written request, is entitled to obtain copies of any records
pertaining to their use of prohibited drugs or misuse of alcohol including any drug or
alcohol testing records. Employees also have the right to gain access to any pertinent
records such as equipment calibration records and records of laboratory certifications.
B. Any records pertaining to the administration of any drug and alcohol testing done by or
on behalf of Harnett County may be released to:
1. The Drug and Alcohol Program Manager and any other pertinent personnel on a
need to know basis.
2. A subsequent employer only upon receipt of a written request from the
employee.
3. The adjudicator in a grievance, lawsuit, or other proceeding initiated by or on
behalf of the tested individual arising from the results of the test. The records will
be released to the decision maker in the preceding.
4. The National Transportation Safety Board during an accident investigation.
5. A court of competent jurisdiction if the court determines that the drug or alcohol
test information is relevant to a criminal or civil action and the court issues an
order to the employer to release the information. The employer will release the
information to the decision maker in the proceeding with a binding stipulation that
it will only be released to parties of the proceeding.
6. The DOT or any DOT agency with regulatory authority over the employer or any
of its employees.
7. A Federal, state, or local safety agency with regulatory authority over Harnett
County or the employee.
Section VIII. Supervisor & Department Head Responsibilities
Every Supervisor and Department Head shall:
A. Consistently apply this policy to all employees under his or her supervision. A Supervisor
or Department Head who fails to apply this policy when he or she believes, or
reasonably should believe, that an employee under his or her supervision has committed
a violation, will be subject to disciplinary action as addressed in Article IX of the
Personnel Ordinance.
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B. Initiate the process for having an employee drug or alcohol tested if there is reasonable
suspicion that an employee under his or her supervision, when such employee is on
duty, has an illegal drug or alcohol in his or her system or is using any legal drug in a
manner other than it was intended.
C. Insure that employees he or she supervises are aware of the requirements and
consequences of this policy.
D. Follow the procedure established by the department director assuring that an employee
who is to be tested for alcohol or other drugs is transported to the designated test site,
and that those employees for whom there is reasonable suspicion of substance abuse or
who have had an alcohol test result of greater than 0.00 are transported home—either
by personal family/friends or by arranged transportation.
E. Receive 60 minutes of reasonable suspicion training on the physical, behavioral, and
performance indicator of probable drug use and 60 minutes of additional reasonable
suspicion training on the physical, behaviors, speech, and performance indicators of
probably alcohol misuse.
Section IX. Employee Responsibilities
Every employee shall:
A. Abide by this policy as a condition of employment.
B. Comply with all applicable laws regulating the manufacture, distribution, dispensing, use
or possession of illegal drugs, alcohol, or prescription drugs.
C. Assure that his or her ability to perform his or her job duties is not negatively affected
due to the use of drugs or alcohol when scheduled to report to work or when on “on call”
status. Should any employee be requested to report to work earlier than his or her
normal or previously assigned time, it is the employee’s responsibility to advise his or
her Supervisor or Department Head of an inability to perform his or her job duties or that
he or she has consumed alcohol within the last four (4) hours prior to reporting for duty.
If the employee had received prior notice that he or she might be called back into work,
the employee shall be considered AWOL if he or she is unable to report to duty.
D. Submit immediately to a drug or alcohol test when directed by his or her Supervisor or
Department Head.
E. Notify his or her Supervisor or Department Head if convicted of a violation of a criminal
drug statute and such violation occurred while the employee was on duty, within five
days after such conviction.
F. Notify his or her Supervisor or Department Head, if arrested off the job for Driving While
Impaired (DWI) or Driving under the Influence (DUI) or for the use, sale, or possession of
a controlled dangerous substance, within forty-eight (48) hours of the incident. The
Supervisor or Department Head shall investigate the incident and, if it is found to have a
direct relationship to the employee’s job duties and responsibilities, appropriate action
may be taken.
G. Undergo a minimum of 60 minutes of training on the signs and symptoms of drug use
including the effects and consequences of drug use on personal health, safety, and the
work environment. The training must also include manifestations and behavioral clues
that may indicate prohibited drug use.
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APPENDIX B: ARTICLE V FORMS
Personal Cell Phone Use Employee Reimbursement Form
A County employee who has not been assigned a cell phone and uses his or her personal cell
phone for County business may seek reimbursement from the County. To receive
reimbursement, the employee must complete this form and attach a copy of his her cell phone
call log that denotes all calls that related to County business.
Please print legibly, provide all the information requested below, and sign the bottom.
Employee name: _________________________________________________(___________)
Last First Middle (Maiden)
Social Security Number: __ __ __ -- __ __ -- __ __ __ __ Date of Birth: __ __ /__ __ / __ __
Street Address: ______________________________________________________________
Street City State Zip
Phone: (__ __ __) __ __ __ -__ __ __ __ Alternate Phone: (__ __ __) __ __ __ - __ __ __ __
By signing below, you acknowledge that all the information contained on this form, and any
information found in attachments to this form, is a true and correct representation and you are
not, nor will you ever, provide the County with false information.
____________________________________________________________________________
Employee Signature Date
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APPENDIX C: ARTICLE VI FORMS
Leave Without Pay Form
In accordance with Article VI, Section 6 of the Harnett County Personnel Ordinance, I, as an
employee of Harnett County, hereby request that my employment status be changed to a Leave
Without Pay status for the period of ____________ through ____________. I understand that if
my request is approved I will cease to accrue any form of leave, but may continue to be eligible
for benefits under the County’s group insurance plan.
I have been advised and understand that I must return to work once my Leave Without Pay
period has ended and I am entitled to return to the same position I held at the time leave was
granted or to one of like classification, seniority, and pay. I understand that if I fail to return to
work at the allotted time my employment with the County will be immediately terminated.
________________________________ ___________________________
Employee Signature Dept. Head/Supervisor Signature
________________________________ ___________________________
Date Date
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APPENDIX C: ARTICLE VI FORMS
Application to Receive Shared Leave
Instructions: Please complete the information below and submit to the Human Resources
Department. Also, attach a Family and Medical Leave Certification from your physician
documenting the need for leave and the period of absence.
Employee Name
______________________________________________________________________
Department
__________________________________________________________________________
Annual Leave Balance ____________________________ As of Date: ____________________
Sick Leave Balance _______________________________ As of Date: ___________________
TOTAL NUMBER OF LEAVE HOURS REQUESTED _________________________________
(Maximum of 480 hours of Shared Leave per Calendar Year)
Employee Statement:
"This is to request participation in the County of Harnett's Shared Leave Program. I and/or a
member of my immediate family have a medical condition as specified in the attached
physician's statement that is resulting in my absence from work. This is not an elective surgery, I
am not receiving Worker's Compensation benefits nor do I plan to seek subrogation from a third
party for the leave time. All of my Sick Leave and Annual Leave has been exhausted and I am
requesting donated Shared Leave hours as specified above."
____ I authorize the Human Resources Department to release information indicating that I or a
member of my immediate family have a serious medical condition which would otherwise be
confidential personnel record information and that I desire Shared Leave donations.
____ I do not authorize the Human Resources Department to release my name or medical
information indicating that I have a serious medical condition. I understand that although I may
be eligible for Shared Leave, by limiting the information that is released, willingness of my co-
workers to donate leave to a blind request may be reduced.
__________________________________________
Employee's Signature and Date
Department Head Comments:
____________________________________________________________________________
____________________________________________________________________________
__________________________________________
Department Head Signature and Date
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APPENDIX C: ARTICLE VI FORMS
Voluntary Shared Leave Donation Form
Instructions: Please complete the information below and submit to the Human Resources
Department.
Donor Information:
Employee Name_______________________________________________________________
Employee Department __________________________________________________________
Annual Leave Balance __________ Sick Leave Balance __________ As of Date ___________
NUMBER OF ANNUAL LEAVE HOURS TO BE DONATED ____________________________
(Donations must be in four (4) hour increments)
(You must have a balance of eighty (80) hours of combined leave after donation)
If the Employee requesting Shared Leave has approved release of his/her name and
condition, you may designate the employee to receive the leave if not you are donating
Annual Leave to an anonymous beneficiary.
Employee to Receive Shared Leave
Employee Name ______________________________________________________________
Department Name _____________________________________________________________
I meet all policy requirements for being a Shared Leave Donor and would like to donate the
stated hours of Annual Leave to the employee listed above. I understand that the leave I donate
will be transferred effective the beginning of the 1st pay period after receipt of this authorization
form. I understand that
once this donated Annual Leave is transferred to an eligible County employee, it will not be
returned to me under any circumstances and I give up any and all rights of ownership.
___________________________________________
Employee Signature and Date
Please submit this completed form through your supervisor to the department payroll
coordinator. They will forward to Human Resources on your behalf. Thank you.
HR Use Only:
Date received ______________________________________ Entered by _________________________
Hours transferred _______________Effective date for transfer of Annual Leave ____________________
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APPENDIX C: ARTICLE VI FORMS
Workers Compensation Leave Form and Employee Injury Report
Any full-time County employee absent from duty because of sickness or disability covered by
the North Carolina Workers Compensation Act (“NCWCA”) may receive workers’ compensation
benefits and will use their accumulated leave as a supplemental payment for the difference
between his regular salary and the payments received under the NCWCA.
To be eligible for any lost wage benefits under the NCWCA an employee must: (1) be injured
while in the service of their employer, (2) be written out of work by a licensed physician, and (3)
be out of work for an initial seven day period.
Once the initial seven day period has passed an employee will be eligible for lost wage benefits,
but must complete and submit the following form. Submission of this form will allow the
employee to begin receiving workers’ compensation checks to cover two-third (2/3) of his her
salary. The remaining 1/3 will be recouped by using the employee’s accrued leave until all the
employee’s leave is exhausted. This will result in an employee using one (1) entire day of leave
for every three (3) days an employee remains on workers’ compensation.
While on workers’ compensation leave an employee will continue to accrue all forms of leave as
addressed in Article IV of the Harnett County Personnel Ordinance. FMLA leave will run
concurrently with any employee’s workers’ compensation leave and will count against that
employee’s allotted 12 weeks of FMLA leave. Additional information on workers’ compensation
may be found in the Harnett County Personnel Ordinance at Article VI, Section 8.
Employee name: ____________________________________________________________
Last First Middle (Maiden)
Social Security Number: ____________________Date of Birth: ______________________
Street Address: _____________________________________________________________
Street City State Zip
Phone: _____________________ Alternate Phone: __________________
Department: ________________Title: __________________Supervisor: _______________
Accident Date: _____________Shift Start Time: ___________ Accident Time: __________
Reported Date: _____________ Reported Time: ___________
Person(s) Notified of Accident: _______________________________
Current Work Status: Out of Work (Last Day Worked: _________________)
Working With Restrictions (Restrictions: __________________)
Working Without Restrictions
Brief Description of Illness/Injury:
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Treatment Information: Treated at Lillington Family Medical Center
Treated at other facility (___________________________)
Taken to Hospital by Ambulance
By signing below, I acknowledge that all the information contained on this form is a true and
correct representation and I am not, nor will I ever, provide the County with false information.
____________________________________________________________________________
Employee Signature Date
______________________________________________________________________
Supervisor/Department Head Signature Date
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APPENDIX C: ARTICLE VI FORMS
Educational Leave Request Form
In accordance with Article VI, Section 12 of the Personnel Ordinance, Full-time, non-
probationary employees may be eligible for educational leave to take up to one five-hour
course, which shall not include travel time to attend the course. Probationary employees are not
entitled to educational leave unless as a condition of their employment, the employee is
required to take a course during their probationary period.
An employee must complete and submit this form to their immediate Supervisor or Department
Head prior to registering for the course.
Please print legibly, provide all the information requested below, and sign.
Employee name:
____________________________________________________________
Last/First/Middle
Street Address:
____________________________________________________________City/State/Zip
Phone: (__ __ __) __ __ __ -__ __ __ __
Alternate Phone: (__ __ __) __ __ __ -__ __ __ __
Department: ____________________ Title: ________________________
Course Title: __________________________________ Credit Hours: ___
Dates of Course: __ __/__ __/__ __ thru __ __/__ __/__ __
Degree Being Pursued: _________________________
Institution Name & Address:
____________________________________________________________
Name
Street/City/State/Zip
Brief statement describing why the course and degree is required for the position, preferred for
the position or how it will substantially enhance your ability to perform your job, or how it is
related to your current or future job duties and responsibilities. (attach additional
documentation/statement if needed)
____________________________________________________________
____________________________________________________________
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____________________________________________________________
By signing below, I certify that this course is not being offered at any time outside my work
hours and I acknowledge that all the information contained on this form is a true and correct
representation and I am not, nor will I ever, provide the County with false information.
____________________________________________________________Employee Signature
Date
*Please attach supporting document, including a printout of the course description and
course schedule.
For Department Head Use:
Please provide a brief recommendation as to whether the above employee should be granted
educational leave.
____________________________________________________________
____________________________________________________________
____________________________________________________________
Department Head Signature Date
Approved Denied
____________________________________________________________County Manager
Signature Date
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APPENDIX C: ARTICLE VI FORMS
FMLA Leave Request Form
In accordance with the FMLA, Harnett County seeks to provide a working environment that: (1)
facilitates the development of children and the family unit, (2) prevents County employees from having
to choose between job security and parenting, (3) allows adequate job security for employees who
have serious health conditions that prevent them from working for temporary periods, and (4) balances
the demands of the County with the needs of the families.
Only eligible employees are allowed to take FMLA leave. An eligible employee is one who: (1) works
for the County, (2) has worked for the County for at least twelve months, (3) has at least 1,250 total
hours of service to the County during the twelve-month period immediately preceding the leave, and (4)
works at a location where the County has at least fifty employees within a seventy-five-mile radius.
Harnett County will hereby grant all eligible County employees a total of twelve (12) workweeks of job-
protected family and medical leave within a single twelve-month period for one or more of the following
qualified reasons: (1) birth & bonding leave, (2) adoption and bonding leave, (3) employee serious
health condition leave, (4) relative serious health condition leave, (5) military exigency leave, and (6)
military caregiver leave.
Along with the completion of this form, every form of FMLA leave mentioned above has its own
federally mandated form that must be completed and submitted before FMLA leave will be granted to
an employee. If an employee fails to complete the FMLA Leave Request Form and any other federally
mandated form their leave will be denied.
Further instructions, restrictions, and limitations on FMLA leave are addressed in Article VI, Section 12
of the Harnett County Personnel Ordinance. Failure to follow all other instructions, restrictions, and/or
limitations will result in an employee’s request to be denied.
Please print legibly, provide all the information requested below, and sign the bottom.
THIS FORM MUST BE RETURNED TO HR 3 DAYS FROM DATE OF REQUEST
Date of Request: __ __/__ __/__ __ Reason for Request: ____________________________
FMLA Leave Begin Date: __ __/__ __/__ __ FMLA Leave End Date: __ __/__ __/__ __
Type of FMLA Leave Requested: __ Birth & Bonding Leave __ Adoption & Bonding Leave
__ Employee/Relative Serious Health Condition Leave
__ Military Exigency Leave __ Military Caregiver Leave
Employee name: _________________________________________________(___________)
Last First Middle (Maiden)
Social Security Number: __ __ __ -- __ __ -- __ __ __ __ Date of Birth: __ __/__ __/__ __
Street Address:
___________________________________________________________________________________
City State Zip
Phone: (__ __ __) __ __ __ - __ __ __ __ Alternate Phone: (__ __ __) __ __ __ - __ __ __ __
Department: ____________________ Title: ____________________
Years of Service: ____
*********All Federal Mandated Forms Must Be Attached*********
109
____________________________________________________________________________________
Employee Signature Date
____________________________________________________________________________________
Department Head Signature Date
____________________________________________________________________________________
Human Resources Director Signature Date
110
APPENDIX D: ARTICLE VII FORMS
Direct Deposit Form
Harnett County employee’s paychecks will be automatically deposited at the financial institution of their choice. The advantages to
Direct Deposit include:
Automatic deposits are safer, the money is in the bank and you don't have the opportunity to lose it.
On payday you don't have to make arrangements to get the check to the bank (especially banks which are a distance from the
work location) or sign leave to take it yourself.
If you are on vacation, on a trip, out sick or on business out of town; you do not have to make arrangements to have someone
get your check for you.
Automatically deposited monies are in the bank payday morning.
Important Note:
ALL NEW OR CHANGED DIRECT DEPOSIT INFORMATION IS PRENOTED SO THAT ACCOUNT INFORMATION CAN BE
SENT TO AND VERIFIED BY YOUR BANK. YOU WILL RECEIVE A PAYCHECK THE MONTH YOU BEGIN OR CHANGE
YOUR NET PAY ELECTION!! YOUR NET PAY AND/OR DEDUCTION(S) WILL BE DIRECT DEPOSITED AFTER YOU HAVE
SUCCESSFULLY COMPLETED THE PRENOTE PROCESS.
Please print legibly and provide all information requested:
Name: Dept. Daytime Phone:
BOX 1 DIRECT DEPOSIT OF NET PAY
CHECKING New Change Cancel OR SAVINGS New Change Cancel
BANK NAME: _______________________________________________________________
Account Number: ____________________________________________________________
Bank Routing Number:_________________________________________________________
NOTE: When changing net pay, the old net pay direct deposit will automatically be cancelled.
BOX 2 DIRECT DEPOSIT DEDUCTION(S)
CHECKING New Change Cancel SAVINGS New Change Cancel
$ Amount Change Only $ Amount Change Only
BANK NAME: ____________________________ BANK NAME: ____________________________
Account Number: _________________________ Account Number: __________________________
Bank Routing Number: _____________________ Bank Routing Number: ______________________
Deduction Amount: $_______________________ Deduction Amount: $_______________________
NOTE: You may have up to one checking and one savings deduction. If you elect to change from
a savings deduction to a checking deduction, or vice versa, you must cancel the first one;
otherwise, the second one will prenote as a “New” deduction in addition to the other current
deduction.
ATTACH VOIDED CHECK OR LETER FROM THE BANK WITH ACCOUNT AND BANK ROUTING NUMBERS
Letter must be attached for Savings Account
(Bank Routing Number): (Account Number)
Signature Date
Example:
111
APPENDIX D: ARTICLE VII FORMS
Disciplinary Action Report
The following report should be completed by a Supervisor or Department Head, and shall not be
supplemented by the help of other non-advisory employees. This report will act as a written
notice of offense by an employee and will be considered a disciplinary action against an
employee as addressed and defined in the Harnett County Personnel Ordinance Disciplinary
Action Policy found in Article IX.
If the disciplinary action results in a full-time employee’s suspension, involuntary demotion,
dismissal, involuntary resignation, or termination, the employee may appeal the action in
accordance with the Grievance & Appeal Policy as addressed in Article X of the Harnett County
Personnel Ordinance.
Supervisor/Department Head: __________________________________________________
Last First Middle
Employee name: _____________________________________________________________
Last First Middle
Department: ____________________ Title: ____________________ Years of Service: ____
Type of Offense: __ Attendance Issues (Specify): ___________________________________
__Carelessness __ Insubordination __Failure to Follow Instructions
__ Unsatisfactory Work Quality __ Safety Violations
__ Violation of County Policies and/or Procedures
__ Working on Personal Matter on County Time
__ Other: _____________________________________________________
Previous & Current Warnings
Oral Warning Written Warning Date of Warning Warning Issued By:
1st Warning
2nd Warning
3rd Warning
Description of Offense (If the Harnett County Personnel Ordinance or dept. SOG’s has been
violated please list the violated portion):
________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
Plan for Improvement: ________________________________________________________
____________________________________________________________________________
____________________________________________________________________________
Disciplinary Action Taken: __ Oral Warning __Written Warning __Suspension __ Dismissal
__ Other: __________________________________________
Consequences Should Offense Occur Again: _____________________________________
____________________________________________________________________________
112
By signing this form, you confirm, acknowledge, and understand the information in this
disciplinary action report. You also confirm, acknowledge, and understand that you and your
Supervisor or Department Head have discussed the disciplinary action to be taken against you
and the reasons it is being taken. You also know that you are expected to improve based on the
plan for improvement provided and the consequences that will occur if you fail to improve or this
offense occurs again. Signing this form, however, does not necessarily indicate that you agree
with this disciplinary action, nor does it suspend any appeal rights you may have under the
Harnett County Personnel Ordinance.
____________________________________________________________________________
Employee Signature Date
____________________________________________________________________________
Supervisor/Department Head Signature Date
____________________________________________________________________________
Witness Signature (If employee refuses to sign) Date
____________________________________________________________________________
Human Resources Director Signature Date
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APPENDIX E: MISCELLANEOUS FORMS
Employee Information Form
The following information is necessary for employment and shall be retained by Harnett County
in an employee’s personnel file. Any necessary changes that may need to be made to the
information provided below should immediately be brought to the attention of a Supervisor,
Department Head, or the Human Resources Department.
Please print legibly and provide all information requested.
Employee name: _____________________________________________________________
Last First Middle
Social Security Number: __ __ __ - __ __ - __ __ __ __ Date of Birth: __ __/__ __/__ __
Highest Level of Education Completed: ___ High School or GED ____Year Earned
___ College _________Degree _____Year Earned
___ Graduate _________Degree _____Year Earned
Street Address: ______________________________________________________________
City State Zip
Mailing Address (If Different):___________________________________________________
City State Zip
Email Address: _________________________ Phone: (__ __ __) __ __ __ -- __ __ __ __
Alternate: (__ __ __) __ __ __ -- __ __ __ __
Emergency Contact Information:
Contact #1: __________________________________________________________________
Name Relationship Phone
Contact #2: __________________________________________________________________
Name Relationship Phone
Have you worked for Harnett County before? ___Yes ___No
If Yes, what year(s)? __________ Former Name (If Different):__________________
By signing below you acknowledge that all the information above is a true and correct
representation and you are not, nor will you ever, provide the County with false information.
____________________________________________________________________________
Employee Signature Date
114
APPENDIX E: MISCELLANEOUS FORMS
New Employee Policies Form
The following information is critical for all County employees to read and understand. As an employee of
Harnett County you are expected to review policies that govern the conditions of your employment
located in the Personnel Ordinance. This form is in no way the complete list of policies that governs an
employee’s service. Employee access to the complete Personnel Ordinance can be found at
www.harnett.org.
PLEASE INITIAL BY EACH TOPIC AND SIGN AT THE BOTTOM.
Probation/Performance Reviews Initial
A probationary period is a continuous period of 6
months (12 months for law enforcement officers) where an
employee is evaluated on job performance. Any
probationary employee may be dismissed at any time
without appeal rights.
A full-time employee serving a probationary period
following a promotion shall be demoted, in accordance with
Article III, Section 9 and Article IV, Sections 10 of the
Personnel Ordinance, if unable to satisfactorily perform the
newly assigned duties and responsibilities.
Before completion of the probationary period,
Supervisors or Department Heads must indicate in writing
to the County Manager the following: (1) That the
employee has been informed of his or her progress and
growth during the probationary period, including the
employee’s accomplishments, strengths, weaknesses, and
areas of improvement, (2) that the employee is or is not
performing satisfactory work, (3) whether the probationary
period should be extended, as long as an extension would
not cause the probation to go beyond a year, and (4)
whether the employee should be retained in the present
position or should be released, transferred, or demoted.
Employees subject to the North Carolina Human
Resources Act may not be on probation longer than nine
(9) months.
Attendance & Work Week Initial
Employees are hired with the understanding that they
are responsible for reporting to work on time for every
regularly scheduled workday and any additional instances
they may be needed by the County.
The established work week for Harnett County consists
of a seven-day period beginning on Sunday and ending on
Saturday. The normal work week for the County offices,
however, shall be Monday-Friday from 8:00 – 5:00.
All full-time County employees should be held to a
Monday-Friday work week consisting of five eight-hour
days (8:00 a.m. – 5:00 p.m.) with a one hour lunch break.
All part-time County employees may work any number
of hours between 8:00 and 5:00 as long as such
employees do not exceed 29 hours per week or 129 hours
per month.
All hours are subject to change depending on the needs
of the County.
Political Activity Restricted Initial
Each employee has a civic responsibility and duty to
support good government by every available means and in
every appropriate manner.
In accordance with the United States Constitution, the
North Carolina Constitution, and federal state, and local
laws, each County employee has the right to (1) join or
affiliate with civic organizations of a partisan or political
nature, (2) attend political meetings, (3) advocate and
support the principles or policies of civic or political
organizations, and (4) support partisan or non-partisan
candidates of their choice.
However, no employee, while on duty for the County,
may (1) engage in any political or partisan activity, (2) use
official authority or influence for the purpose of interfering
with the outcome of an election or nomination for political
office, (3) contribute County funds for political or partisan
purposes, (4) coerce or compel another employee of the
County to contribute funds for political or partisan
purposes, or (5) use any supplies or equipment of the
County for political or partisan purposes.
Any violation of this section shall subject such
employees to any disciplinary actions addressed in Article
IX of the Personnel Ordinance.
Outside Employment Initial
Outside employment may be restricted to prevent
interference with efficient County service.
Any employee desiring outside employment must make
a written request to the Department Head. The Department
Head will review the request for possible incompatibility
and conflict of interest. If the Department Head requests
that the employee terminate the outside employment, and
the employee refuses; the employee will be subject to
disciplinary actions as addressed in Article IX of the
Personnel Ordinance.
No employee will perform outside employment which is
inconsistent with a professional code of ethics or appears
to present a conflict of interest.
Employees will not be approved to perform outside
employment for any person in their supervisory chain.
Employees will not be approved to perform outside work
while in a Family Medical Leave status.
Any violation of this section shall subject such
employees to any disciplinary actions addressed in Article
IX of the Personnel Ordinance.
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Unlawful Harassment Initial
Harnett County promotes a work environment free of
unlawful workplace harassment and will not tolerate any
employee who fails to follow this policy. Therefore, unlawful
workplace harassment, in any of its many forms, is strictly
prohibited. This prohibition, and the Unlawful Harassment
Policy of Harnett County as explained below, applies to all
County employees regardless of rank or position with the
County.
Unlawful Workplace Harassment may be defined as
unwelcome or unsolicited speech or conduct based upon
race, color, gender, religion, national origin, age or disability
status that creates a hostile work environment or
circumstance.
Sexual harassment is a form of unlawful workplace
harassment. Sexual harassment includes, but is not limited
to, unwelcome statements or conduct based on a person’s
gender that creates a hostile working environment, such as
gender-based jokes or negative gender-based remarks. It
also may include sexual advances, requests for sexual
favors, propositions, inappropriate touching, and other verbal
or physical conduct of a sexual nature.
Any employee, who witnesses or is the subject of an
instance of unlawful workplace harassment, is encouraged to
report the situation and/or complaint without fear of
retaliation, orally or in writing, to his or her Supervisor or
Department Head or directly to Human Resource.
Any violation of this section shall subject such employees
to any disciplinary action addressed in Article IX of the
Personnel Ordinance, along with any penalties under law.
Emergency Operations Initial
In the event of natural or man-made disaster the County
Manager and the BOC reserves the right to close all County
offices, but still require County employees, essential and
non-essential, to report to work to assist with any necessary
emergency operations. However, those employees required
to work will be compensated.
Gifts & Favors Initial
No official or employee shall accept any gift, favor or thing
of value that may tend or could be perceived to influence that
employee in the discharge of their duties, or grant, in the
discharge of duties, any improper favor, service, or thing of
value.
Any violation of this section shall subject such employees
to any disciplinary actions addressed in Article IX of the
Personnel Ordinance.
COBRA Initial
Under the Consolidated Omnibus Budget Reconciliation
Act (COBRA) of 1985, Harnett County offers employees and
their eligible dependents the opportunity for temporary
extension of continuous insurance coverage in instances
where coverage under the plan would otherwise end. Eligible
employees have sixty days from the date of the notice to
elect COBRA coverage.
Tobacco Use Policy Initial
The use of tobacco products are prohibited in: (1) any
building owned, leased, or occupied by the County, (2) on
any grounds that are owned, leased or occupied by the
County, and (3) within fifty (50) feet of buildings owned,
leased or occupied by the County.
Equal Opportunity Initial
Harnett County does not discriminate in recruiting,
employment or the delivery of services/benefits with
regard to race, creed, color, national origin, religion,
political affiliation, gender, age, handicap or sexual
preference. Individual employees are expected to
maintain this philosophy throughout their tenure of
employment with the County.
Drug-Free Work Place Policy Initial
Harnett County seeks to provide a safe and secure
workplace and community free from the debilitating
effects of any drugs, alcohol, or other illegal substances.
The County also hopes to promote a high standard of
employee and community health and wellbeing.
Therefore, to take every reasonable effort to keep drugs,
alcohol, and other illegal substances out of the County
work force and community, and in accordance with the
Drug-Free Work Place Act of 1988, Harnett County has
established a Drug-Free Work Place Policy.
It is the policy of Harnett County that no employee
shall possess, use, or distribute illicit drugs, alcohol, or
other illegal substances on any property or facilities
used, owned, or occupied by the County or while
representing the County at any professional or social
function. If, however, a county employee recognizes that
a problem exists and initiates action to seek help, the
County will work with the employee to resolve the
situation.
Any violation of this section shall subject such
employees to any disciplinary action addressed in Article
IX of the Personnel Ordinance, along with lawful
penalties.
Approved Use of Computers Initial
The purpose of the Harnett County Internet Access
Policy is to set certain acceptable parameters for
employees who have internet access and to place such
employees on notice that misuse of the County internet
carries certain penalties.
It should be understood by all Harnett County
employees that all County computers and all data stored
in such machines are the property of Harnett County and
may be accessed, shared, stored, moved, and deleted at
any time.
It is the policy of Harnett County that all employees
who have internet access do not misuse such a privilege
and use such access for acceptable and legitimate
purposes. Therefore: (1) employees must act
responsibly when participating in discussion groups on
any public network; (2) employees will not download any
software or screen savers from the internet without prior
approval from the MIS Department, (3) employees will
not use Real Player, I-Tunes, Spotify, or any other online
music software while on Harnett County time; (4)
employees shall not abuse their internet privilege by
using this access to express his or her political views,
showcase his or her opinions on controversial issues, or
act in any other way that would tend to reflect negatively
on the County; (5) employees will not send or display any
obscene or disruptive messages, files, or images that
may contain explicit language, excessive violence,
nudity, or any other form of indecent content.
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Family Medical Leave Act Initial
The Family Medical Leave Act (FMLA) of 1993
provides an employee with a right to Leave Without
Pay (LWOP) for up to 12 weeks under specific
circumstances, but an employee must have worked
12 months and 1250 hours.
Leave under the FMLA may be based on
multiple qualified reasons including: (1) the birth or
adoption of a child, (2) the serious health condition
of themselves or another immediate family member,
(3) military exigency, or (4) to care for a injured
military service member or veteran.
A request for leave under the FMLA must be
submitted in accordance with the procedures
outlined in the Harnett County Personnel
Ordinance.
Harnett County uses the 12-month period
measured forward from the date the employee’s
first FMLA leave begins to assess employee
eligibility for FMLA leave.
FMLA leave runs concurrently with any accrued
forms of leave and with absences taken in
connection with worker’s comp claims.
Flexible Benefits Initial
Harnett County offers a flexible benefits
program, which includes medical and dental
insurance, life and dependent life insurance, vision
insurance, voluntary insurance options such as
disability and cancer, and flexible spending
accounts (FSAs) for employees who anticipate out-
of-pocket medical and/or dependent day care
expenses. The program is designed to allow eligible
employees the opportunity to choose benefit
coverage that best suits their needs. Benefit
premiums through payroll deduction can be made
with pre-tax dollars which provides significant tax
savings.
New employees are offered the opportunity to
enroll in health, dental, and life insurance during
new employee orientation and may enroll in the
voluntary and flex benefits during open enrollment.
During open enrollment, all employees have the
opportunity to review their benefits and make
changes as necessary. The open enrollment occurs
in May and new selections are effective the
following July 1.
In accordance with IRS regulations, changes
outside the open enrollment period are allowed only
when the employee experiences a qualifying life
event change. In these situations, an employee has
30 days from the life event change to notify Human
Resources. A qualifying life event has occurred if
the event falls into one of the following categories:
Change in legal marital status; change in number of
dependents, change in spouse’s or employee’s
employment status, a dependent satisfies (or
ceases to satisfy) eligibility requirements, a
judgment, decree, or order; or Medicare or
Medicaid eligibility. The election change must be
consistent with the status change and may result in
a premium change for you.
Promotional Opportunities Initial
All vacant positions are posted at www.harnett.org.
These announcements provide information about the
position such as: duties, salary, qualifications requirement,
and deadline for submission of applications.
All Harnett County employees are encouraged to apply
for any vacant position that they believe they are qualified.
There are no time restrictions on how long after initial
employment or promotion an employee must wait before
they may apply for other positions in the County.
Grievance Procedure Initial
In order to maintain a harmonious and cooperative
relationship between the County and its employees, it is the
policy of Harnett County to provide a just and fair procedure
for the presentation, consideration, and disposition of any
employee grievances. The County’s purpose is to
implement a grievance procedure that assures all full-time
permanent employees that their grievances will be
answered and decided fairly, quickly, and without
interference, coercion, restraint, discrimination, penalty, or
reprisal.
The grievance policy, therefore, provides grievance and
appeal procedures for all full-time permanent employees of
Harnett County who: (1) feel they have been discriminated
against because of age, sex, race, religion, color, national
origin, visible or nonvisible handicaps, or pregnancy, (2)
have been the subject of any disciplinary action executed
under the Disciplinary Action Policy addressed in Article IX,
or (3) have a genuine non-frivolous grievance with the
County, it’s employees, or any implementation of County
policy.
Uniform Policy Initial
If you are occupying a position that requires the wearing
of a Harnett County furnished uniform, the County will clean
and maintain the uniforms through a contract service.
However, employees are responsible for turning in soiled
uniforms and getting the equivalent quantity and type (shirts
and trousers) back from the vendor as that turned in.
Employees are responsible for inspecting all uniforms
cleaned by the vendor and if the vendor shorts or damages
assigned uniform, supervisors are to be notified
immediately.
Upon termination or a change to position that does not
require uniforms; employees must turn in all assigned
uniforms. Damages beyond normal fair wear and tear, as
determined by your supervisor, and shortages will be
charged to you at the cost of replacement items. If not paid
for beforehand, all shortages or damages will be collected
from the employee’s paycheck.
Pay Periods/Direct Deposit Initial
Employees are paid on the last working day of the month
and are required to directly deposit all paychecks from the
County to a federally recognized bank or credit union. This
direct deposit of an employee funds reduces the amount of
time the employee has to spend at the bank and is safer
than manual deposit.
To take full advantage of this program an employee
should complete the Harnett County Direct Deposit form,
however, employees will receive a paper check the first
month after enrolling or making a change in their direct
deposit preferences.
117
Sick Leave Initial
Sick leave shall be used and granted to County
employees for: (1) any absence that is approved as a
qualifying event under the Family and Medical Leave
Act (“FMLA”), (2) employee sickness or bodily injury,
(3) exposure to or infection with a contagious disease,
(4) required physical, dental, or mental examination or
treatment, (5) an illness or medical appointment of an
employee’s spouse, child, parent, or parent-in-law that
requires the presence of the employee, or (6) death in
the employee’s immediate family.
A Supervisor, Department Head, or County
Manager may require an employee to provide a
physician’s certificate concerning the nature of the
illness and the employee’s physical capacity to resume
duties for each occasion on which an employee uses
sick leave.
Charts found within the Harnett County Personnel
Ordinance describe the manner of accumulation for
sick leave in detail.
Years of service with other North Carolina
governmental agencies, North Carolina counties, and
the North Carolina State government, along with years
of service with other EMS or Sheriff/Police
Departments may be considered when calculating sick
leave accrual amounts provided that verification of that
accumulated sick leave is received from the previous
employer and that the employee was not reimbursed
for these days. Years of service, however, may only be
transferred from the employee’s last place of
employment.
Leave Without Pay Initial
Any full-time County employee may be granted
leave without pay for up to one (1) year by the
appropriate Supervisor, Department Head, or the
County Manager. Such leave may be used for reasons
of prolonged personal illness, prolonged illness of an
immediate family member, personal disability, after all
other forms of accrued leave have been exhausted,
educational needs, special work or ongoing classes, or
for other reasons deemed appropriate.
Shared Leave Policy Initial
The Harnett County Shared Leave Policy provides
an opportunity for County employees to assist one
another in times of need when an employee may have
to be absent from work for a prolonged period of time
resulting in loss of income due to a lack of accumulated
leave. This policy, therefore, allows any full-time
County employee to donate a specified number of
hours from their accrued leave to help another
employee who has exhausted all forms of his or her
accumulated leave. Employees may donate leave or
apply to receive leave in accordance with the
Personnel Ordinance.
Workers Compensation Leave Initial
Any full-time County employee absent from duty
because of sickness or disability covered by the North
Carolina Workers Compensation Act may receive
worker’s compensation benefits and elect to use their
accumulated leave as a supplemental payment for the
difference between his regular salary and the payments
received under the NCWCA.
Holidays Initial
The following days, and any others that the BOC may
designate, are considered holidays with pay for any full-
time County employees or Administrator working within
the confines of the established Harnett County
workweek. The amount to be paid to each employee for
every holiday is described in the Harnett County
Personnel Ordinance. Whatever day the holiday falls on
shall be observed as a paid holiday off by the County.
When, however, a holiday (other than Christmas Day)
falls on a weekend, Friday shall be the County’s
observed holiday.
Holiday Number of Days Off
New Year’s Day 1
Martin Luther King, Jr
Day
1
Good Friday 1
Memorial Day 1
Independence Day 1
Labor Day 1
Veterans Day 1
Thanksgiving 2
Christmas 3
Vacation Initial
Vacation leave may be used at any time by any
employee as earned with the approval of the appropriate
Supervisor, Department Head, or County Manager,
however, certain Supervisors, Department Heads, or
County employees, as designated by the County
Manager, must take at least five (5) consecutive
workdays of accrued vacation leave per calendar year.
Those employees under a probationary period may not
use their accumulated vacation time until the
probationary period is over unless special circumstances
exist and an exception is approved.
Charts found within the Harnett County Personnel
Ordinance describe the manner of accumulation of
vacation time in detail.
Years of service with other North Carolina
governmental agencies, North Carolina counties, and
the North Carolina State government, along with years
of service with other EMS or Sheriff/Police Departments
may be considered when calculating vacation leave
accrual amounts provided that verification of that
accumulated sick leave is received from the previous
employer and that the employee was not reimbursed for
these days. Years of service, however, may only be
transferred from the employee’s last place of
employment immediately prior to their employment with
the County.
Petty Leave Initial
All full-time County employees shall be allowed fourteen
(14) hours per year of petty leave with pay beginning
January 1 of each calendar year. These fourteen (14)
hours are over and above any other leave an employee
may accrue. Petty Leave, therefore, may be used in
conjunction with any other type of leave, but may only be
used in increments of fifteen (15) minutes up to a
maximum of three (3) hours at one time.
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Adverse Weather Policy Initial
Harnett County must ensure the delivery of services
to citizens and business even during times of adverse
weather. Considering the varied geographic locations
and diverse populous of this County, it is the intent of
this Adverse Weather Policy to establish a uniform
Countywide plan regarding how operations will be
affected during times of adverse weather and to
establish guidelines for accounting for time and for
releasing non-essential personnel from work when: (1)
adverse weather prohibits or adversely impacts the
ability of non-essential personnel to report to work or to
remain at work, or (2) adverse weather necessitates
the suspension of non-essential operations.
This policy will not go into effect until the County
Manager has determined that normal operations at all
Harnett County facilities is jeopardized by the existence
of adverse weather that may put lives or property in
danger.
Essential personnel are those employees who are
required to work during adverse weather. Essential
personnel are required to report to or remain at work
during any adverse weather conditions. They are to
continue to perform their job duties and responsibilities
during the adverse weather to the best of their abilities.
If an essential employee refuses to report to work,
remain at work, or be carried to work by County
transportation once this policy has been activated the
employee will not be granted administrative leave and
will be charged absent. Essential employees are not
allowed to take a day off at such future time to
compensate for working during an emergency. Any
compensation received by such employees for working
during an emergency is governed by the Emergency
Operations Compensation policy found in the
Personnel Ordinance.
Non-essential personnel are those employees who
may be approved for administrative leave during
adverse weather. Once this policy has been activated
administrative leave for nonessential personnel may be
granted in the discretion of the County Manager to
administratively excuse all non-essential personnel.
Administrative Leave will be granted to employees in
the amount of hours the employee is scheduled to
work, not to exceed 10 hours. Entitlement to
administrative leave depends on the non-essential
employee’s status at the time of the announcement,
when the adverse weather develops, and how it affects
County operations.
Workers Compensation Leave Initial
Any full-time County employee absent from duty
because of sickness or disability covered by the North
Carolina Workers Compensation Act (“NCWCA”) may
receive worker’s compensation benefits and elect to use
their accumulated leave as a supplemental payment for
the difference between his regular salary and the
payments received under the NCWCA.
Military Leave Initial
Any full-time County employee who is a member of
the Armed Forces, Reserves, National Guard, or other
uninformed services will be allowed 96 hours annually
(127.68 hours annually for EMS and Sherriff Department
employees) to be used for any military training that an
employee may be mandated to undergo.
If compensation provided such an employee by the
United States while on military leave is less than the
normal salary such an employee would have earned
working his or her typical work schedule, the employee
shall receive partial compensation from the County
equal to the difference in the two amounts. Every effort
will be made by the County to maintain the employee’s
normal salary during such an employee’s period of
military leave.
If a County employee’s military duty is required
beyond the allotted 96 or 127.68 hours, the employee
shall be allowed to recoup the loss wages through the
use of his or her accumulated leave. If the employee,
however, does not have any accumulated leave or his or
her accumulated leave runs out, the employee shall be
in a leave without pay status.
Regardless of other portions of this policy and the
employees pay status, while taking military leave an
employee’s leave credits and other benefits shall
continue to accrue as normal and any time spent in
military leave will not run concurrently with FMLA leave.
Civil Leave Initial
When any full-time County employee is called for jury
duty or as a court witness for the federal or state
governments or a subdivision thereof, they shall receive
leave with pay from the County, along with any
payments or travel allowances received for such civic
duties, without need to use any of their accumulated
leave.
While on civil leave, all benefits and forms of leave
shall continue to accrue as normal.
119
All the information stated above is critical for all County employees to read and understand. As an
employee of Harnett County you are expected to review policies that govern the conditions of your
employment located in the Personnel Ordinance. This form is in no way the complete list of policies that
governs an employee’s service with the County. Employee access to the complete Harnett County
Personnel Ordinance, which includes policies governing all County employees, can be found at
www.harnett.org. By signing below you acknowledge that you have read and agree to abide by the
policies and conditions of employment found on this form and any found within the Harnett County
Personnel Ordinance.
___________________________________________________ _____________________
Employee Signature Date
Volunteer Leave Initial
Harnett County seeks to foster a workforce that cares
for the surrounding community and offers support to
those individuals throughout the County that may need
support. With this in mind the County allows all full-time
County employees one and one-half (1 ½) hours of
administrative leave each week to perform volunteer
work at any Harnett County school, any school in which
an employee has a child, or any Harnett County non-
profit organization.
This leave may be used in conjunction with an
employee’s lunch break or any other form of accrued
leave an employee may have, but will not accumulate
and shall not be carried over from week to week.
To utilize this form of a leave an employee must
receive advanced approval (at least 48 hours) from his
or her Supervisor, Department Head, or the County
Manager. Once such volunteer leave has been utilized,
an employee must provide his or her Supervisor or
Department Head with some form of evidence or
documentation that the volunteer service was actually
completed.
Parent Involvement Leave Initial
Harnett County believes that parent involvement is an
essential component of school success and positive
student outcomes. Therefore, Harnett County shall grant
four (4) hours per year of leave to any full-time County
employee who is a parent, guardian, or person standing
in loco parentis of a school-aged child so that the
employee may attend or otherwise be involved at that
child’s school.
This leave may be used in conjunction with any other
form of accrued leave an employee may have, but may
not accumulate and shall not be carried over from year
to year.
To utilize this form of a leave an employee must
receive advanced approval (at least 48 hours) from his
or her Supervisor, Department Head, or the County
Manager.
Once such leave has been utilized, a Supervisor,
Department Head, or County Manager may require
some form of documentation for the employee’s school
involvement.
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APPENDIX E: MISCELLANEOUS FORMS
Comprehensive Information Release Form
In connection with my application for employment (included contracted for services), I
understand that civil, criminal, medical, or driving reports which may contain public record
information, may be requested or made on me including consumer credit reports, criminal
records, driving records, education records, prior employer verifications, workers’ compensation
claims, and any other reports, records, or information the County may require. Further, I
understand that the County, as my employer, will be requesting information from various
federal, state, and local agencies regarding my past activities, and that if any information given
to the County contradicts what is found in those records my employment may be terminated.
With this understanding, I hereby authorize without reservation, any party, agency, department,
supervisory employee, or administrator of Harnett County to make such requests, view the
above described information, and determine whether my employment with the County will be
continued. I further authorize an ongoing procurement of the above mentioned reports by the
County at any time during my employment and understand that based on the information found
within such reports my employment may be immediately terminated.
I understand I have the right to make a request of the Consumer Reporting Agency, upon
proper identification and the payment of any authorized fees, for any information that the agency
may have on me at the time of my request.
Please print legibly, provide all the information requested below, and sign the bottom.
Employee name: _________________________________________________(___________)
Last First Middle (Maiden)
Social Security Number: __ __ __ -- __ __ -- __ __ __ __ Date of Birth: __ __/__ __/__ __
Race: ______________ Gender: _______________
Driver’s License Number: __ __ __ __ __ __ __ __ Driver’s License State: ______________
Professional License Number (If Any): _______________ Professional License State: ___
Street Address: ______________________________________________________________
City State Zip
Years at Residence: __________
Previous Address (If Any):_____________________________________________________
City State Zip
Years at Previous Residence: __________
Phone: (__ __ __) __ __ __ - __ __ __ __ Alternate Phone: (__ __ __) __ __ __ - __ __ __ __
Other or Former Names (If Any):_________________________________________________
By signing below, you acknowledge that all the information above is a true and correct
representation and you are not, nor will you ever, provide the County with false information.
____________________________________________________________________________
Employee Signature Date