The URL can be used to link to this page

101915a Agenda PackageHARNETT COUNTY BOARD OF COMMISSIONERS County Administration Building 102 East Front Street Lillington, North Carolina Regular Meeting October 19, 2015 7:00pm 1. Call to order -Chairman Jim Burgin 2. Pledge of Allegiance and Invocation -Commissioner Abe Elmore 3. Consider additions and deletions to the published agenda 4. Consent Agenda A . Minutes B . Budget Amendments C . Resolutions to add roads to state system D . Harnett County Emergency Services, on behalf of Angier & Black River Fire Department, requests permission to spend $42 ,496.41 from their current year budget to purchase a new Self-Contained Air Compressor. E. Harnett County Cooperative Extension requests permission to accept an anonymous donation from the NC Agricultural Foundation in the amount of$4,019 for the support of the Parents As Teachers Program. F. Harnett County Tax Department requests approval to bar off the system a total of $1 I 1 ,842.1 0 of outstanding property taxes from 2005 year, including all taxes and other costs . G . Harnett County Senior Staff Attorney requests approval of the Moore County Water Capacity Purchase Settlement Agreement and Release. H . Harnett County General Services requests approval of the revised Harnett Area Transit System 's Safety System Program Plan (SSPP). The plan provides a framework for the implementation of transit system safety policies, the achievement of related goals and objectives, and to satisfy both federal and state requirements mandated by the Federal Transit Administration Moving Ahead for Progress in the 21 st Century (MAP -21) program. I. Harnett County Sheriffs Office requests to award Dean Nelson Hewitt his Glock Model 22 40cal service weapon (Serial # BVW821) upon his retirement in November 2015 . J. Resolution of the County ofHamett Approving an Amendment to an Installment Financing Contract K. Approval of revised Harnett County Personnel Ordinance effective January 1, 2016 5. Period of up to 30 minutes for informal comments allowing 3 minutes for each presentation 6. Appointments Page I 101915 HC BOC Page 1 7. Public Hearing -Proposed Text Amendments -Primitive Campground, Mark Locklear, Planning Services Director Proposed Text Amendments: Harnett County Unified Development Ordinance -Article V (Use Regulations) Section 7.3.4 (Recreational Vehicle Park) -Article V (Use Regulations) Section 1.2 (Tables of Use Types & Regulations) -Article XIV (Definitions & Certifications) Section 2.2 (General Definitions) 8. Public Hearing -FY 17 Community Transportation Program Application (HARTS)- transportation needs and the proposed 5311 Community Transportation Program application, 5310 and ROAP funding to be submitted to the North Carolina Department of Transportation, Public Transportation Division (NCDOT/PTD). Following the public hearing, Harnett County General Services requests approval of application to apply for FY 17 funding which requires matching funds in the amount of$46,045. General Services also requests approval of a resolution to apply, enter an agreement with NCDOT and provide necessary assurances and required match. 9. County Manager's Report -Joseph Jeffries, County Manager -Public Health Activities Summary-September 2015 -Veteran Affairs Activities Reporting-September 2015 -Harnett County Planning Services Report -September 2015 -Good Hope Hospital, Inc. balance sheet as of September 3 0, 2015 -Interdepartmental budget amendments 10. New Business 11 . Closed Session 12. Adjourn Page2 101915 HC BOC Page 2 Agenda Item '4 • A HARNETT COUNTY BOARD OF COMMISSIONERS Minutes of Regular Meeting October 5, 2015 The Harnett County Board of Commissioners met in regular session on Monday, October 5, 2015, in the Commissioners Meeting Room, County Administration Building, 102 East Front Street, Lillington, North Carolina. Members present: Staff present: Jim Burgin, Chairman Gordon Springle, Vice Chairman Abe Elmore, Commissioner Barbara McKoy, Commissioner Joe Miller, Commissioner Paula Stewart, Deputy County Manager Dwight Snow, County Attorney Kimberly Honeycutt, Finance Officer Margaret Regina Wheeler, Clerk Chairman Burgin called the meeting to order at 9:00 am. Vice Chairman Springle led the pledge of allegiance and invocation. Deputy County Manager Paula Stewart recognized and thanked Sheriff Larry Rollins, Emergency Services Director Gary Pope, Fire Marshal Jimmy Riddle and Coats Grove Fire Chief Jay Smith for their search and rescue efforts for 88 year old resident Lloyd Hall. Mrs. Stewart said it was a very impressive operation. Sheriff Rollins and Mr. Pope said over 400 people, representing 40 different agencies, helped with the rescue efforts. Chairman Burgin called for additions and deletions to the published agenda. Commissioner Miller moved to approve the agenda as presented. Vice Chairman Springle seconded the motion which passed unanimously. Vice Chairman Springle moved to approve the following items listed on the consent agenda. Commissioner Elmore seconded the motion which passed unanimously. 1. Minutes: September 21 , 2015 Regular Meeting 2. Budget Amendments: 87 Planning Code 110-7200-465.33-45 Contracted Services 1 10-7200-465.22-00 FICA 12,024 increase 1,024 decrease 11,000 increas e 1 10-0000-322.72-03 Angier Planning October 5, 2015 Regular Meeting Minutes Harnett County Board of Commissioners Page 1 or 6 101915 HC BOC Page 3 79 Health Code 110-7600-441.32-26 Incentives 110-7600-441.33-50 Contracted Services 110-7600-441.41-11 Telephone & Postage 110-7600-441.43-16 Maintenance & Repair 110-7600-441.54-26 Advertising 110-7600-441.55-12 Printing 110-7600-441.58-01 Training 110-0000-399.00-00 Fund Balance Appropriated 88 School Project CP 1502 Fund 309 QSCB Roofing Project Code 309-8300-480.32-94 South Harnett Elementary 309-8300-480.32-66 Harnett Central Middle 309-8300-480.45-80 Contingency 309-0000-314.50-00 Sales Tax 89 Education Department Code 11 0-8600-480.31-I4 Central Carolina CC -Current Expense II0-0000-399.00-00 Fund Balance Appropriated 92 Emergency Medical Services 1,636 increase 152,640 increase 3,115 increase 2,800 increase 1,958 increase 4,505 increase 4, 720 increase 1 71 ,3 7 4 increase 22,686 increase 1 ,416 increase 20,000 decrease 4,1 02 increase 85,000 increase 85,000 increase Code 110-5400-420.35-73 ASPR/SMAT (Wake Med) 3,500 increase 1I0-0000-353.54-04 Contributions -ASPR/SMAT (Wake Med) 3,500 increase 93 Planning Code 110-7200-465.30-33 Problem Properties I1 0-8800-492.32-16 Contingency 94 Social Services Code 110-77I0-441.89-20 Central Electric Donation 110-7710-441.89-30 Fuel Fund Donation 110-7710-441.89-40 General Agency Donation II 0-77I 0-44I.89-50 Elderly Assistance Donation 110-7710-441 .89-60 Foster Care Donation 110-7710-441.89-70 Christmas Cheer II0-77I0-441.88-15 Special Needs Adoptions 11 0-7710-441.80-90 Crisis Intervention 1I 0-0000-399.00-00 Fund Balance Appropriated 110-0000-330.77-01 Social Services Administration II 0-0000-353.06-00 Donations -Social Services 95 Social Services Code 11 0-7700-441.36-I3 Adult Care Home Training II0-0000-353.77-03 Adult Home Care Training 20,000 increase 20,000 decrease 2,673 increase 2I 7 increase 3 I4 increase 4,945 increase 262 increase 322 increase I8,649 increase 7, 721 increase 26, I44 increase 7, 721 increase 1,238 increase 600 increase 600 increase October 5, 2015 Regular Meeting Minutes Harnett County Board of Commissioners Page 2 or 6 101915 HC BOC Page 4 3. Tax refunds, rebates and releases (Attachment 1) 4. Harnett County Emergency Services requested approval to receive awarded funds for the FY15 ASPR SMA T III Grant administered through the WakeMed Health and Hospitals CAPRAC in the amount of$3,500.00. The funds will be used to purchase supplies for our SMAT III Team trailer and will help increase the readiness of our SMAT III Team. The grant will be a reimbursable grant with no county matching funds required. 5. Harnett County General Services, Harnett Regional Jetport, requested approval of the FY16 Transportation Improvement Program (TIP) list of potential projects developed by Airport administration and Talbert & Bright, Inc., in collaboration with DOA. The projects are prioritized 1 -23 based upon the needs of the airport, compliance with NCDOT/Division of Aviation 's (DOA) General Aviation Airport Development Plan and NCDOT's Strategic Transportation Investment (STI) guidelines. There is no required funding match at this time. 6. Harnett County Health Director requested approval ofthe Clinical Patient Fees, Eligibility and Bad-Debt Write-Off Policy amendments. The policy was updated according to the recommendation of the Administrative Audit. The Board of Health at their regular meeting on September 17, 2015 approved the Clinical Patient Fees, Eligibility and Bad-Debt Write-Off Policy amendments. 7. Harnett County Health Director requested approval ofwrite-offs in the amount of $4,624.72. All appropriate attempts have been made to collect these past due bills. The Board of Health at their regular meeting on September 17, 2015 approved the write-offs. All attempts have been made to collect these past due bills. 8. Harnett County Health Director requested approval to establish and increase the following fees: New Procedure fee to be established: CPT CODE DESCRIPTION PROPOSED CHARGE 96127 Brief, emotional/behavioral assessment $10.00 (new) 86382 Rabies Titer $75.00 (new) 90696 Quadracel $60.00 (new) INCREASE (Pertussis Vaccine-Acellular and Diphtheria and Tetanus Toxoids (Adsorbed) Combined with Inactivated Poliovirus Types 1, 2 and 3 (MRC-5 Cell)) Manufacturer increased prices on the following immunizations: CPT CODE DESCRIPTION PROPOSED CHARGE 90681 ROTRARIX $110.00 (previous $105.00) 90675 Rabies Vaccine $300.00 (previous $245.00) The Board of Health at their regular meeting on September 17 , 2015 approved the establishment and increase of these fees . October 5, 2015 Regular Meeting Minutes Harnett County Board of Commissioners Page 3 or 6 101915 HC BOC Page 5 9. Harnett County Sheriffs Office requested approval and funding to add two additional uniformed patrol deputies , pay grade 66 , pay range of$34,933-$44,041 depending on qualifications and experience of applicants; and two additional Investigators (one criminal and one narcotics), pay grade 69, pay range of$39,636-$47,563 depending on qualifications and experience of applicants. These positions will require additional funding for patrol vehicles, uniforms and equipment. 10. Administration requested approval ofthe Asset Transfer Agreement between Flatwoods Community Fire Department, Inc., and the County of Harnett. 11. Administration requested approval ofResolution To Convey Certain Real Property to the Harnett County Board of Education. (Attachment 2) Chairman Burgin opened the floor for informal comments by the public, allowing up to 3 minutes for each presentation up to 30 minutes. No one spoke. Commissioner Miller moved to approve the appointments listed below. Vice Chairman Springle seconded the motion which passed unanimously. HARNETT COUNTY PLANNING BOARD Kathy Wood (nominated by Commissioner Miller) was reappointed to serve on this board as a regular member for a term of 3 years expiring December 31, 2018. Jason Lemons (nominated by Commissioner Elmore) was appointed to serve on this board as an at-large alternate for a term of3 years expiring October 31,2018. RESEARCH TRIANGLE REGIONAL PARTNERSHIP George Womble and Abe Elmore (nominated by Commissioner Miller) were appointed to serve on this board. JUVENILE CRIME PREVENTION COUNCIL The following individuals were appointed to serve on the council for a term of two years in the following listed positions : Angie Wood Frankie Powers Aaron Meredith Leslie Morris Marsha Woodall Mary Spell Wendy Butcher Cathy Ryals Shavonda Guyton Kimberly Whitted Barbara McKoy School Superintendent or designee Lillington Chief of Police Sheriff or Designee District Attorney or designee Chief Court Counselor or Designee Director, AMHIDD/SA or designee Director of DSS or Designee County Manager or Designee Substance Abuse Professional Reverend Campbell University County Commissioner October 5, 2015 Regular Meeting Minutes Harnett County Board of Commissioners Page 4 or 6 101915 HC BOC Page 6 Holly Groh Resson 0. Faircloth Jim Burgin A vis Watkins-Smith David Hodges Carl Davis Miranda Pearson Pam Little Alice Price Letitia Maynard Shirley White McNeill Juvenile Defense Attorney Chief District Court Judge or Designee Member of the Business Community Health Director or designee United Way or other nonprofit organization Representative of Parks and Recreation Dept (1) Commissioner Appointee (2) Commissioner Appointee (3) Commissioner Appointee (5) Commissioner Appointee (6) Commissioner Appointee Mrs. Stewart reminded the group of Harnett County Veteran Services upcoming open house at their new location. Mrs. Stewart thanked Facilities and Engineering staff for their work on the renovation. She reminded everyone of the Economic Development golf tournament later in the week. Mrs. Stewart also said planning is going well for the Wings Over Harnett event scheduled for October 17,2015. Regarding the Highland School Road, Mrs. Stewart said we would need to go back to NCDOT with a conceptual design if we plan to complete the road which will cost over $600,000. Mrs. Stewart said they have already had it engineered but do not have approval from NCDOT yet. Commissioner Miller said the incomplete portion is less than 2000 feet but he believes completion of the road would eliminate a lot of problems. Emergency Services Director Gary Pope said there is a big public safety concern if they don 't complete the road. Discussions continued. It was the consensus of the Board to meet with NCDOT to discuss this project along with other public safety issues including Commissioner McKoy's concern regarding a daycare center entrance off ofHwy 401. Commissioners and Emergency Services staff talked about private dirt roads throughout the county that are in such bad shape emergency service vehicles are unable to travel them to reach citizens. Chairman Burgin called for any new business. Chairman Burgin said he recently attended a NCACC Board meeting where he had an opportunity to talk to NCHHS Secretary Rick Brajer. Chairman Burgin said Secretary Brajer is aware of the issues with NC FAST and application back logs that counties face and is really concerned about the state meeting the 95% requirement. He said he has invited Secretary Brajer to visit Harnett County. Mrs. Stewart noted Harnett County DSS staff recently met with General Assembly staff. She said our cases were down to 2,900 at the end of September. Chairman Burgin also reported that the State Health Coordinating Council is meeting later this week and will be considering approval of the linear accelerator and the cardiac catheter with stints. He said if approved it would be put in to the state health plan and "they" could actually make application. Chairman Burgin also announced that Dan Weatherly has resigned from Harnett Health and wished him luck and success. October 5, 2015 Regular Meeting Minutes Harnett County Board of Commissioners Page 5 or 6 101915 HC BOC Page 7 Commissioner McKoy moved that the Board go into closed session to consult with the County's legal staff in order to preserve the attorney-client privilege concerning the handling of certain claims and litigation including the following case: "Dollie Griggs, as Administrator of the Estate of Christian Griggs, Plaintiff vs William Pat Chisenhall and Katie Griggs, Defendants" Harnett County File No.: 15 CVS 779. This motion is made pursuant to N.C. General Statutes Section 143-318.11 (a)(3). Commissioner Elmore seconded the motion which passed unanimously. Commissioner Elmore moved that the Board come out of closed. Vice Chairman Springle seconded the motion which passed unanimously. Commissioner Elmore moved to adjourn the meeting at I 0:09 am. Commissioner Miller seconded the motion which passed unanimously. Jim Burgin, Chairman Margaret Regina Wheeler, Clerk October 5, 2015 Regular Meeting Minutes Harnett County Board of Commissioners Page 6 or 6 101915 HC BOC Page 8 ATTACHMENT 1 -·----....... ApprovecS by tt.e Hameti r.orm1y Board c.rf Comml~~lonets Date : 1 0/05/2015 TO : HARNETI COUNTY BOARD OF COMMISSIONERS RE : CONSIDERATION OF REFUND FOR TAXES , INTEREST AND PENALTIES FOR ALL MUNICIPALITIES Agenda Item l.f •C I No. NameofTax · Payer Bill# Tax, Interest · and Penalties ' Total Refund Reason ALLEN , JAMES D ALLEN , JUDY T 2 DAVIS , HOWARD MARTHA, DAVIS S. KEITH FAULKNER 0000000673-2014-2014·000000 0001707280-2015-2015-000000 Revenue Administrator CC : S. KEITH FAULKNER City 0 .00 County 21 .00 City 0.00 County 70.00 City Total County Total Total to be Refunded VALUE OF 1985 FORD TRUCK DOUBLE LISTED;LISTED ON ABSTRACT#1387254, 21.00 ADDED TO THIS ABSTRACT BY MISTAKE. REBATED VALUE OF TRUCK PER KFITW/ST- SWMH DEMOLISHED 70 _00 IN 2014-RELEASE 1 SWFEE 0 .00 91 .00 91 .00 101915 HC BOC Page 9 ATTACHMENT 2 ~~~nnNeH [ . =~~--........:' N_O_R_T_H-CA_R_O_L_I_N_A ______________________________ www_.-ha-rn-ett-.o-rg- RESOLUTION OF THE HARNETT COUNTY BOARD OF COMMISSIONERS TO CONVEY CERTAIN REAL PROPERTY TO THE HARNETT COUNTY BOARD OF EDUCATION WHEREAS, the County of Harnett, North Carolina (the "County") is a valid existing political subdivision of the State ofNorth Carolina, existing as such under and by virtue of the Constitution, statutes and laws of the State ofNorth Carolina; and WHEREAS, the County is the owner of certain real property located off N.C. Highway 87 in the Barbecue Township area of Harnett County known as the Western Harnett Industrial Park; and WHEREAS , the Harnett County Board of Education ("Education Board ") has expressed a need to the Harnett County Board of Commissioners ("County Board") for the Education Board's procurement of real property suitable for the location, construction and operation of an elementary school in the general location of the Western Harnett Industrial Park site; that representatives of the Education Board have examined the lots located in the Western Harnett Industrial Park and have found Lots 5, 6, 7, 8, 9, 10, and 11 to be appropriate for its school site need; and WHEREAS, in response to the Education Board's request, the County Board has determined that it would be in the best interest of the County in providing real property for the location of public education facilities to its citizens to convey the above described real property lots to the Education Board to be used for public education purposes at no purchase cost to the Education Board; that said conveyance of real property by the County to the Education Board is properly allowed by N.C. General Statutes§ 160A-274. NOW, THEREFORE, BE IT RESOLVED BY THE HARNETT COUNTY BOARD OF COMMISSIONERS AS FOLLOWS: I. The County Board does hereby approve the conveyance by General Warranty Deed by the County as Grantor to the Harnett County Board of Education as Grantee, Lots 5, 6, 7, 8, 9, I 0, and 11 of the Western Harnett Industrial Park as shown on that map recorded in Map Book 2009, Pages 504-508, Harnett County Registry, together with an ingress, egress and utility easement as it extends from N.C. Highway 87 and the public right of way of Olive Farm Drive (SR 2433) to the subject lots. Such conveyance shall be subject to general utility easements, Restrictive Covenants and rights of way of record. 2. The above described real property shall be conveyed to the Harnett County Board of Education for a purchase price of zero. 3. The County Board Chairman is hereby authorized to execute the necessary documents to effectuate this real property conveyance. Duly adopted this the 5th day of October, 2015. strong roots • new growth 101915 HC BOC Page 10 STATE OF NORTH CAROLINA ) ) ss: COUNTY OF HARNETT ) I, MARGARET REGINA WHEELER, Clerk to the Board of Commissioners ofthe County of Harnett, North Carolina, DO HEREBY CERTIFY that the foregoing is a true and exact copy of a resolution entitled "RESOLUTION OF THE HARNETT COUNTY BOARD OF COMMISSIONERS TO CONVEY CERTAIN REAL PROPERTY TO THE HARNETT COUNTY BOARD OF EDUCATION" adopted by the Board of Commissioners of the County of Harnett, North Carolina at a meeting held on the Sib day of October, 2015. WITNESS my hand and the corporate seal of the County ofHarnett, North Carolina, this the 5th day of October, 2015. 101915 HC BOC Page 11 Agenda Item Lf • 8 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016; Section 1. To amend the General Fund, Health Department, the appropriations are to be changed as follows: EXPENDITURE CODE NUMBER 110-7600-441.11-00 110-7600-441.21-00 110-7600-441.21-05 110-7600-441.22-00 110-7600-441.23-00 110-7600-441.25-10 110-7600-441.26-08 110-7600-441.58-14 110-7 600-441.60-3 3 110-7600-441.60-46 REVENUE CODE NUMBER 110-0000-331.76-~~ EXPLANATION: Ac;ry ~~ Department Head (date) AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Salary $ 6,700.00 Group Insurance $ 1,044.00 Employee Clinic $ 52.00 Fica $ 508.00 Retirement $ 478 .00 Unemployment $ 66.00 Workers Comp $ 152.00 Travel I $ 200.00 Materials & Supplies $ 8,300.00 Medical Supplies $ 2,500.00 AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE 613 Ebola Preparedness and Response $ 20,000.00 Budget Amendment to Budget funds received from the state for the Ebola Preparedness and Response. Section 2 . Copies of this budget amendment shall be furnished to the Clerk of the Board, and to the Budget Officer and the Finance Officer for their direction. Adopted this Margaret Regina Wheeler, Clerk to the Board day of ,2015 Jim Burgin, Chairman Harnett County Board of Commissioners 101915 HC BOC Page 12 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016: Section l.To amend the Wings Over Harnett budget, the appropriations are to be changed as follows: EXPENDITURE AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE 212-6500-406.54-26 Advertising 125 212-6500-406.60-33 Materials & Supplies 450 REVENUE AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE 212-0000-322.65-01 Airport/Wings Over Harnett 575 EXPLANATION: Increase revenues and expenditure lines to fund the Wings over Harnett event. APPROVALS: ~~~ / "C/7r-- 0epartment Head (date) AMOUNT DECREASE AMOUNT DECREASE Section 2. Copies of this budget amendment shall be furnished to the Clerk to the Bo ard, and to the Budget Officer and the Finance Officer for their direction. Adopted this, ______ day of ______ ,~ ______ _ Margaret Regina Wheeler Clerk to the Board Jim Burgin, Chairman Harnett County Board of Commissioner 101915 HC BOC Page 13 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by lhe Governing Boord of fhe Counfy of Hornell. North Carolina. lhof lhe following omendmenl be mode lo lhe annual budgel ordinance for fhe fisca l year ending June 30.2016: Section 1. To amend the School Project CP1502 Fund 309 QSCB Roofing Project. the appropriations are to be changed as follows: EXPENDITURE CODE NUMBER 309-8300-480-32-06 309-8300-480-36-10 309-8300-480-36-1 I 309-8300-480-32-93 309-8300-480-32-91 309-8300-480-32-45 309-8300-480-32-23 309-8300-480-32-94 309-8300-480-60-33 REVENUE CODE NUMBER 309-0000-314-50-00 309-0000-361-10-00 Explanation: APPROVALS : AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Star Academy $3,715 Harnett Primary $3.805 Highland Elementary $12.039 Overhills Middle School $24.497 North Harnett Primary School $56.738 Dunn Middle School $49.774 Anderson Creek $16.384 South Harnett $71.804 Materials& Supplies $83.270 AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Soles Tax $20.766 Interest $124 To reduce budgets to actual and budget additional LED Lights. bathroom fixtures and replacement of water heaters. ~ <j0p~_./o-o,l(l te)( O l ~ County Manager (dote) Section 2. Copies of this budget amendment shall be furnished to the Clerk to the Boord. and to th e Budget Officer a nd the Finance Officer for then direction. Adopted __________________________________ __ Margaret Regina Wheeler Clerk fa the Boord Jim Burgin. Chairman Harnett County Boord of Comm \0\b 101915 HC BOC Page 14 BUDGET ORDINAN C E AMENDMENT BE IT ORDAINED by the Governing Boord of the County of Hornell. North Corolino. that the following amendment be mode to the annual budget ordinance for the fiscal yeor ending June 30 . 2016: Section 1. To amend the General Fund. JCPC Programs. the appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-5899-420.32-82 Return of Unspent Grant Fund s $3 .2 12 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 11 0-0000-399.00-00 Fund Balance Appropriated $3 .212 EXPLANATION : To budget the return of unspent grant funds for JCPC Admin ($485 .15). 4H Teen Court ($667), Healthy Choices ($459), and Psychological Services ($1600) for FY 2014-2015. APPROVALS : Dept Head (dole) 9/9uf4.. to-a:rr County Manager (dote) Section 2. Copies of this budget amendment shall be furnished to the Clerk to the Boord. and to the Budget Officer and the Fi nance Officer for their direction. Adopted __________________________________ __ Margaret Regina Wheeler. Jim Burgin , Chairman Cl erk to the Boord Hornell County Boord of Commissioners 101915 HC BOC Page 15 North Carolina Department of Public Safety Pat McCrory, Governor Frank L. Perry, Secretary MEMORANDUM To: Harn ett County Finance Officer From: Ron Ti ll man S ubject : Final Accounting Refund Due Date: October 6, 20 15 Division of Adult Co rrection and Juvenile Justice W. David Guice, Commissioner Refund No tification #: 543-00008 Based on the FY 2014-15 Final Accounting computations of the expenditures submitted with your signature, the following refund is due: '· Sponsoring Agency Program Name Amount Due Harnett County Government 4-H Teen Court and At-Risk Youth Development $667.00 Harnett County JCPC Administration $485.15 Eleventh Judicial District ReEntry, Inc. Healthy C hoice s $459.00 Eleventh Judicial District ReEntry, Inc. Psychological Services $1,600.00 A total refund of$3,211.15 is now due. Please follow carefully the instructions below regarding the submission of refunds: Please remit all refund checks to: Refund is due not late r than 11 /20 /2015 Please send a copy of the refund check(s) to the Area Office: I f you have questions , p lease call : cc: Program Manager MA ILI NG ADDRESS: MSC 4212 Raleigh, NC 27699-4212 Telephone: (919) 733 -3388 NC Department of Public Safety Attn: Accounts Recei vable 4220 Mail Service Cen ter Raleigh, NC 27699-4220 Central Area Office 4212 Mail Servic e Center Raleigh, NC 27699-4212 (9 19) 733-3388 www.n c d ps.gov An Equal Opportunity/Affirmative Action Employer OFFICE LOCATION: 30 I 0 Hammond Business Pla ce Raleigh, NC 2 7603 101915 HC BOC Page 16 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina , that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016; Section 1. To amend the General Fund, Health Department, the appropriations are to be changed as follows: EXPENDITURE CODE NUMBER 110-7600-441.33-50 110-7 600-441.60-4 7 REVENUE CODE NUMBER 110-0000-345.1 0-12 EXPLANATION: APPROVALS: ~G 9tfhwJ}fl Department Head (date) AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Contracts $ 52 ,142.00 Food & Provisions $ 1,000.00 AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Medicaid Cost Settlement $ 53,142.00 Budget amendment to budget a check that was received from Medicaid for the 10% that was earned in 2011. This is going to be budgeted for scanning patie nt charts and also in order to be able to buy fruit baskets for Doctors in order to get referals for home health. Section 2. Copies of this budget amendment shall be furnished to the Clerk of the Board , and to the Budget Officer and the Finance Officer for their direction . Adopted this Margaret Regina Wheeler, Clerk to the Board day of ,2015 Jim Burgin , Chairman Harnett County Board of Commissioners 101915 HC BOC Page 17 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30 , 2016; Section 1. To amend the General Fund, Health Department, t he appropriations are to be changed as follows: EXPENDITURE CODE NUMBER 110-7600-441.55-12 110-7600-441.60-46 110-7600-441.60-46 REVENUE CODE NUMBER 110-0000-334.76 -12 110-0000-331 .76-12 EXPLANATION : Department Head (date) AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Printing $ 500.00 Medical Supplies $ 1,500.00 Medical Supplies $ 2,652 .00 AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE STD Prevention $ 2,000.00 Family Planning $ 2,652 .00 Budget Amendment to budget additional funds received from the state for STD Prevention in order to purchase brochures and condoms. State cut funding in the Family Planning Program . lO{l/L5 Sect ion 2 . Copie s of this budget amendment sha ll be furnished to the Clerk of the Board , and to the Budget Officer and the Finance Officer for their direction. Adopted this Margaret Reg ina Wheeler, Clerk to the Board day of ,2015 Jim Burg in, Chairman Harnett County Board of Commissioners 101915 HC BOC Page 18 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina , that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30 , 2016 : Se ction 1. To amend the PU150142 MGD Water Plant Expansion Cap ital Proje ct, Department of Public Utilities, the appropriations are to be changed as follows : EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 545 -9100 -431 -45-42 Temple Grading $6084.00 545-9100-431 -45 -80 Contingency $6084.00 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION : Temple Grading and Construction final increasing change order. Adopted this day of Margaret Regina Wheeler, Clerk to the Board 12015 . ed to the Clerk to the Board, and to the Jim Burgin , Chairman Harnett County Board of Commissi oners Ol b . 101915 HC BOC Page 19 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30 , 2016; Section 1. To amen d the Ge neral Fund , Health Department, the appropriations are to be changed as follows : EXPENDITURE CODE NUMBER 110-7 600-441.60-33 REVENUE CODE NUMBER 11 0-0000-331 .76 .18 EXPLANATION: AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Materials & Supplies $ 298.00 AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Summer Food Service Program $ 298 .00 Budget Amendme nt t o budget fund s received from th e state for the Summer Food Service Program. APPROVALS : ~~ oftk!k:rJ}f Section 2. Copies of this budget amendment shall be furnished to the Clerk of the Bo ard, and to the Budget Officer and the Fin ance Officer for their direction. Adopted this Margaret Regina Wheeler, Clerk to the Board day of ,2015 Jim Burgin , Chairman Harnett County Board of Commissioners 101915 HC BOC Page 20 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the follow ing amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016: Section 1. To amend the General Fund, Cooperative Extension Adolescent Parenting Program, the appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPION OF CODE INCREASE DECREASE 110-7310-465 .33-45 Contracted Services 4019 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-0000-353 -73 -10 Contribution & Donation (Ag Foundation) 4019 EXPLANATION: To increase the Parents as Teachers Contracted Services line item to include a contribution made by the Agricultural Foundation of NC State University to continue programming and services. 1Q/,c:2v/ /P ·I3-~ /olty~a~~e) Section 2. Copies ofthis budget amendment shall be furnished to the Clerk to the Board, and to the Budget Officer and the Finance Officer for their direction . Adopted this Margaret Regina Wheeler Clerk to the Board day of Jim Burgin , Chairman Harnett County Board of Commissioners t l Db 101915 HC BOC Page 21 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30 , 2016: Section 1. To amend the Emergency Services and Emergency Medical Departments, the appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-5300-420.36-14 Emergency Services-Specialty Teams $10,000 110-5400-420.11-00 Emergency Medical -Salaries & Wages $91 ,590 110-5400-420.21-00 Group Insurance $14,346 110-5400-420.21-05 Employee Clinic $600 110-5400-420.22-00 FICA Tax Expense $7 ,007 110-5400-420.23-00 Retirement $6,475 110-5400-420.23-01 Supplemental Retirement $1 ,832 110-5400-420.25-10 Unemployment $916 110-5400-420.26-08 Worker's Compensation $6,649 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-0000-399.00-00 Fund Balance Appropriated $139,415 EXPLANATION: To increase Fund Balance Appropriated ~o budget funds to Fire Chiefs Association for Specialty Teams (Dive, Search, Confined Space and Trench) that wa s omitted from the original budget and to appropriate funds for three paramedic and one logistics position that was approved by the Board on September 8 2015 and will become effective January 1, 2016 . APPROVAlS : Department Head (date) Section 2. Copie s of this budget amendment shall be furnished to the Clerk to the Board, and to the Budget Officer and the Finance Officer for their direction. Adopted this Margaret Regina Wheeler Clerk to the Board day of Jim Burgin , Cha irman Harn ett County Board of Commissioners \ \l b 101915 HC BOC Page 22 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016: Section 1 . To amend the General Fund, Sheriff's Department, the appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-5100-420-11-00 Salaries & Wages 114,082 110-5100-420-21-00 Group Insurance Expense 19,296 110-5100-420-21-05 Insurance Expense-Emp loyee Clinic 800 110-5100-420-22-00 FICA Tax Expense 8 ,727 110-5100-420-23-02 LEO Ret i rement 8,305 110-5100-420-23-05 LEO Supplemental Retirement 5,704 110-5100-420-25-10 Unemployment Benefits 1,141 110-5100-420-26-08 Worker's Compensation 7,487 110-5100-420-74-74 Capital Outlay 94,000 110-5100-420-60-36 Uniforms 8,000 110-5100-420-60-29 Weapons 8,000 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-0000-399-00-00 Fund Balance Appropriated 275,542 EXPLANATION : To fund the addition of two Deputies (hire date 10/16/15) and two Investigators (hire date 11/16/15) approved by the Board of Commissioner during the October 5t h 2015 meeting. APPROVALS : \'\\m tO~ I))<'\ \ 0 /q /1 5 Department Head!date) ocer (dat 1 ~~~ 15 Section 2. Copies of this budget amendment shall be furn1shed to the Clerk to the Board, and to the Budget Officer and the Finance Officer for their direction. Adopted this day of , 2015. Margaret Regina Wheeler, Inter im Clerk to the Board Jim Bu rgin, Chairman Harnett County Board of Comm iss i oners \ I ']_b 101915 HC BOC Page 23 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina , that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30 , 2016: Section 1. To amend the Public Utilities Fund , appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 531-9000-431.11-00 Salaries & Wages $27,355 531-9000-431.11 -11 Car Allowance $960 531-9000-431.30-22 Indirect Cost $28,315 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION : To adjust t he budge t to ac count for direct charge of engineering ex pen ses through pay r oll rather than through indirect co st . APPROVALS : Department Head (date) Section 2 . Copie s of this budget amendment shall be furnished to the Clerk to the Board , and to the Budget Officer and the Finance Officer for their direction. Adopted this Margaret Regina Wheele r Clerk to the Boa r d day of Jim Burgin, Chairman Harnett County Board of Commissio ners \13 b 101915 HC BOC Page 24 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016 : Section 1. To amend the Engineering Department, appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-4180.410.11-00 Salaries & Wages $21,753 110-4180.410.11-11 Car Allowance $80 110-4180.410.11-14 Longevity $218 110-4180.410.21-00 Group Insurance $1,475 110-4180.410.21-05 Employee Clinic $60 110-4180 .410.22-00 FICA $1,687 110-4180.410.23-00 Retirement $1,559 110-4180.410.23-01 Supplemental Ret irement $435 110-4180.410.25-10 Unemployment $218 110-4180.410.26-08 Worker's Compensation $830 110-4180-410.30-22 Indirect Cost $28 ,315 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION: To clear the funds budgeted for the Engineering Department. The only expense associated with this department is for salary and fringes and these costs will be charged directly through payroll. APPROVALS: Department Head (date} Section 2. Copies of this budget amendment shall be furnished to the Clerk to the Board, and to the Budget Officer and the Finance Officer for their direction. Adopted this Margaret Regina Wheeler Clerk to the Board day of Jim Burgin, Chairman Harnett County Board of Comm issioners 101915 HC BOC Page 25 BUDGET ORDINANC E AMENDMENT BE IT ORDAIN ED by I he Govern1ng Boord of lhe County of Hornell. North Carolina . that the following amendment be mode to lhe annual budget ord1nonce for the fiscal year ending June 30 . 2016: Section 1. To amend the School Project CP1502 Fund 309 QSCB Roofing Project , the appropriations are to be changed as follows : EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 309-8300-480-32-06 Star Aca demy_ 309-8300-480-36-10 Harnett Primary $1.5 50 309-8300-480-36-11 HiQhlond Elementary 309-8300-480-32-93 Overhills Middle School 309-8300-480-32-91 North Harnett Primary School $14.836 309-8300-480-32-45 Dunn Mid dle School 309-8300-480-36-08 Harnett Central HiQh $2.262 309-8300-480-32-94 South Harnett $10.830 309-8300-480-60-33 Materials& Supplies $237.645 REVENUE AMOUNT AMOUNT CODE NUMBER DE SCRIPTION OF CODE INCREASE DECREASE 309-0000-314-50-00 So les Tax $210.801 309-0000-361-10-00 Interest $466 Explanation: To reduce budgets to actual and budget additional LED lights. bathroom fixtures and replacement of water heaters. APPROVALS : PC~a~in~~:rJ L~ Account•ng Specio llsl County Manager (date) Section 2. Copies of this budget amendment shall be furnished to th e Clerk to the Board. and to the Budget Officer a nd the Finance Officer for their direction . Adopted __________________________________ __ Margaret Regina Wheeler Clerk to the Board Jim Burgin. Chairman Harnett County Board of Comm 101915 HC BOC Page 26 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2015: Section 1. To amend the General Fund, Cooperative Extension, the appropriations are to be changed as follows : EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-7326.465.11-00 Economic & Physical Dev. I Salaries & Wages 11,545 110-7326-465.21-05 Group Insurance Expense I Employee Clinic 300 110-7326-465.23-00 Economic & Physical Dev. I Regular Retirement 2,270 110-7326-465.23-01 Regular Retirement I Supplemental Retirement 642 110-7326-465 .58-01 Operating I Training & Meetings 500 110-7326-465.58-14 Operating I Travel Admin 1,200 110-7326-465.60-33 Operating-Suppl ies I Materials & Supplies 1,512 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-0000.331.73-26 l!seReA'Iie & 12R~;siGiill Olilu t SiillaFiQ~ & llllages 11,545 ~U. '\1) tht, \t)O ' EXPLANATION: Decrease of 11,545 in order to meet the total contract amount for the Race to the Top grant. Also, a movement of funds in order to meet program goals and to efficiently equip staff to meet the needs of educators in Harnett County, this is a request for funds to be decreased from Group Insurance Expen se I Employee Clinic, Economic & Physical Dev . I Regular Retirement, and Regular Retirement I Supplemental Retirement. These funds will be utilized to meet program goals through Tra ining & Meetings, Travel, and Materials & Supp lies. 07/-(~o -;~·lj-- fou~ty Manager (date) Section 2 . Copies of this budget amendment shall be furnished to the Clerk to the Board, and to the Budget Officer and the Finance Officer for their direction. Adopted this Margaret Reg ina Wheeler Clerk to the Board day of Joe Miller, Chairman Harnett County Board of Commissione r s 101915 HC BOC Page 27 Agenda Item L/ ·C Harnett ''~""" C 0 U N T Y NORTH CAROLINA RESOLUTION BE IT RESOLVED that the Harnett County Board of Commissioners does hereby, by proper execution of this document, request that the North Carolina Department of Transportation add to the State's Secondary Road System the below listed street. Gatewest Subdivision Gatewest Drive Remington Hill Drive Mossburg Court Duly adopted this 19th day of October, 2015. ATTEST : Margaret Regina Wheeler Clerk to the Board strong roots • new growth HARNETT COUNTY BOARD OF COMMISSIONERS Jim Burgin, Chairman www.harnett.org 101915 HC BOC Page 28 S TATE OF NORT H CAROL IN A DEPARTMENT OF TRANSPORTATION P AT M C CRORY GOVER.'IOR Division Six -District Two Harnett County Mrs . Gina Wheeler October 1, 2015 Harnett County Board of Commissioners Post Office Box 759 Lillington, North Carolina 27546 Subject: Secondary Road Addition Dear Mrs . Wheeler: NIC HO LA S J. T ENN YSON SECRETARY This is reference to a petition submitted to this office requesting street(s) in Harnett County be placed on the State's Secondary Road System . Please be advised that these street(s) have been investigated and our findings are that the below listed street(s) are eligible for addition to the State System . Gatewest Subdivision • Gatewest Drive • Remington Hill Drive • Mossburg Court It is our recommendation that the above named street(s) be placed on the State's Secondary Road System . If you and your Board concur in our re commendation , please submit a resolution to this office . Sincerely , LJ~~ David Plummer Engineering Technician P .O . B ox 11 50 , Fayett ev i ll e, N .C . 2 8302 Voice: 9 10.486.149 6 Fax : 910.437.2529 101915 HC BOC Page 29 1. 1 2 1 1 2 5 co ,_ . 24 7 7 . -: 5 1 \ " E 24 9 8 .0 7 ~ 0 r I E 24 7 8 11 2 5 206 4 \ .6 7 101915 HC BOC Page 30 Harnett -""-"'"-''"'· C 0 U N T Y "--'---"C.:.....---' N 0 R T H C A R 0 LI N A RESOLUTION BE IT RESOLVED that the Harnett County Board of Commissioners does hereby , by proper execution of this document, request that the North Carolina Department ofTransportation add to the State's Secondary Road System the below listed street. Bennett Place Subdivision Natures Way Beaver Creek Drive Duly adopted this 191h day of October, 2015. ATTEST: Margaret Regina Wheeler Clerk to the Board strong roots • new growth HARNETT COUNTY BOARD OF COMMISSIONERS Jim Burgin, Chairman www.harnett.org 101915 HC BOC Page 31 STATE OF NORTH CAROLINA DEPARTMENT OF TRANSPORTATION P AT M CC RORY GOVERNOR Division Six -District Two Harnett County Mrs. Gina Wheeler October 2 , 2015 Harnett County Board of Commissioners Post Office Box 759 Lillington, North Carolina 27546 Subject: Secondary Road Addition Dear Mrs. Wheeler: NICHOLAS J . T ENN YSON SECRETARY This is reference to a petition submitted to this office requesting street(s) in Harnett County be placed on the State 's Secondary Road System. Please be advised that these street(s) have been investigated and our findings are that the below listed street(s) are eligible for addition to the State System. Bennett Place Subdivision • Natures Way • Beaver Creek Drive It is our recommendation that the above named street(s) be placed on the State's Secondary Road System. If you and your Board concur in our recommendation , please submit a resolution to this office . Sincerely , b-JPA- David Plummer Engineering Technician P .O. Box 11 50 , Faye ttevill e, 1 .C. 2 8302 Voice: 910.486.1496 Fax : 910.437.2529 101915 HC BOC Page 32 w ~ r---3 • ~ ~ Vl § ~ 3 ~ .,, ~ § '• ,• ,, .. , § ,~ ~ , .. \ .. \ r-·· .. ~ , .. /\Y § ··----· --~---····-·: ,. ........ J. j ·' . r·-···-· ~- ' ,. ..... : 101915 HC BOC Page 33 Board Meeting Agenda Item Agenda Item L/ • 0 MEETING DATE: October 19,2015 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: Angier & Black River Fire Department request to spend funds over $20,000 REQUESTED BY: Gary Pope, Emergency Services Director REQUEST: Angier & Black River Fire Department, Inc is requesting to spend $42,496.41 from their current year budget to purchase a new Self-Contained Air Compressor. The department's current compressor is aging and has to be serviced every 15 hours of run time, costing the department over $2,000 yearly to service. Angier & Black River feels that the County's tax dollars would be spent more wisely by replacing the aging machine versus constantly paying to service/repair the old one. Again, all funds would come from the department's approved, current year budget. FINANCE OFFICER'S RECOMMENDATION: tar - COUNTY MANAGER'S RECOMMENDATION: U:\FM\BOC\Angier Air Compressor\10-12-15 Ang ie r Compressor Agend a .d ocx I of I Page 101915 HC BOC Page 34 ~ngitr & ~lack l\ibtr .:firt Jlepartmtnt, Jnt. 309 .N. 91uuuL St. Ea.,t 9>.(9. 9Joa, 389 flngWt,, .Ne 27 501 Frankie Beasley 309 North Broad Street East P.O. Box 389 Angier, NC 27501 October 09, 2015 (919) 639-6234 !}aa; (919) 639-5915 Harnett County Board of Commissioners Jim Burgin, Chairman Gordon Springle Vice-Chairman Joe Miller, Commissioner Barbara McKoy Commissioner Abe Elmore Commissioner Re: Exceeding 20,000 dollar limit not listed in the budget to replace aging vehicle Dear Board of Commissioners: The Angier Fire Department is experiencing a problem with a Self-Contained Air Compressor that we use for filling bottles for firefighting and Rescue Diving, currently with every fifteen hours of run time we have to have the compressor serviced at a cost of 535 dollars. This servicing has gone from once a year to three to four time a year, increasing the annual cost to go from 535 dollars to over 2000 dollars a year. With the cost of repairs due to age and servicing cost, the Angier Fire Department feels that tax dollars would be spent more wisely by replacing the compressor with a modem state of the art compressor that will meet the need s of the fire department. The Angier Fire Department is requesting, from the Commissioners , the approval to purchase a new compressor to replace the existing compressor at a cost of 42,496.41 dollars The funds for the purchase would come from within the current budget , usi n g funds that have been set aside in Capital for building improvements, without causing any hardship on the tax payers. Thank you for yo ur time and concern for the citizens of Harnett County. 1:::::1::.~~ Fire Chief 101915 HC BOC Page 35 Board Meeting Agenda Item Agenda Item L/ -E MEETING DATE: October 19, 2015 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: Request Permission to accept funds for PAT Program REQUESTED BY: Tyrone fisher, County Extension Director REQUEST: The North Carolina Cooperative Extension , Harnett County Center, request permission to accept an anonymous don at ion from the NC Agricultural Foundation in the amount of $4,019 for the support of the Parents As Teachers Program FINANCE OFFICER'S RECOMMENDATION: 0 COUNTY MANAGER'S RECOMMENDATION: C:\Users\swilliams\De s ktop\County forms\agendaform20 15 .doc I of I Page 101915 HC BOC Page 36 Board Meeting Agenda Item Agenda Item L/ .. ,. MEETING DATE: October 19, 2015 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: Barring off taxes for 2005 that can no longer be forcibly collected. REQU E STED BY: Keith Faulkner, Tax Administrator REQUEST: This request is to allow the Tax Department to bar off the system all outstanding property taxes that are over 10 years old that can no longer be legally collected through forced collection procedures. This would refer specifically to the taxes for the 2005 year. Note that approximately 76% of these taxes are on DMV while the other 24% is on real and personal property, other than DMV. Much ofthe delinquency on DMV is due to such things as the owner passing away, moving out of state, or being in the military. Much ofthe delinquency on real and personal property is due to banckruptcy, heir property, and unknown owner property. Note that we are continuing our efforts to collect delinquent taxes by wage garnishment, bank attachment, sheriffs executions, other County certifications, foreclosure, and debt set-off. The total amount outstanding for the 2005 year to be barred off, including all taxes and other cost, is $111,842.10. Please note that this amOtmt is less than the previous year's write offs . FINANCE OFFICER'S RECOMMENDATION: COUNTY MANAGER'S RECOMMENDATION: C:\Users\gwhee ler\AppData\Locai\Microsoll\Windo ws\Temporary Inte rn et F il es\Content.Outl ook\98RKKOE5\agendare quest0c tober 1920 15 .doc I of I Page 101915 HC BOC Page 37 ALL 2005 TAXES THAT ARE BEYOND 10 YEARS THAT CAN'T BE FORCIBLY COLLECTED AS OF OCTOBER 2, 2015 TAX YEAR : 2005 REAL & PERSONAL COUNTY 20831.59 58176.10 CITY 1952.06 5811 .75 SPECIAL DISTRICTS 1961.03 6046.87 ADV . 1185.00 0 COST 448.69 12711.32 RECYCLE 1012.50 0 TAGS 1705.19 TOTAL 27390 .87 84451.23 GRAND TOTAL 111842.10 101915 HC BOC Page 38 Agenda Item .., -{;. Board Meeting Agenda Item MEETIN G DATE : October 19,2015 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: Moore County Water Capacity Purchase Settlement Agreement REQUESTED BY: MonicaL. Jackson, Senior County Staff Attorney REQUEST: Approval of the Moore County Wate r Capacity Purchase Settlement Agreement and Release FINANCE OFFICER'S RECOMMENDATION: COUNTY MANAGER'S RECOMMENDATION: S:\BOC age nda form.doc Page I of I 101915 HC BOC Page 39 STATE OF NORTH CAROLINA COUNTY OF MOORE SETTLEMENT AGREEMENT AND RELEASE THIS SETTLEMENT AGREEMENT AND RELEASE (hereinafter the "Agreement") is entered into this __ll day of , 2015, by and between th e County o f Moore, a political subdivision of the State of North Carolina ("Moore"), and the County of Harnett, a political subdivision ofthe State ofNorth Carolina ("Harnett"). WHEREAS , Moore and Harnett entered into an agreement on September 17, 2013 (the "Original Agreement"), which was for the purposes of: I) the allocation and acquisition o f water capacity of 3 MGD in the upgraded Harnett County Regional Water Treatment Facility, Harnett County pumping facilities, and Harnett County water transmission facilities; 2) the purchase of potable water from Harnett County by Moore County; and 3) the costs to be paid by Moo re County tor the purchase of water treatment and transmission capacity from Harnett County; and WHEREAS, the parties had a disagreement regarding when the applicable aggregate bulk rate should take effect. Moore contends that the effective date of the aggregate bulk rate should be September 17 , 2013 which is the effective date of the Original Agreement. Harnett contends that the effective date of the aggregate bulk rate s hould be upon final completion of the Project. (The term Project shall have the same meaning in thi s Settlement Agreement and Release as defined and referenced in the Original Agreement); and WHEREAS, Pursuant to Section VII. Cost of Water Treatment Capacity, s ubsection a) 1-4, Moore agreed to pay $3,500,000.00, throughout the construction of the Project, in four equal installment payments of $875,000.00. M oo re paid the first installment payment in the amount of $875,000.00 to Harnett on May 18 , 2015 leaving a balance of $2,625,000.00 under Section VII. a) 2- 4;and 101915 HC BOC Page 40 WHEREAS, in lieu of litigation or arbitration, Moore and Harnett have engaged in productive settlement negotiations and desire to compromise and settle all issues related to the Contract. NOW, THEREFORE, for good and valuab le consideration, Moore and Harnett covenant and agree as follows: I. That the effective date ofthe appl icati on of the aggregate bulk rate, wh ich is currently $2.05, shal l take effect retroactively to May 18 , 2015 which is when Moore paid to Harnett the first installment payment, pursuant to Section VII. aO of the Original Agreement, in the amount of $875 ,000.00; and 2. In consideration of Harnett retroactively applying the applicable aggregate bulk rate to May 18 , 2015, Moore will prepay $2,625,000.00, which is the remainder of the $3,500,000.00 that was to be paid during the construction of Harnett's upgrading, expanding, and enlarging of its water supply and transmission system; and 3. In consideration of Moore prepaying the remainder of funds that would have been paid throughout the construction in four equal installment payments, Harnett will retroactively apply the applicable aggregate bulk rate as of May 18 , 2015. Additionally, Harnett agrees to apply this reduced aggregate bulk rate moving forward for the remainder of the Original Agreement, subject to Section X. e) of the Original Agreement setting forth the authority of the Harnett County Board Commissioners to change the amount of the aggregate bulk rate by Ordinance ; and 4. Retroactively applying the app licable aggregate bulk rate will result in a credit to Moore in the amount of$46,590.00; and 5. Both Harnett and Moore agree to apply the credit of $46,590.00 to the remainder of $2 ,625 ,000.00, which leaves a balance in the amount of $2,578.41 0.00 which is the amount due from Moore to Harnett as prepayment of the funds that were to be paid during the construction pursuant to Section VII. a) 1-4. of the Original Agreement. M o ore agrees to pay this amount to Harnett within thirty (30) days after this Agreement ha s been approved by both Moore and Harnett 's Boards of Commissioners and fully executed by its Cha irmen ; and Page 2 of6 101915 HC BOC Page 41 6. Harnett, for itself, its successors, assigns , officers, officials, agents, and employees, releases and forever discharges Moore, its s uccessors, assigns, officers , officials, agents, and employees, from any and all claim s, demand s, costs, judgments, expenses, liabilities, attorneys' fees , and legal costs, whether known or unknown, which Harnett has or may have, arising out of or in any way related to the interpretation of the "the timing of the applicable aggregate bulk rate" within the Original Agreement; and 7. Moore, for itself, its successors, assigns, officers, officials , agents, and employees, releases and forever discharges Harnett, its successors, assigns , officers, officials, agents, and employees, from any and all claims, demands, costs, judgments, expenses, liabilities , attorneys ' fees, and legal costs, whether known or unknown, which Moore has or may have , arising out of or in any way related to the interpretation of the "the timing of the applicable aggregate bulk rate " within the Original Agreement; and 8. Moore and Harnett agree that nothing contained in this Agreement will be construed as an admission of liability of any so rt and an y payments and settl ement are made a s a compromise to terminate further controversy with respect to the matters contained in or related to thi s Agreement; and 9. Moore and Harnett represent that no promi se , inducement, or representation, other than those made within the Original Agreement, has been made or relied upon other than as set forth within this Agreement. To the extent this Agreement c onflicts with a ny term s set forth in the Original Agreement, thi s Ag reement amend s the Original Ag reement between Moore and Harnett. With regards to all other issues concerning the Original Agreement, the Orig inal Agreement remain s in full force and effect; and l 0. This Agreement will not be modifi ed in any manner except b y a written instrument signed by both parties; and II. Moore and Harn ett represe nt that they have read and understand thi s Agreement and that they act voluntarily and with advice of counsel; and Page 3 of6 101915 HC BOC Page 42 12. In the event that any provision or portion of this Agreement is found to be void or invalid, that provision or portion will be deemed severable from the remaining provisions and portions of this Agreement and will not affect the validity of the remaining portions. The remaining portions will be given full force and effect as ifthe void or invalid provision or portion had not been included within the Agreement; and 13. There shall be three originals of this Agreement; and 14. This Agreement will be governed and interpreted by the laws of the State of North Carolina. IN WITNESS WHEREOF, the County of Moore and the County of Harnett, with the intent to be bound under seal, have set forth their signatures and seals upon this Settlement Agreement and Release as of the date first written above. (SIGNATURES ON PAGES 4 AND 5] Page 4 of6 101915 HC BOC Page 43 COUNTY OF MOORE Nick J. Picerno, Chairman Moore County Board of Commissioners Sworn to and subscribed before me this day by Nick J. Picerno. 0 I have personal knowledge ofthe identity of the principal(s). (Seal) 0 I have seen satisfactory evidence of the principal's identity, by a current state or federal identification with the principal 's photograph m the form of a 0 A credible witness has sworn to the identity of the principal(s). Date: _____ _ Notary Public Printed or typed name of Notary Public My commission expires: ______ _ Approved: Misty Randall Leland, Attorney for County of Moore PREAUDIT CERTIFICATE (Official Seal) This instrument has been pre-audited in th e manner required by the Local Government Budget and Fiscal Control Act. Page 5 of6 101915 HC BOC Page 44 COUNTY OF HARNETT (Seal) 0':' ""' ~ 11.. ~i n , Chairman Harnett County ard of CommiSSIOners Sworn to and subscribed before me this day by ____________ _ 0 I have personal knowledge of the identity ofthe principal(s). 0 I have seen satisfactory evidence of the principal 's identity, by a current state or federal identification with the principal's photograph m the form of a 0 A credible witness has sworn to the identity of the principal(s). Date: _____ _ (Official Seal) Notary Public Printed or t yped name of Notary Public My commission expires: ______ _ Approved: ___________ ,Attorney for C ounty of Harnett PREAUDIT CERTIFICATE This in strument has been pre-audited in the manner required by the Local Government Budget and Fiscal Control Act. Page 6 of6 101915 HC BOC Page 45 Board Meeting Agenda Item Agenda Item l./• H MEETING DATE: October 19, 2015 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: Harnett Area Rural Transit System's Safety System Program Plan(SSPP) REQUESTED BY: Barry A. Blevins REQUEST: General Services request the Harnett County Board of Commissioners consider and approve the revised Harnett Area Rural Transit System's Safety System Program Plan(SSPP). The plan provides a framework for the implementation of transit system safety policies, the achievement of related goals and objectives, and to satisfy both federal and state requirements mandated by the Federal Transit Administration's Moving Ahead for Progress in the 21 st Century (MAP-21) program. FINANCE OFFICER'S RECOMMENDATION: COUNTY MANAGER'S RECOMMENDATION: C:\Users\Apeele\AppData\Locai\Microso ft\Windows\Temporary Internet Files\C ontent.Outlook\HN56VVRQ\agendaform2015 SSPP I Oct 15 .doc I of I Page 101915 HC BOC Page 46 HARTS Safety System Program Plan (SSPP) HARTS Harnett Area Rural Transit System SYSTEM SAFETY PROGRAM PLAN (PLAN REVlSED MARCH 2015) ADOPTED ----- Harnett Area Rural Transit System 0 101915 HC BOC Page 47 HARTS Safety System Program Plan (SSPP) TABLE OF CONTENTS TITLE PAGE DESCRIPTION OF ELEMENTS ............................................ 2 RESOLUTION FOR APPROVAL OF REQUIEMENTS ............ 7 POLICY AND PROCEDURE REVISION INDEX ...................... 9 SYSTEM MISSION, GOALS AND DESCRIPTION .................... 10 PASSENGER GUIDELINES ................................................. 13 EQUAL OPPORTUNITY AND EMPLOYMENT POLICY ........... 22 SECTION 1-DRIVER/EMPLOYEE SELECTION .....•............... 23 SECTION 2-DRIVRIEMPLOYEE TRAINING ......................... 28 SECTION 3-SAFETY DATA AND ACQUISITION ANALYSIS ... 57 SECTION 4-DRUG AND ALCOHOL ABUSE PROGRAM .......... 80 SECTION 5-VEHICLE MAINTENANCE ................................ 85 SECTION6-SECURITY ...................................................... 116 VIDEO CAMERA ............................................. 132 APPENDICES APPENDIX A-JOB DESCRIPTIONS ...................................... 135 APPENDIX B-DRUG AND ALCOHOL ABUSE PROGRAM ......... 140 APPENDIX C-QUARTERLY REPORTS & INSPECTIONS ........... 161 APPENDIX D-HARTS SYSTEM SAFETY PROGRAMS POLICY ... 167 H arnett Area R ur al T ran sit System 1 101915 HC BOC Page 48 HARTS Safety System Program Plan (SSPP) GENERAL SYSTEM SAFETY PLAN MANAGEMENT DESCRIPTIONS OF ELEMENTS 1. POLICY STATEMENT AND AUTHORITY FOR SYSTEM SAFETY PROGRAM PLAN A. Effective October 2012, Moving Ahead for Progress in the 21st Century (MAP-21) mandated requirements for all public transportation to develop and implement a safety plan. As defined by MAP-21 public transportation is regular, continuing shared-ride surface transportation services that are open to the general public or open to a segment of the general public defined by age, disability, or low income. B. North Carolina Board of Transportation 2003 Resolution established the requirement for each transit system to develop and implement a System Safety Program Plan (SSPP). C. Establish the SSPP as an operating document that has been prepared for and approved by the transit system top management, chief executive officer or the governing board. D. The authority statement in the SSPP should define, as clearly as possible, the following: 1. The authority for establishment and implementation ofthe SSPP 2. How that authority has been delegated through the organization E. The SSPP must adequately address the SIX CORE ELEMENTS. 2. DESCRIPTION OF PURPOSE FOR SYSTEM SAFETY PROGRAM PLAN A. Address the intent ofthe SSPP and define why it is being written . B. Establish the safety philosophy of the whole organization and provide a means of implementation. C. A SSPP could be implemented for the following reasons: • To establish a safety program on a system wide basis. • To provide a medium through which a system can display its commitment to safety. • To provide a framework for the implementation of safety policies and the achievement of related goals and objectives. • To satisfy federal and state requirements. • To meet accepted industry standards and audit provisions. • To satisfy self-insurance or insurance carrier provisions. D. The relationship of system safety to system operations should be defined. E. All departments involved must have a clear definition of their individual responsibilities relative to the scope of the SSPP. F. This section should also contain system safety definitions applicable to the operating systems . 3. CLEARLY STATED GOALS FOR VEHICLE SAFETY MANAGEMENT PROGRAM A. The overall goal of a SSPP is to identify, eliminate, minimi z e and control safety hazards and their attendant risks by establishing requirements, lines of authority, levels of responsibility and accountability, along with methods of documentation for the organization. Harnett Area Rural Transit System 2 101915 HC BOC Page 49 HARTS Safety System Program Plan (SSPP) B. These goals should be system-specific, tailored to the individual needs of the system, as well as being: 1. Long term -the goal must have broad and continuing relevance. 2 . Meaningful -they must not be so broad as to be meaningless ; desired results must be identified. 3. Realizable-any goal that meets the first two criteria but cannot be attained is meaningless. C. Example: 1. A goal might be to establish a high level of safety comparable to other transit systems in the U.S. 2. Identify, eliminate, minimi ze, and /or control all safety hazards 3. Provide appropriate action and measures to obtain necessary safety-related agreements, permits and approvals from outside agencies, where applicable. 4. IDENTIFIABLE AND ATTAINABLE OBJECTIVES A. Objectives are the working elements of the SSPP, the means by which the identified goals are achieved. 1. Must be quantifiable and meaningful. 2. Met through the implementation of policies. B. Policies are central to the SSPP and must be established by top management. 1. They set the framework for guiding the safety program , on a relatively long-term basis. 2. Policies are measurable. 3. Policies are methods for reaching a specified objective. C. Example: The establishment of a safety program incorporating public, patron, employee, and property safety including fire protection, loss prevention and life safety requirements . • Policies depend on the goals defined by the transit system and its safety philosophy. 5. SYSTEM DESCRIPTION/ORGANIZATIONAL STRUCTURE A. System Description 1. Briefly describe the system's characteristics. The information should be sufficient to allow non-technical person and those not employed in transit to understand the system and its basic operation. 2. Components that should be included in the system description: a. History b. Scope of service c. Physical features d. Operations e. Maintenance f. System Modifications Harnett Are a Rural Transit System 3 101915 HC BOC Page 50 HARTS Safety System Program Plan (SSPP) B. Organizational Structure I. Organizational diagrams showing the title of each position . 2. Diagram showing the st ructure of the system safety unit identifying the key positions. 3. Diagrams showing the relationships and lines of communication between the system safety unit and other departments in the organization. 4. Describe the relationship of the transit system to local political jurisdictions. SYSTEM SAFETY PROGRAM PLAN Program Description: The System Safety Program Plan was developed utilizing established guidance listed in the procedural manuals of the North Carolina Department ofTransportation Standard Operating Procedure SSPP-00 I and the State Management Plan . The SSPP consists of and addresses the required six (6) core elements: l . Driver/Employee Selection 2. Driver/Employee Training 3. Safety Data Acquisition Analysis 4. Drug Alcohol and Abuse Program 5. Vehicle Maintenance 6. Security Harnett County, Harnett Area Rural Transit System (HARTS) number one priority i s adherence to policies and procedures of the core elements. All of the elements li sted are equal in importance and the policies and procedure s mus t b e met. The compliance will ensure that we meet all Federal Transportation Administration (FT A) and North Carolina Department of Transportation Public Transportation Division (NCDOT/PTD) policies and regulations. Driver/Employee Selection Element: Fair hiring practices are used to select employees. Each potential employee will complete either a written or electronic application. The Transit Manager and appointed official shall interview each potential employee. Driver/Employee Training Element: The minimum requirements for vehicle operator training are Defens ive Driving, Americans with Disabilities Act, Blood-borne Pathogens and Emergency Procedures for Vehicle Operators and illegal drug use. In addition to the minimum requirements the follow actions must be completed: I . The training must be completed annually 2. The training material must be on file for review by NCDOT/PTD 3. Record s of each individual trained must be retained on file while actively employed and 3 years after termination. H arnett Area Rural Transit System 4 101915 HC BOC Page 51 HARTS Safety System Program Plan (SSPP) 4. Each driver must have an annual driver 's performance evaluation to provide refresher training, assess skills , techniques, knowledge, etc ... Safety Data Acquisition Analysis Element: The goal of the Safety Program is the reduction of accidents and injuries to transit customers, employees and the general public. Safety is a shared responsibility between system management and employees. It is the policy of HARTS to provide a place of employment that is free from recognized hazards that could result in death or serious injury to employees, customers or the general public. It is the responsibility of each employee to report all incidents or unsafe conditions to their supervisor. Supervisors must immediately take necessary corrective action to prevent unsafe conditions. Prohibited behaviors are behaviors that are in violation of the System Safety Policy. Such behaviors include behaviors that threaten the safety of employees, customers and the general public. Other unacceptable behaviors include those that result in damage to system, employee and public and/or private property. An employee who intentionally violates the safety policy and procedures will be subject to appropriate disciplinary action, as determined by the findings of an investigation. Such discipline may include a warning, suspension or immediate dismissal. In addition, such actions may cause the employee to be held legally liable under State or Federal Law. Drug Alcohol and Abuse Program Element: The goal is to provide a safe, healthy and productive drug-free work environment for all employees. A person being under the influence of a drug or alcohol while on the job poses serious safety and health risk to the user, co-workers as-well-as passengers HARTS has established a policy of a drug-free work environment. A standard of zero tolerance for use of alcohol, illegal substances, or the misuse of prescription medications during work hours or the presence of these substances in the body during work hours regardless of when consumed. Random drug test will be administered. Vehicle Maintenance Element: The goal is to ensure each vehicle and wheelchair lift is properly maintained to maximize the service life, maintain reliabi lity, mitigate high maintenance costs and sustain proper safety and mechanical condition. To accomplish this goal we will at a minimum adhere to the vehicle manufacturer's maintenance/service manual and the wheelchair lift service manual. Security Element: The overall purpose ofthe Security Program is to optimize--within the constraints of time, cost, and operational effectiveness --the level of protection afforded to vehicles, equipment, facilities , passengers, employees, volunteers and contractors, and any other individuals who come into contact with the system both during normal operations and under emergency conditions. H arnett Area Rural Trans it Sys tem 5 101915 HC BOC Page 52 HARTS Safety System Program Plan (SSPP) The security of passengers and employees is paramount to promoting the objectives of FT A and NCDOT. We will take all reasonable and prudent actions to minimize the risk associ ated with intentional acts against passengers, employees and equipment/facilities. To further this objective, we have developed security plans and procedures and emergency response plans and procedures. The plans have been coordinated with local law enforcement and emergency services which addresses the conduct of exercises in support of their emergency plans, and assessment of critical assets and measures to protect these assets. The SSPP will be updated as changes occur. An annual review is required to ensure all information is current. The annual review must be adopted by the Harnett County Board of Commissioners. This operational policy was adopted by the Harnett County Board of Commissioners on this the ______ dayof ,2015. Jim Burgin, Chairman, ~~ Harnett County Board of Commissioners General Services Director H arnett Area Rura l Transit S ystem 6 101915 HC BOC Page 53 HARTS Safety System Program Plan (SSPP) RESOLUTION FOR APPROVAL OF REQUIREMENT FOR COMMUNITY TRANSPORTATION SYSTEMS TO IMPLEMENT SYSTEM SAFETY PROGRAM PLANS WHEREAS, the Federal Transit Administration's strategic safety goal is to promote the public health and safety by working toward the elimination of transportation related deaths, injuries and property damage; WHEREAS, the Federal Transit Administration and the National Transportation Safety Board require the reporting of certain transportation related accidents; WHEREAS, the vision for public transportation services in North Carolina includes the provision of safe, affordable transportation choices, statewide to those who have travel options and to those whose options are limited; WHEREAS, the development and implementation of System Safety Program Plans by Community Transportation systems is a fundamental step toward these goals; WHEREAS, the North Carolina Department ofTransportation, Public Transportation Division recognizes the safety implications of the development of System Safety Program Plans and provides training and technical assistance to transit systems to assist in the development and implementation of their System Safety Program Plans; WHEREAS, rural transit systems receivi ng federal and state funds are not currently required to have a System Safety Program Plan; WHEREAS , the Public Transportation Division, in an effort to promote safe public transportation services recommends requiring that each rural transit system in the state that receives federal and /or state funds must have an approved System Safety Program Plan which includes provision for local system safety data collection and reporting; WHEREAS, the Transit, Rail and Ferry Committee has concurred in this recommendation. THEREFORE BE IT RESOLVED AS FOLLOWS: That the North Carolina Board of Transportation approves the recommended requirement that each Community Transportation System that receives federal and/or state funds must have an approved System Safety Program Plan which includes provision for local system safety data collection and reporting. Harnett Area Rural Transit System 7 101915 HC BOC Page 54 HARTS Safety System Program Plan (SSPP) ANNUAL MANAGEMENT REVIEW The SSPP should reflect the changing needs of our system safety programs. As a transit system evolves and operates, it must consistently monitor the programs and update the SSPP accordingly. To ensu r e that this occurs, the transit management staff should prepare an annual report that assesses the adequacy and effectiveness of all phases of the SSPP. The annual report should be submitted to the local Transportation Advisory Board and a copy submitted to NCDOT/PTD Safety & Training Unit. Report topics include: •!• Results of incident investigations and anal ysis •!• Identification of possible hazardous conditions •!• Results of inspections •!• Established plans for handling future incidents •!• Recommendations for SSPP revisions •!• Analysis of departmental involvement in the administration of the SSPP •!• Vehicle Maintenance •!• Security Members of the SSPP Review Committee as-well-as system managers are jointly responsible for maintaining and updating the SSPP. The local Transportation Advisory Board must approve the required revisions. Harnett Area Rural Tran sit System 8 101915 HC BOC Page 55 HAR TS Saf ety System Prog r a m P lan (SSPP) SAFETY POLICY AND PROCEDURE REVISION INDEX Policy/Procedur e Name I SPP# Revision# Date Description I Policy/Procedure Name I SPP# Revision# Date Description I Policy/Procedure Name I SPP# Revision# Date Description I Policy/Procedure Name I SPP# Revision# Date Description I Policy/Procedure Name J SPP# Revision# Date Description I Policy/Procedure Name I SPP# Revision# Date Description I Policy/Procedure Name I SPP# Revision#' Date Description I Policy/Procedure Name I SPP# Revision# Date Description Harnett Area R ural Transit System 9 101915 HC BOC Page 56 HARTS Safety System Program Plan (SSPP) SYSTEM MISSION The mi ssion of the Harnett Area Rural Transit System is to make available transportation that is safe, dependable, accessible, and affordable to all Harnett County re sidents . SYSTEM GOALS The Goals of HARTS is to: Seek new ways to improve upon , while providing a continuous growth of general public tran sportation service to Harnett County residents. To provide additional coordination of service through the incorporation of all human services agencies ofHarnett County. To determine and investigate ways to improve trip scheduling flexibility. To determine how to provide additional service to the more remote areas of the county which are not economically feasible to serve. To effectively and efficiently capture and use all available funding sources. To improve the staff and driver 's training pro g ram and opportunities. The Objectives of HARTS is to: To make available transportation that is safe, dependable, accessible, and affordable to all Harnett County res idents. This is to be accomplished in the most cost effective manner poss ible without a decrease in the quantity or quality of service. The goal is a consumer oriented program that is rooted in community needs, and is accessible, sa fe and cost-effective and to ensure the highest level of customer satisfaction by maintaining confidentiality, professionalism, and impartiality. H arnett Area Rural Trans it System 10 101915 HC BOC Page 57 HARTS Safety System Program Plan (SSPP) SYSTEM DESCRIPTION Harnett Area Rural Transit system is a consolidated transportation system operating in Harnett County, North Carolina. HARTS offers subscription route, rural general public and demand- response transportation services. These services are currently provided utilizing a fleet of vans. Contractual agreement transportation is available through the following human service organization • Department of Social Service • Council on Aging • Harnett County Health Department • Services for the Blind • Daymark Recovery Services Rural General Public (RGP) service is available on all of our subscription routes . Our vehicle fleet consists of sixteen (16) center-aisle conversion vans (5-lift equipped), four ( 4) minivans, four (4) cut-away vehicles (3-lift equipped). OPERATING PROCEDURES Harnett Area Rural Transit System relies on a detailed record keeping system for efficient operations. Scheduling records are used to coordinate all vehicle runs and passenger services. Driver run sheets derived from scheduling records are the basis for system evaluation , reports to state and federal government, and information for financial management. A. Service I. Types of Service a. Subscription-Individual riders or groups traveling regularly from the same address, place a request for daily or frequent service. Passengers are transported to and from medical appointments, Council on Aging programs, sheltered workshops, educational facilities, clinics, other human service programs and employment. b . Dial-a-ride-General Public and Employment riders call Harnett Area Rural Transit System to schedule transportation. 2. Promotion of Service-Harnett Area Rural Transit System will do the following to promote the transportation services: a. Speak to civic organizations to promote the transit system. b. Develop brochures for the system and distribute them across the service area. d. Promote safe , reliable and courteous service through proper driver training and customer relation skills. B. Service Information-Harnett Area Rural Transit System provides service for the following purposes: Harnett Area Rural Transit Sys tem 11 101915 HC BOC Page 58 HARTS Safety System Program Plan (SSPP) Nutrition Dialysis Employment Medical Education Health Department General Public EDT AP-Elderly and Disabled C. Scheduling Transportation with Harnett Area Rural Transit System 1. Transportation appointments with the exception of Medicaid transportation can be scheduled by calling (91 0) 814-4019 and follow the voice prompt. Medicaid recipients need to call (91 0) 814-6811 and schedule through the Social Services Department's Medicaid Transportation Worker. All Medicaid recipients must have authorization before Harnett Area Rural Transit System can transport. 2. All transportation appointments are required to be scheduled a minimum of 24 hours in advance. All DaR appointments are scheduled on a "first come-first served" basis. Transit has limited space on its schedules so transportation appointments can be made up to 30 days in advance. 3. Passengers need to provide the following information at the time of scheduling: a. Name, address and phone number b. Appointment time c. Drop off Address d. Any mobility needs/or personal care attendant D . Harnett Area Rural Transit System Policy and Procedures Harnett Area Rural Transit System Passenger Guidelines Hours of Operation Harnett Area Rural Transit System's hours of operation are 4:00am -6:00pm Monday-Friday and 5:00am -5:00pm Saturdays. Scheduling Transportation Passengers and agencies wishing to schedule transportation may do so by either calling the Harnett Area Rural Transit System (91 0) 814-4019 or by faxing requests to Harnett Area Rural Transit System Scheduler at (91 0)814-4020. Transportation requests MUST be made at least 24 hours in advance. The hours to schedule transportation with the Harnett Area Rural Transit System is Monday through Friday between the hours of 8:00 am and 5:00pm. Any transportation requests made outside of these hours may be denied. When scheduling transportation the following information will be needed in order for the staff to properly enter your request. 1. The name of the person(s) needing transportation Harnett Area Rura l Tran sit System 12 101915 HC BOC Page 59 HARTS Safety System Program Plan (SSPP) 2. Sponsoring agency if any that trip is to be invoiced to. Rural General Public passenger fare is $3.00 per one way trip 3. Address of pick up location 4. Name and Address of destination 5. Phone Number or contact number in case the driver has trouble locating you or emergency contact number. 6. Time of your appointment 7. Whether or not an attendant or service animal is accompanying you. There is no additional charge for attendants , but please tell the office when you schedule so that seating is made available. 8. Any type of mobility device you may be using. This will ensure that a suitable vehicle is sent to pick you up. 9. Please tell the scheduler if you are on oxygen. There are safety procedures that must be taken into consideration for the driver and passenger(s). Passenger's Ridership Responsibilities 1. The passenger must be prepared to be picked up 15 minutes prior to pick up time and 15 minutes after scheduled pick up time. (If an HARTS vehicle arrives during this time frame , it is considered on time). 2. It is the passenger 's responsibility to be ready and waiting when the HARTS vehicle amves. 3. Passengers should wait at a main entrance or curbside if they are capable and weather permits. 4. HARTS drivers will wait 5 minutes for a passenger to board. The driver will blow their hom before proceeding on his route. A NO SHOW will be documented on the driver 's manifest sheet. The driver will contact the transit office and the appropriate sponsoring agency will be notified. 5. Cancellations for transportation services must be made at least an hour before the scheduled pick up time or it will be considered a no show! 6. Our goal of the system is to honor passenger's schedule needs in a cost efficient manner. 7. HARTS will not call doctor's offices, hospital s, physical therapy offices, etc. to confirm passengers ' appointments. 8. Curb-to-curb service: HARTS provides services only from curb-to-curb. Drivers are not allowed to leave their vehicle to assist passengers to and from buildings. Passengers who need assistance beyond boarding and exiting the vehicle should arrange for that assistance. HARTS does not provide door-to-door service. HARTS PASSENGER BEHAVIOR GUIDELINES Seat belts must be worn at all times. Drivers have been instructed not to move the trans it vehicle until all passengers are properly seat belted or secured. Passengers who refuse to be properly secured will have their transportation services denied and be asked to debark the tran sit v ehicle Harnett Area Rural Tran si t System 13 101915 HC BOC Page 60 HARTS Safety System Program Plan (SSPP) Parents must provide proper child restraint devices for their children under the age of eight and/or 80 pounds, to conform to G.S.20-137.1 NC Child Passenger Safety Law. HARTS does not provide child restraint devices, and children who do not have the proper child restraint device will have transportation services denied. Parents or guardians must accompany children under the age of sixteen. If the trip is an agency sponsored trip, than a monitor must be present and on board transit vehicle before trip can start. Passengers who are unable to make their appointments need to contact HARTS to cancel service no later than 2 hour before their scheduled pick up time. Any later cancellation will be considered a "no show". No weapons of any kind , concealed or otherwise are allowed on transit vehicles unless person carrying weapon is a law enforcement official. Open containers of food and/or drinks, and the use of tobacco products are prohibited on transit vehicles. Services will be denied to anyone under the influence of illegal drugs and/or alcohol. No screaming, loud talking or music is allowed on vehicles. Passengers will not stand or move about the vehicle until it reaches their destination. No profanity or vulgarity among the passengers or to the transit driver. No inappropriate display of affection or sexual activity towards the driver or other passengers. HARTS Passenger Suspension Policy: When an HARTS passenger breaks one of the Hanrett Area Rural Transit System Passenger Guidelines, the following procedure will be followed: 1st Offense -When a passenger 's behavior disrupts the driver or other passengers, the Transportation Manager will speak privately with the passenger and the passenger's sponsoring agency representative (if the passenger is a human service agency client) about his/her behavior. The Transportation Manager will state to the passenger the reason his/her behavior is objectionable and the steps the passenger must take to correct the 2nd Offense- behavior. The Manager will also document this verbal warning, indicating the date and time the discussion took place .. If the passenger continues his/her disruptive behavior, the Transportation Manager will speak with the passenger and the passenger's sponsoring agency representative (if the passenger is a human service agency client) a second time. During this conversation, the passenger will be presented with a written warning stating the reasons his/her behavior is objectionable Harnett Area Rural Transit System 14 101915 HC BOC Page 61 HARTS Safety System Program Plan (SSPP) and the steps he/she must take to correct the behavior. The warning will also state that another incident will result in a suspension of privileges to ride the transportation system for up to 30 days. 3rd Offense-A third incident will result in a suspension of transportation privileges for up to 30 days. The suspension notice will be written, and hand delivered to the passenger and to the passenger's sponsoring agency (if the passenger is a human services agency client) or sent by certified mail to his/her address and to that of the sponsoring agency, if applicable. Continued violation of policy of will result in permanent suspension of service. Criminal activity/behavior will result in permanent suspension of service. It is the intent of HARTS that all employees treat all passengers with respect and courtesy. SERVICE ANIMAL POLICY All service animals, individually trained to provide assistance to an individual with a disability, may accompany a passenger with a disability or trainer in facilities or on vehicles operated by HARTS. Animals that are pets are not allowed. Categories of animals allowed include guide dogs, service animals, hearing and signal animal s , and seizure-response/alert animals. The following criteria apply to passengers, operators and the transit system when transporting a passenger with a service animal: Owner Responsibility • Must notify tran sit system, at the time a reservation is made, that they are traveling with a service animal • Mu st be in full control of a nimal • Animal mu st be in good health and behave appropriately • Animal may not travel in vehicle seat or block aisle • Owner is responsible for the cost to repair any damage to property caused by animal [N C G.S. 1684.4] Transit System Responsibility • Assign driver who is not allergic or fearful of animals to transport passenger traveling with a service animal • Cannot require special 10, inquire about customer's di sability or ask for a demon strati on of tasks animal is trained to perform • May ask if animal is a service animal and what tasks the animal i s ti;ained to perform • May not charge passenger extra for traveling with a service animal unless the animal takes up the space of another passenger [NC G.S. 1684.4] Harnett Area Rural Transit System 15 101915 HC BOC Page 62 HARTS Safety System Program Plan (SSPP) Operator Responsibility • Cannot assign passenger with a service animal to a specified area • Do not handle animal or carry case • Can hand leash to passenger if asked to by passenger • If needed, remind other passengers that the service animal is working and not to di stract, pet or speak to it unless owner allows • Do not separate or attempt to separate animal from owner • Do not allow animal to ride lift unle ss in the lap of the owner or if the owner is a standee passenger • Know transit and owner responsibilities • Contact dispatch or management regarding any problem s or question s HARTS reserves the right to deny transportation of passenger with service animal if the animal poses a direct threat to the health or safety of others until the problem is rectified. POLICY HARTS is dedicated to providing the highest quality service available to all citizens of Harnett County. PURPOSE To ensure the highest level of customer sati sfaction by maintaining confidentiality, professionalism, and impartiality for all complaints and/or compliments made to HARTS. A customer may be defined as anyone who is affiliated with an agency as a passenger/passenger and their families a nd /or a ide s being transported, or as a passenger and their families and/or aides being transported und er HARTS Transit System 's Rural General Public Program. PHILOSOPY Customers/passengers who provide feedback to HARTS are invaluable to th e continuous improvement and growth of service provided. Every complaint/compliment will be handled indi vid ually and with the consideration for investigation and possible implementation it deserves HARTS encourages customer/passenger feedback and strives to respond within 24 hours of their concern. PROCEDURE All complaints/compliments should be documented on the Service Inquiry Form. Forms are to be available at the HARTS office, and at contracted agency locations. All complaints/compliments should be taken in a professional, courteous a nd non-j udgmental manner. Harnett Area Rural Transit System 16 101915 HC BOC Page 63 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIT SYSTEM SERVICE PROCEDURE (Please Check One) COMPLIMENT __ _ COMPLAINT (OPPORTUNITY FOR IMPROVEMENT) __ Date Received : -----Received By: ( ) Phone ( ) Letter ( ) Survey ( ) In-Person Name of Individual or Agency Issuing Complaint/Compliment Phone: ----- Passenger Address :-------------------- Email: -------- Name of Person Receiving Complaint/Compliment Nature of Complaint/Compliment Signature of Person preparing this form -----------Date: ____ _ Reviewed/Signed by Transportation Manager: _______ Date : _____ _ Findings of Investigation of Complaint: _________________ _ Resolution or Further Comments: Date Individual issuing complaint contacted with resolution: _________ _ Signature of Harnett County Official : H arnett Area R ur al T ran sit Sys tem 17 101915 HC BOC Page 64 HARTS Safety System Program Plan (SSPP) Steps to Follow : 1. Complete in full , the Service Inquiry Form being specific as to what the pass enger/customer states. Encourage passenger/customer to give name, document on form when individual does not di sclose their identity. Informati on on th e Service Inquiry Form is completed regardless of anonymity 2. The completed Service Inquiry Form is to be submitted to the HARNETT AREA TRANSIT SYSTEM for review and signature. If a corrective plan can be initiated o r if a resolution can be appropriately handled at the time the complaint/compliment is made, it should be documented as such on the form 3. HARNETT AREA R URA L TRANSIT SYSTEM will then investigate any complaints, and document findings on form Including findings from dri vers, witness etc. 4. HARTS will , if possi ble contact the indi v idual issuing the complaint within 24 hours with the resolution 5. Completed Service Inquiry Form s will not be filed in a Perso nnel fil e or a customer/passenger file , but shall be stored in a secure area in the HARNETT AREA RURAL TRANSIT SYSTEM. Harnett Area Rural Transit System 18 101915 HC BOC Page 65 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIT SYTEM DISCRIMINATION COMPLAINT PROCEDURES Processing Procedures For Complaints of Discrimination The complaint procedures outlined herein apply to HARNETT AREA RURAL TRANSIT SYSTEM (HARTS) Office in the administration of the Federal-aid highway program. These procedures cover discrimination complaints filed under Title VI of the Civil Rights Act of 1964, Civil Rights Restoration Act of 1987, Section 504 of the Rehabilitation Act of 1973 , the Americans with Disabilities Act of 1990, and other nondiscrimination authorities relating to any program or services administered by Harnett Area Rural Transit System. HARNETT AREA RURAL TRANSIT SYSTEM will make every effort to obtain early resolution of complaints at the lowest level possible. All complaints of alleged discrimination will be investigated by HARNETT AREA TRANSIT SYSTEM Director/ Manager. The option of informal mediation meeting(s) between the affected parties and the Staff may be utilized for resolution. Upon completion of each investigation , the TRANSIT SERVICE MANAGER will infonn every complainant of all avenues of appeal. I . Purpose The purpose of the discrimination complaint procedures is to specify the process to be employed by HARTS in accordance with guidance from the from North Carolina Department of Transportation (NCDOT) to investigate complaints, while ensuring due process for complainants and respondents. The process does not preclude the responsible staff of any agency from attempting to informally resolve complaints. II. Applicability The complaint procedures apply to the beneficiaries of HARTS and NCDOT'S programs, activities, and services , including but not limited to the public, contractors, sub-contractors, consultants, and other sub-recipients of federal and state funds . III. Eligibility Any person who believes that he/she has been subjected to discrimination or retaliation prohibited by any of the Civil Rights authorities, based upon race, color, sex, age , national origin, or di sability may file a written complaint with HARTS Director/Manager. The law prohibits intimidation or retaliation of any sort. The complaint may be filed by the affected individual or a representative and must be in writing. IV. Definition Discrimination involves any act or inaction, whether intentional or unintentional in any program or activity of a Federal-aid recipient, sub-recipient, or contractor, which H arnett Area Rural Transit System 19 101915 HC BOC Page 66 HARTS Safety System Program Plan (SSPP) results in disparate (unfavorable) treatment, disparate impact, or perpetuating the effects of prior discrimination based on race, color, sex , national origin, age disability or in the case of disability, failing to make a reasonable accommodation. An act (or action) whether intentional or unintentional, through which a person in the United States, based on race, color, sex , age, national origin, or disability has been subjected to unequal treatment under any program or activity receiving financial assistance from the FHWA under title 23 U.S.C. V. Filing of Com plaints 1. Time Limits and Filing Options -A complaint must be filed no later than 180 calendar days after the following: • The date of the alleged act of discrimination; or • The date when the person(s) became aware of the alleged discrimination ; or • Where there has been a continuing course of conduct, the date on which that conduct was discontinued or the latest instance of the conduct. Title VI complaints may be submitted to the following entities: • Harnett County HARTS , NCDOT -Office of Civil Rights and Business Development • Federal Highway Administration • Federal Transit Administration • Federal Aviation Administration • US Department of Transportation • US Department of Justice 2. Type of Complaints -Complaints shall be in writing and signed by the complainant(s) or a representative and include the complainant's name, address, and telephone number. Complaints received by fax or e-mail will be acknowledged and processed. Allegations recei ved by telephone will be reduced to writing and provided to the complainant for confirmation or revision before processing. 3. Complaint Basis -Allegations must be based on issues involving race, color, national origin, sex, age, income status or disability. The term "basis" refers to the complainant's membership in a protection group category. H arnett Area Rural Tra ns it System 20 101915 HC BOC Page 67 HARTS Safety System Program Plan (SSPP) Protected Categories Definition Examples Race An individual belonging to one of the Black/African American accepted groups; or the perception, based Hispanic/Latino , Asian , usually on physical characteristics that a American Indian/Alaska person is a member of a racial group Native, Native Hawaiian/Pacific Islander, White Color Color of skin, including shade of skin Black, White, light brown , within a racial group Vietnamese, Chinese National Place ofbirth. Citizenship is not a factor . Mexican, Cuban, Japanese, Origin Discrimination based on language or a Vietnamese, Chinese person 's accent is also covered by national origin. Sex Gender Women and Men Age Persons of any age 21 year old person Disability Physical or mental impairment, permanent Blind, alcoholic, para- or temporary, or perceived amputee, epileptic, diabetic, arthritic Income Person whose household income is at or Person in family or household Status below US Department of Health and of 4 with income of $20,000 Human Services Poverty Guidelines VI. Contact Information If there are any questions regarding these procedures or in filing a discrimination complaint, contact Director of Manager at (910) 814-4019 or the Office of Civil Rights and Business Development, Title VI Unit, at (919) 508-1808 or 1-800-522- 0453. H arnett Area Rura l T ransit System 21 101915 HC BOC Page 68 HARTS Safety System Program Plan (SSPP) Harnett County HARTS Equal Opportunity Policy It is the policy of HARTS to select the best qualified person for each position in the organization. No HARTS employee of will discriminate against an applicant for employment or a fellow employee because ofrace, creed, color, religion, sex , national origin, ancestry, or age. No employee ofHARTS will discriminate against any app licant or fellow employee becau se of physical or mental handicap or because of the person's veteran status. This policy applies to all employment practices and personnel actions. HARTS has adopted Affirmative Action policies that aggressively seek, hire, develop, and promote qualified members of protected groups (defined as racial minorities, women , and physically or mentally handi capped, disabled veterans, veterans of the Vietnam era, and persons ages 40 and over). Harnett Area Rural Transit System 22 101915 HC BOC Page 69 HARTS Safety System Program Plan (SSPP) SECTION 1 DRIVER/EMPLOYEE SELECTION Review the attached questionnaire (sections 1.1 thru 1.9) from the Public Transportation Division Standard Operating Procedure SSPP-001, dated April 17. H arnett Area Rural Tran sit Sys tem 2 3 101915 HC BOC Page 70 HARTS Safety System Program Plan (SSPP) JOB DESCRIPTIONS FOR DRIVERS AND OTHER SAFETY SENSITIVE PERSONNEL/REVIEW DATES (See Appendix A, Job Descriptions) Harnett County HARTS bas identified the following positions as Safety Sensitive: • Transit Service Manager • Assistant Transit Service Manager • Dispatcher • Data Entry Specialist • Driver Harnett Area Rural Transit System 24 101915 HC BOC Page 71 HARTS Safety System Program Plan (SSPP) Initial Hire Procedures AND MINIMUM QUALIFICATIONS FOR DRIVERS Background In an effort to ensure that the most competent and safe drivers are employed at Harnett County, HARTS the following eligibility requirements must be met by each prospective/current employee seeking/holding a position as a driver of a transit vehicle. QUALIFICATIONS Application Each potential employee shall complete a written or electronic application. Interviews The Transit Manager or the Assistant Manager and another appointed official shall interview each potential employee. Physical Requirements Each applicant must meet the requirements defined in 49 CFR Part 391.41 ofthe Federal Motor Carrier Safety Regulations in addition to the following requirements: Age a. Eyesight -Drivers must have vision in both eyes, normal depth perception, normal peripheral vision and be free of any disease or condition that could impair vision. Drivers must be able to distinguish between green, red and yellow. b. Hearing -Drivers shall have adequate hearing to assure safe response to vehicle horns, emergency vehicle sirens, and train signals. c. Physical Ability: Must have the physical strength to assist wheelchair passenger and other ADA passengers when loading and unloading the vehicle. Drivers shall be at least twenty-one (21) years of age. Knowledge of English Drivers shall be able to read , write and speak the English language. Driver Requirements Drivers transporting people shall hold a valid NC Driver's License or Commercial Driver's License as appropriate. The criteria also include: • Good driving record with no Driving While Intoxicated (DWI), Driving Under the Influence (DUI) or similar charges, reckless driving, railroad crossing violations or leaving the scene of an accident offenses within the last five (5) years. • No more than a total of two moving violations or accidents within the last three years. Harnett Area Rural Transit System 25 101915 HC BOC Page 72 HARTS Safety System Program Plan (SSPP) • No suspended or revoked licenses within the past five (5) years for moving violations or violations of criminal laws. • Any combination of violations, unfavorable road observations or accidents that indicates a pattern of unsafe vehicle operation behavior, whether on or off the job. • Minimum of two (2) years driving experience. • Ability to perform simple math . • Reasonable knowledge of the service area and ability to read basic maps. • A road test given by a designated Agent is required. Operating Skills Drivers shall have experience in safely driving some type of motor vehicle (including private automobile) for not less than five (5) years, including experience throughout the four seasons. Criminal Record Checks An original criminal record check prior to employment selection shall be obtained as part of the hiring process. Persons with felony convictions of any sort are unacceptable. Other unacceptable convictions include crimes of violence, drug usage or sales, physical abuse, fraud or theft . A pattern of unlawful behavior shall also disqualify an applicant. Driver Qualifications A person shall not operate a HARTS vehicle without the following qualifications: 1. Must be 21 years of age or older. 2. Must possess a valid North Carolina's Driver's License 3. Must have a high school diploma or GED. 4. Must have a clean criminal and driving record. 5. Has successfully completed a pre-employment drug test. 6. Has been placed in HARTS 's random drug testing pool. 7. Is physically qualified to drive a motor vehicle. 8. Can read and speak English effectively enough to speak with the general public, understand traffic signs and signals and complete necessary paperwork. Disqualification of Drivers A driver who is disqualified from operating a motor vehicle shall not be permitted to operate an HARTS vehicle and shall be terminated from his/her position. Disqualifying offenses: 1. Loss of driving privileges by reason of revocation, suspension, withdrawal, or denial of an operator's license, permit, or privilege either temporarily or permanently. 2. Operating a motor vehicle under the influence of alcohol, and/or illegal substances. 3. Transportation, possession, or unlawful use of an illegal drug, alcohol or any impairing substance while on duty. 4. Leaving the s cene of an accident. 5. A felony involving the use of a motor vehicle. Harnett Area Rural Transit System 26 101915 HC BOC Page 73 HARTS Safety System Program Plan (SSPP) .PROCEDURES FOR SELECTING A SAFE DRIVER When hiring vehicle operators, be sure to have the driver candidates undergo the following: • A pre-employment driving test • A background investigation • Submission of driving record • Pre-employment drug testing • Basic training in driver skills • Orientation based on individual skills • Defensive driving skills training • Refresher driver training (if applicable) • Customer Sensitivity Training • ADA Requirement Training (Wheelchair Lift and Securement) • Emergency Procedure Training (Evacuating) Harnett Area Rural Transit System 27 101915 HC BOC Page 74 HARTS Safety System Program Plan (SSPP) SECTION 2 DRIVER/EMPLOYEE TRAINING Review the attached questionnaire (2.1 thru 2.31) from the Public Transportation Division Standard Operating Procedure SSPP-001, dated Aprill7, 2007. Ensure that you address all of the applicable areas listed. Harnett Area Rural Transit System 28 101915 HC BOC Page 75 HARTS Safety System Progra m Plan (SSPP) STATE OF NORTH CAROLINA DEPARTMENT OF TRANSPORTATION BEVERLY EAVES PERDUE GOVF.RNOR MEMORANDUM TO: FROM: Miriam S. Perry October 20 , 20 II Director, NCDOT Public Transportati EUGENE A. CONTI, JR. SECRETARY ivision SUBJECT: Policy Guidance for Minimum T rainin g Standards for Community and Human Service Transportation System Vehicle Operators The mission of the North Carolina Department of Transportation is "Connecting people and places in North Carolina -safely a11d efficiently, with accountability and environmental sensitivity." Community Transportation s ystems must mee t aJI federal and state guidelines, regulations and laws regarding the safe trans portation of their passengers. The Minimum Training Standards for Community and Human Service Transportation System Vehicle Operators are to be impleme nted by local systems as part of the effort toward meetin g those requirement s. Thi s memorandum supersedes the memorandum dated October I , 2007, same subject. Pl ease contact your regional safety and training specia li st if you have any questions co ncern ing this policy. SOURCE DOCUMENTS 1. Federal Transit Admini stration (FT A) Circular 9040.JF "Non-Urbanized Area Formula Program Guidance and Grant Application Instructions" effective April l, 2007, Section X (see 49 U.S.C. Chapter 53 -Section 5329: Investigation of Safety Hazards) 2. 29 CFR 1910.1030(g)(2)-Bloodborne pathogens -1J1formation and Training 3. 49 CFR 655.14-Prevent ion of Alcohol Misuse and Prohibited Drug Use in T ransit Operations-Education and Training Programs 4 . 49 CFR 37.173-Americans with Disabilities Act-Training requirem e nts S. NCGS Statute 95 and Department of Labor Guidance MSP/rrj Attachment: Minimum Training Standards for Community and Human Service Transpo nati on System Vehicle Operators MAIUNG ADDRESS: NC 0EPARTMEr-rr OF TRANSPORTAliOI'Ii P UBliC TRANSPORT "TION OJ VISION 1550 MAIL SERVICE CENlER RALEIGH. NC 27699·1550 TELEPHONE: 919·733-471 3 FAX: 9 19-733·1391 WWW.NCDOT.GOVITRANSITINCTRANSI T Harnett Area Rural Transit System LOCATION : lAANSPOATATION BUilDING 1 SOUTH W ILMINGTON SYAEE1 RALEIGH, NC 29 101915 HC BOC Page 76 HARTS Safety System Program Plan (SSPP) Minimum Training Standards for Community and Human Service Transportation System Vehicle Operators • Defensive Driving o Shall include all vehicle operators, including any empl oyees that operate the vehicles in revenue service or carry passengers for any other trip purpose. o In itial training must be a ce11 ifi ed program, or curriculum must be equal to an existing certified program. o Training nnw be completed upon hire and annually. • Americans with Disabilities Act (ADA) o Shall include at a minimum the following trai n ing (for further guidance refer to 49 CFR Part 37-Transporta tion Services for Individuals with Disabilities (ADA)) • Sensitivity training • Passenger assistance • Wheelchair ha ndling • Wheelchair securement (passe nger and mobility) • Wheelchair lift inspection • Whee lchair lift operation (normal and emergency) • ADA requires training all personnel to "proficiency,'' w hi ch is defined as expert performance. • Tmining must be completed upon hire and annually. • Bloodborne Pathogens o Shall follow the Occupational Safety and H ealth Administration guidelines for the training as li sted in Standard 29 CFR 1910.1030(g) (2). o The OSHA Standard spell s out the content of the training. o Training must be completed upon hire and annually. o Emergency Procedures o Shall include all procedures required to report or react to an emergency by transit system staff: • Communication and notification procedures • Accident/Incident repo rting procedures • Pa ssenger handling procedures • Vehicle and facility evacuation procedures • Driver and passenger security training • Emergency evacuation procedures and training • Emergency equipme nt usage o First aid-drivers must be trained in first aid to include use of kit; o Bloodbome Pathogens-drivers must be trained in bloodborne pathogens to include use of kit and transit system s pecitic engineering contro ls to minimize driver exposure, c leanup procedures and was te di s posaJ; o Emergency triangles-drivers must be trained to properly setup equipment; o Fire extinguishers-drivers must be trained to properly inspect and use equipment ; Harnett Area Rural Transit System 30 101915 HC BOC Page 77 HARTS Safety System Program Plan (SSPP) o Web cutter-drive rs mu st be trained to properly use equipment: and o Reflective vest will be worn by drivers when performing job functions. o Participation in local or regional Emergency Management dri lls is strongly encouraged . o Training must be completed upon hire and a11nual/y. • Ride Check -Driver Evaluations o Newly hired drivers must have a Ride Check -Driver Evaluation before being allowed to operate a transit vehicle unsupervised in revenue service. o All drivers must have an ann ual eva luati on to assess the driver's performance of techniques, skills a nd knowledge gained through training of each of the above categories. o Remedial training will be provided as needed in additi on to th e requi red annua l training . o Train in g musr be completed upon hire and annually. • Illegal Drug Use o Shall include all tra ining on the effects and consequences of prohibited drug use on personal health , safety and the work e nvironm e nr , and on th e signs and symptoms that may indicate prohibited drug use. o This shall be done upo11 hire. (Required under 49 CFR 655.14) General o All new hires must complete all of the minimum training requirements before operating a transit vehicle unsupervised in revenue service. o Drivers that a re not meetin g proficiency, expert performance level , must be given remedial trai ning until they are profi c ient. o Refresher traini ng must be completed annually (wi thin one year of las t t raining date ). o All of the training materials a nd documentation must he on file for review by the NCDOT-PTD. Mate ri als shall include but not be limited to course outline (may be included in in stru ctor's manual), instructor's manual. sample student manual (if one is used), handout s and copy of Power Point slides if used in li eu of in structor 's manual. o Records of qualifications a nd training performed (for each individual trained) must be kept on file for a minimum of five years. Records shall include proof of attendance (roster or certificate of completion, if provided ), date of the course, and type of in struction delivery (instructor led, self-in struction, etc.), name and certifi cation (if applicable) of in structor • Minimum Training Standards Reporting Procedures o Grantees must s u bmit the following inform ati on to the Safety and Training Unit: Number of employees who received training by category/t ype o A spreadsheet will be provided by the Safety and Training Unit for t he purposes of repo rtin g training. o The re port must be submitted no later than the I Sth day of the month following the end of the quarter (Dates due: January I 5, April 15, July 1 5 and October 15) o Submit reports by e-mail to the Safet y and Training Specialist assigned to your area and courtesy copy to s afetvptd@nc dot.gov Harnett Area Rural Transit Sys tem 31 101915 HC BOC Page 78 HARTS Safety System Program Plan (SSPP) DRJVERS MANUAL The information in this "Driver's Manual'· i s intended to prov ide HARTS drivers wit h specific guidelines for performing their duties properly, safely, and efficiently. The quality of HARTS 's services is directl y determined by a driver's ability to professionally carry o ut his o r her job responsibilities and to serve the passenger's tran sportation needs. Overall driver responsibilities: 1. Maneuver a vehicle safely under all road and traffic conditions and assure the safety off all passengers. 2. Use good judgment in interpreting transit office instructions and run sheets. In particular, be able to recogni ze, create, and follow logical sequences for passenger pick ups and drop offs. 3. To follow procedures in the use of the cellular telephone issued by HARTS. (See attached Policy) 4. To observe all State and Local traffic laws/regulations, including but not limited to those related to public transit vehicles. Wear seatbelt at all times in motion . 5. To ensure passenger safety a t all times : a. Refrain from talking to passengers when vehicle is in motion. b. Control passenger behavior. c. Monitor passenger exits and entrances. d. Use good judgment when opening and closing vehicle doors. e . Enforce use of passenger seat belts and securement of wheelchairs. f. Prevent food , drinks, and use of tobacco products on transit vehicles. 6. Understand all Policies and Procedures as set forth by HARTS . 7. Understand the Transit Driver Job description (See Attached) 8. Keep an accurate account of mileage, destinations, and fare revenues on run sheets. 9. Perform daily pre-trip inspection of the vehicle assigned and routine maintenance: washing, cleaning, fueling and adding fluids to the vehicles as required . 10. Immediately report any problems to HARTS. 11. Operate vehicle in a manner that vehicle deterioration and maintenance pro blems may be avoided. 12. To be accountable for all equipment and to assure all equipment and to assure all equipment is functioning properly. i.e. seatbelts, wheelchair lifts, etc. 13. To report any accident to the Safety Manager that may occur. 14. Transport only individuals and routes authorized by the HARTS office. Make no changes to routes or schedules without HARTS office knowledge and/or consent. 15. To acknowledge and understand that vehicles are not to be used for personal use and stops for personal use will not be tolerated. 16. To refrain when on duty the use of alcohol, profane and unclean language and to see that passengers conduct themselves likewise, 17 . Be courteous and professional at all times to passengers and co-workers. Harnett Area Rural Transit System 32 101915 HC BOC Page 79 HARTS Safety System Program Plan (SSPP) PERFORMANCE EvALUATION AND EMPLOYMENT POLICY This administrative policy was adopted by the Harnett County, HARTS Description: This section on performance evaluation concerns all employees who operate a vehicle while in revenue service. • Freque ncy: Each Harnett County HARTS driver will have a written and ride check performance evaluation not less than annually. Employee's drivers' license status is check through the North Carolina Department of Motor vehicle, State Automated Driver License System (SADLS). • New employees require two evaluations within the first year of employment. The first evaluation is due within six months, the second at their annual e valuation . Periodic or special performance evaluations are subject to determination by competent authority, such as the system manager and the immediate supervisor. • R esponsibility: Each HARTS employee will be evaluated by his or her immediate supervisor or designated appointee. • Docum entation Required: Each HARTS driver's completed evaluation sheet will be personally reviewed with him/her by the immediate supervisor or higher authority. Both the supervisor and the employee will sign and date the evaluation sheet in the appropriate places. The employee may attach comments to explain or clarify any points made in the evaluation. It will then be filed in the subject employee 's training record in a confidential manner. Evaluation results will be the basis for promotion, salary actions, suspensions, dismissals, and other such actions. All performance appraisals are maintained at the Harnett County, Human Resource Department m a secure manner. Harnett Area Rural Transit System 33 101915 HC BOC Page 80 HARTS Safety System Program Plan (SSPP) EMPLOYEE CONDUCT POLICY This administrative policy was adopted by the Harnett Area Rural Transit System Description : No employee of Harnett Area Rural Transit System shall have the authority to make statements on behalf of Harnett Area Rural Transit System without prior approval of the system manager. All employees shall conduct themselves in such a manner which shall bring credit to the HARTS organization or to the particular subcontractor to which the employee is attached. Behavior of any employee which may affect the safety and well being of other employees of HARTS or subcontractor, or to personnel served by HARTS or subcontractor, shall be cause for disciplinary action, whether or not such behavior relates to proper performance of the employee 's job. When there is a deficiency in an employee 's job performance, remedial training will be required and monitored by the immediate supervisor for compliance. An employee 's conduct on the job or involvement in an accident or incident may be grounds for remedial training. The determination will be made by the immediate supervisor. H arnett Area Rural Transit System 3 4 101915 HC BOC Page 81 HARTS Safety System Program Plan (SSPP) TRAINING PROGRAM FOR DRIVERS AND OTHER SAFETY SENSITIVE EMPLOYEES Course Defensive Driving Training Americas with Disability Act (ADA) Training Blood-borne Pathogen Training Emergency Procedures for Vehicle Operators Training Safety Practices Training CPR/First Aid Note: Annual training will be completed every 365 days. Frequency Initial/ Annual Initial/ Annual Initial/ Annual Initial/ Annual Initial / Annual Annual IN-PLACE SCHEDULE FOR REFRESHER TRAINING COURSES Refresher training will be conducted annually to ensure all employees training remains current. Course Defensive Driving Americas with Disability Act (ADA) Bloodborne Pathogens Emergency Procedures for Vehicle Operators Safety Practices and Procedures Harnett Area Rural Tran sit System 35 101915 HC BOC Page 82 HARTS Safety System Program Plan (SSPP) TRAINING INFORMATION Defensive Driving Defensi ve driving is being constantly alert to accident hazards and avoiding these hazards. The most important factor in defensive driving is YOU!!!! When you drive defensively, you take control of the driving situation. When you drive defensively, you let the driving situation control you. It is far more important to drive defen sively than to take the legal right of way. A defen si ve driver will not get into a situation where it may be necessary to take an emergency action to avoid an accident. Your defensive driving tools are: I. Your physical ability to spot a hazard, maneuvers the vehicle away from it , and warns others of it. 2. Your knowledge of driving hazards and how to spot them. a. Your knowledge of the safety zone and how to maintain it b. Your knowledge of the rules of the road c. Your knowledge of the vehicle equipment d. Your skill at maneuvering the vehicle 3. Drivers with good defensive driving attitudes: a. Leave personal problems at home. b. Are rested and alert c. A void th e use of alcohol and drugs d . Look after his/her health Safety Zone The safety zone consists of the area in front of the vehicle, which i s determined by proper followin g distance, 15 feet to each side of the vehicle and the area to the rear that is determined by proper following distance. The length of the safety zone is affected by the speed of the vehicle around it and by the weather conditions. Following Distance Remember the four second rule of following distance between your vehicle and the vehicle ahead of you. You can check this by watching the vehicle ahead of you pass a stationary object and then count off four seconds. You should have tim e to count off four seconds prior to reaching the same fixed object. Exercise caution to allow sufficient stopping distance under varied conditions such as: wet roads, passengers on vehicle, ice, snow, gravel , leaves, fatigue or illness of the driver, and impairment. Brakes should be applied in a manner that avoids skids. Stoplights and/or signs regulate intersections. When passing through an intersection , a driver should do the following: a. Slow down Harnett Area Rural Transit System 36 101915 HC BOC Page 83 HARTS Safety System Program Plan (SSPP) b. Obey traffic lights and signs c. Check pedestrian and vehicular traffic before entering d. Pull up to comer to see traffic. Make traffic check to the front , then to the left, then to the right , and left again before entering the intersection e. Stop or yield if necessary f. Keep foot on the brake g. At 4-way stops, the vehicle which enters the intersection first goes first. The vehicle to right goes next. Be prepared to yield the right -of -way to vehicles which go out of tum. Four-way hazard lights Four-way hazard lights are used when: Brakes: a. Your vehicle is disabled or involved in an accident b. When parking a vehicle and the operator cannot park completely off the roadway c . When stopping at a railroad crossing d. When using a wheelchair lift to load/unload passengers e. To signal other drivers of a possible danger, or that a vehicle is stopped or disabled Test the brakes for malfunctions within the first block or two after starting a trip . Report immediately to the dispatcher any problems with the brakes. A driver must not operate any vehicle once he or she is aware that there i s any problem with the vehicle's brakes. I. Report immediately to the dispatcher any problems with the brakes. A driver must not operate a vehicle once he or she has determined that it is unsafe to do so because of malfunctioning brakes 2. Keep foot brake applied when passengers are boarding or leaving when doors are open 3. Before backing, check carefully in all directions including the rear of the vehicle 4 . Use the parking brake to hold the vehicle for parking, or whenever the driver leaves the driver's seat 5. Do not fan or pump brakes which may cause excessive wear, and reduces brake capacity Mirrors: I. Mirrors are to be adjusted before starting a trip 2. Outside left and right mirrors are to be used for turning maneuvers when pulling out from the side of the road and in addition, the right side mirror is to be used to observe boarding and alighting passengers 3. When making traffic lane changes or entering traffic from a stop, be sure to check the blind spot in both mirrors 4. Mirrors are very important defensive driving tools are to be scanned every 8-I 0 seconds Harnett Area Rural Tran s it System 37 101915 HC BOC Page 84 HARTS Safety System Program Plan (SSPP) Backing: I. Vehicle backing is strongly discouraged unless it is absolutely necessary. The following procedures are suggested in the event that an operator is required to use the reverse gear: 2. Except for backing out of a parking stall, drivers should only back a vehicle when it is absolutely necessary. If it becomes necessary to back the vehicle while the vehicle is in service, a driver should use an adult as a spotter. The spotter sho uld not be asked to exit the vehicle because that can cause the spotter to be vulnerable to injury. Use of a spotter does not relieve the driver of the responsibility to back the vehicle safely. 3. Before backing, check carefully in all directions including the rear of the vehicle. 4. Turn on the four-way flashers. 5. Begin honking the horn (if the vehicle doe s not have a working 'backing-up ' alarm) and continue to give short continuous beeps every 2-3 seconds on the horn while in motion. 6. As a rule when stopping in traffic, stop far enough back to see the rear tires on the vehicle ahead. This allows a driver the ability to go around a sta lled vehicle on the left or right if necessary without the need to reverse direction. This procedure does not always work but it is another good example ofhow to avoid backing. 7. Be sure to stay out of intersections and crosswalks until they are free to traffic. Do not get into positions where backing a large vehicle becomes necessary. 8. If the view is obstructed and the driver is in doubt , he or she should exit the vehicle (if it is reasonable safe to do so) to check behind and around it. Turning: 1. Signal 250 feet or 5 seconds prior to turn 2 . Check the mirror for other vehicles 3. Be sure intersection is clear of cars and pedestrians before turning 4. Check traffic in all directions 5. Turn at speed appropriate to road, weather and traffic conditions 6. Follow vehicle through turn using mirrors Stopping for Passengers at Designated Stops: The following procedure should be followed by all drivers when stopping at designated stops to board and disembark passengers: 1. Turn on four way flasher lights to caution motorists 2. Slow down gradually 3. Pull as far to the right as safety allows , not hitting curb or other stationary objects. 4. Make a complete stop 5. Place transmission in park 6. Set parking brakes 7. Open door. (Never open door while vehicle is in motion when stopping for passengers) Harnett Area Rural Transit System 38 101915 HC BOC Page 85 HARTS Safety System Program Plan (SSPP) 8. Board/disembark passengers 9. Always wait for boarding passengers to get seated and fasten their seat belt before moving the vehicle I 0. Release parking brake 11. Place transmission in drive 12. Tum off four way flashers 13. Use tum signals to alert other motorists that you intend to pull back onto roadway 14. Use mirrors to check for traffic before pulling back into roadway 15. Accelerate smoothly back into traffic Seat belts: Drivers are required to use seat belts at all times. All passengers are required by law under NC Seat Belt Law G.S. 20-135.2A to properly wear seat belts unless they have a professionally certified medical condition or mental phobia preventing use. Vehicle Security: Drivers are responsible for their assigned vehicle. When temporarily leaving a vehicle, the driver should tum on the hazard lights , set the parking brake , cut off the engine and shut the door. Elderly and Disabled: Drivers should allow elderly and disabled passengers sufficient time to be seated and properl y seat-belted before the vehicle is moved. IF the passenger needs assistance, the driver will provide that service. School Zones: Drivers will use extreme caution near schools and observe the 20 MPH school zone speed limit. Drivers will also obey the signals of school crossing guards, school patrons and the flashing lights of school buses. Railroad Crossings: The following are the proper procedures for crossing a railroad track: 1. Tum on the four-way fla shers 150 feet before reaching the tracks 2. Move as far to the right as safely possible 3. Stop the vehicle no closer than 15 feet and no further than 50 feet away from the track. The vehicle must come to a stop behind the white line (if present) and not in the path of the crossing barrier 4 . Look in both directions and listen for the approaching train 5. When you can be sure that no train is approaching , close the door 6. Check left mirror 7. Proceed slowly over tracks, to avoid damage to vehicle 8. After crossing tracks, tum off the flashers 9. Multiple tracks may require drivers to leave the four way flashers on until all tracks have been cleared Harnett Area Rural Transit System 39 101915 HC BOC Page 86 HARTS Safety System Program Plan (SSPP) Slippery Road Surfaces: It takes longer to stop and it 's harder to turn without skidding when the road is slippery. Reduced speed by one-third , i.e., from 55 mph to 35 mph. Below are some signs that a road is wet: l. Shaded areas-these will remain icy after other areas have melted 2. Bridges-bridges freeze before the road 3. Melting ice-melting ice is extremely slippery 4. Black ice-a thin layer of ice that makes the road look wet 5. Vehicle icing-ifthe vehicle is icy, generally so is the road 6 . Just after rain begins-oil left on the road by vehicles will mix with the rain and take the road surface slippery 7. Hydroplaning-you can regain control by releasing the accelerator. Do Not Use The Brakes!!! Driving at night: In the daytime there is usually enough light to see will. This is not true at night. On most rural roads, you will probably have to depend entirely on your headlights. Becau se ofless lighting, you will probably have to depend entirely on your headlights. Because ofless lighting, you will not be able to see hazards as well or as quickly. Below are several nighttime driving techniques. l . Glare or bright lights can blind drivers. Do not look directly at bright lights when driving 2 . Watch the right side ofthe road when someone coming toward you has on there bright lights 3. When low-beam headlights are used, you can see 250 feet ahead of you and 250 to 400 feet using your high-beam headlights. When using your high-beams, make sure to dim your lights within 500 of another vehicle 4. At night, the following items should be in clean, working order: a. Tum signals b. Brake lights c. Reflectors d. Tail lights e. Windshield, back glass and mirrors Driving through water: If a driver has to drive through water he or she should follow the following procedure: I. Slow down 2 . Do not speed up while traveling through the water 3 . If the vehicle starts to hydroplane, do not apply the brakes 4 . Take your feet off of the gas pedal and try to steer the vehicle to safety Harnett Area Rural Transit System 40 101915 HC BOC Page 87 HARTS Safety System Program Plan (SSPP) 5. After you get out of the water, maintain light pressure on the brakes for a short distance to heat them up and dry them out 6. Make a test stop when it is safe to do so 7. Check behind to make sure no one is following, and then apply the brakes to be sure they work properly Winter driving: 1. Snow produces a glare that can affect vision. Keep sunglasses and use them 2. Fog requires you to slow down and maintain a longer following distance. Drive with lights on in rain and fog 3 . Know when and how to use your brakes . If you must brake, tap and release them using them in a pumping motion. Don 't brake in the middle of a curve . If your vehicle goes into a skid , take your foot off the brake 4. In a skid, DO NOT PANIC, OVERSTEER, OR IMMEDIATELY APPLY THE BRAKES!!! Remove your foot from the accelerator, and turn the vehicle in the direction of the skid. When you regain steering control , you may resume braking by using the pumping motion 5. If you lose traction , let up on the accelerator until traction is returned 6. Before going up a hill, increase speed to build up momentum to help you climb 7. Before going down a hill, slow down by shifting into a lower gear 8. Use brakes only with extreme caution when going down a slippery hill 9. If you are stuck in snow, alert dispatch so help can be sent Driving in hot weather: During hot weather, pay special attention to the daily inspection of the following: 1. Tire press ure 2. Engine oil gauge 3. Engine coolant gauge 4. Engine belts 5. Hoses Hurricane: Hurricanes are large powerful storms that can suddenly change direction. Check frequently on the storm 's progress until all watches and warnings for yo ur are from the National Weather Service are cancelled. If needed, drivers will be contacted b y their dispatcher to inform them to transport people from their homes to various shelters for safety. Everyone will be on call for evacuation procedures! Watch for strong wind, water pockets on roadways, downed trees and power lines, flooded streets and heavy rain. Fires: Procedures to follow in the event of a fire : 1. Immediately notify dispatch that you have a fire 2 . Activate the four-way flashers H arnett Area Rural Tra nsi t System 41 101915 HC BOC Page 88 HARTS Safety System Program Plan (SSPP) 3. Pull safely off the road. Try to pull into an open area where other surroundings will not catch on fire. DO NOT PULL INTO A SERVICE STATION! 4. Evacuate the vehicle, moving passengers well away from the vehicle. Keep them as far away from the vehicle and highway traffic as possible 5. Only try to extinguish a fire if you know what you are doing and it is safe to do so. Tum off engine and do not open the hood if you can avoid it. Shoot fire extinguisher through and under the hood. Only use the fire extinguisher. 6. Set up emergency warning equipment 7. Do notre-board the vehicle unless the Fire Department deems it is safe to do so Evacuation Procedures: 1. REMAIN CALM! You must maintain control of the situation and keep the passengers calm 2. In a clear calm voice, tell passengers there is an emergency and that they need to exit the vehicle. Show them the exits and explain what they are to do. Encourage passengers to help each other and continue to reassure them 3. Release passengers from their seat belts . Remove passengers from wheelchairs 4. If passenger can walk , assist to a standing position, otherwise move passengers from the seat or wheelchair to floor level 5. Move passenger to the closest usable and operable exit 6. Once outside, move passengers away from vehicle to a safe location 7. Assist passengers back into their wheelchair if their wheelchair can be safely recovered and conditions permit 8. After following the above procedures, it is important to get an accurate count of your passengers 9 . DOCUMENT exactly what happened . Follow accident procedure guidelines outlined in Section 15 ofthis handbook Disabled Vehicle: When a vehicle becomes disabled, the driver will observe the following procedures : 1. Remain calm 2. Immediately notify dispatch of your location and the names of the passengers on board the vehicle 3. Inform passengers that another vehicle is on the way 4. If possible, park the vehicle in a safe location and out oftraffic lanes 5. Tum the front wheels opposite the edge of the road if the vehicle is facing uphill 6. Place the transmission in park 7. Tum on four-way hazard lights 8. Shut offthe engine 9. Set the parking brake 10. Help direct traffic around the vehicle if necessary 11. When replacement vehicle arrives, assist passengers from the disable vehicle to replacement vehicle Accident Procedure: H arnett Area Rural Tran sit S ystem 42 101915 HC BOC Page 89 HARTS Safety System Program Plan (SSPP) 1. Immediately call the dispatcher and report the accident, initiating Harts Accident/Incident Office Procedure Check List (See Attachment) 2. Give a brief description of accident and approximate location. The dispatcher will Contact the police, ambulance, etc. 3. If you are unable to reach the dispatcher use a cell phone to call 911 to report the accident 4. Report accident to Transit Manager or Transit Service Assistant through dispatch or personally 5. If the situation permits, try to get your vehicle to the side of the road 6. The driver should put on flashers and set parking brake upon initial accident 7. Assist injured passengers. In all cases, the first thing to consider is PASSENGER SAFETY! 8. The driver needs to decide whether or not to evacuate the vehicle. In general, passengers are safer if they remain on the vehicle. Passengers must be evacuated under any of the following circumstances: a. Fire b. If the vehicle fills with fumes or smoke c. lfthe vehicle has overturned d. If the vehicle is in harms way e. If the vehicle cannot be moved to the shoulder of the road out of the way of traffic f. If the driver is instructed to evacuate the vehicle by dispatch, law enforcement, or fire/rescue personnel 9. Get an accurate count of your passengers 10. Obtain names, addresses , and phone numbers of passengers on your vehicle 11. Get the vehicle license plates first, and then obtain names of drivers, owners, and passengers in other vehicles 12. Get the names of any witnesses to the accident 13. Record other information that could be used in either an investigation or court case 14. Get the name of the police officer 15. Note the time and location to the accident on your top sheet 16. Do not blame others or take blame for the accident 17. Avoid discussing details with anyone other than Access Managers, Transportation Coordinator or police 18. Answer all questions asked by authorities truthfully 19. Keep an eye for detail, i.e., alcoholic beverages bottles, signs of drugs, etc. 20. Describe the accident as detailed as possible in writing as soon as you can 21. Fill out accident report immediately and turn in to Transportation Coordinator 22. Report for post accident drug and alcohol testing Passengers in Wheelchairs Wheelchair loading: Park the transit vehicle in an area that will minimize the obstruction of traffic. This will give the driver and passenger greater safety while operating the lift equipment and passenger to be loaded. Harnett Area Rural Tran sit System 43 101915 HC BOC Page 90 HARTS Safety System Program Plan (SSPP) 1. Tum on emergency flashers 2. Apply parking brakes 3 . Tum lift switch to ON position 4. Open the lift doors 5. Lift control box consists of two buttons: Accident Procedure: a. The top button folds the lift into and out of the vehicle b. The lower button raises and Jowers the lift c. Press the top button to unfold the lift d. Press the down button to move the platform downward. Once the platform is on the ground, release the button 1. Immediately call the dispatcher and report the accident, initiating Harts Accident/Incident Check List (See Attachment) 2. Give a brief description of accident and approximate location. The dispatcher will Contact the police, ambulance, etc. 3. If you are unable to reach the dispatcher use a cell phone to call 911 to report the accident 4 . Report accident to Transportation Manager or Transit Service Assistant through dispatch or personally 5. If the situation permits, try to get your vehicle to the side of the road 6. The driver should put on flashers and set parking brake upon initial accident 7. Assist injured passengers. In all cases, the first thing to consider is PASSENGER SAFETY! 8. The driver needs to decide whether or not to evacuate the vehicle. In general, passengers are safer if they remain on the vehicle. Passengers must be evacuated under any of the following circumstances: a. Fire b . If the vehicle fills with fumes or smoke c. If the vehicle has overturned d. If the vehicle is in harms way e. If the vehicle cannot be moved to the shoulder of the road out of the way of traffic f. If the driver is instructed to evacuate the vehicle by dispatch , law enforcement, or fire/rescue personnel 9. Get an accurate count of your passengers 1 0. Obtain names, addresses, and phone numbers of passengers on your vehicle 11. Get the vehicle license plates first, and then obtain names of drivers, owners, and Passengers in other vehicles 12 . Get the names of any witnesses to the accident 13. Record other information that could be used in either an investigation or court case 14. Get the name of the police officer 15. Note the time and location to the accident on your top sheet 16. Do not blame others or take blame for the accident 17. Avoid discussing details with anyone other than Transportation Managers, or Transportation Assistant or police. 18. Answer all questions asked by authorities truthfully Harnett Area Rural Transit System 44 101915 HC BOC Page 91 HARTS Safety System Program Plan (SSPP) 19. Keep an eye for detail , i.e., alcoholic beverages bottles, signs of drugs, etc. 20. Describe the accident as detailed as possible in writing as soon as you can 21. Fill out accident report immediately and tum in to Transportation Coordinator 22. Report for post accident drug and alcohol testing Passengers in Wheelchairs Wheelchair loading: Park the transit vehicle in an area that will minimize the obstruction of traffic. This will give the driver and passenger greater safety while operating the lift equipment and passenger to be loaded. 1. Tum on emergency flashers 2. Apply parking brakes 3. Tum lift switch to ON position 4. Open the lift doors 5. Lift control box consists of two buttons: The top button folds the lift into and out of the vehicle. The lower button raises and lowers the lift 6. Press the top button to unfold the lift 7. Press the down button to move the platform downward 8. Once the platform is on the ground, release the button Driver Child Seat Procedure I. DO NOT transport any child of car seat age or weight without a parent or guardian 2. DO NOT touch the child seat 3. DO NOT install the child seat 4. Do a visual inspection to make sure the child seat is not damaged 5. Inform the parent that all lateral seats (seats not facing the front of the vehicle) are off limits to child seats 6. Have the parent install the child seat 7. Have the parent check to see if the child seat can move more than one inch from the belt path. If it moves more than one inch in any direction from the belt path, refuse transportation. 8. Make sure the parent buckles the child into the child seat with the child seat harness 9. If in any way, shape, form or fashion, you are not satisfied with how the child or child seat is Secured, REFUSE TRANSPORTATION and inform dispatch ofthe reason why you refused transportation 10. Refer parents to visit the local Fire Department, or Police Station to learn how to correctly install their child seat correctly H arn ett Area Rural Transit Sys tem 45 101915 HC BOC Page 92 HARTS Safety System Program Plan (SSPP) EMPLOYEE TRAINING RECORD NAME: ------------------------------------------------- Training Driver Instructor Date Initial Initial Orientation to Transit Agency Personnel Policy Subs tance Abuse Policy Service Policy Radio Manual Notebook Timesheet/pay schedule Trip sheet/logs/reservations Pre-trip Safety Inspection Classroom , vi deo Demonstration Defensive Driving Classroom, video Driving Emergency Procedures Passenger Relations SNAAP Classroom Wheelchair Video Practical Smith System Back to Basics The Criticalpoint Child Passenger Safety Ride Check Evaluation Driver with Dri ver Emergency Equipment Training Fire Extinguisher Blood-borne Pathogen CPR/First Aid (CPR Annually/First Aid Every 3- Years: RefOSHA 1910-151) Web Cutter Employee's Signature: ----------------------- Director's Signature: Harnett Area Rural Transit System 46 101915 HC BOC Page 93 HARTS Safety System Program Plan (SSPP) EMPLOYEE DEVELOPMENT/DRIVER TRAINING REPORTING Employee Development Reporting If you are using TriP Admin, the spreadsheets will be created automatically by use of the TriP Export function ; by clicking the button marked "Employee Development". The report can then be sent by e-mail to trainingptd@dot.state.nc .us . If you are not a TriP user, simply fill out the spreadsheet using the directions below, and send them to the same e-mail address. Instructions for Spreadsheet Data Entry Note: Be s ure to fill the columns out exactly as described. Do NOT mo ve the order of the columns or rows. The data is collected in a specific order so that it can be taken from the spread sheets submitted by each system , compiled and analyzed for the purpose of identifying trends in incidents statewide. If you have any questions, please contact Richard R Jones, Manager, Safety and Training Unit at (919)733-4713, Ext. 241, or at rrjones@ncdot.gov Column A: System Name Fill in the name of your system as it appears on your grant application. Column B: Employee ID Number You must enter the Employee ID number. This is the only way that the database can identify the employee, since all of the data is anonymous with regard to the individuals involved in the reported incidents. If you do not enter an employee number, the data cannot be recorded. Do not use an easily recognizable piece of personal data, such as the employee 's Social Security number, or their birth date. Each employee number must be unique. Be sure to keep track of numbers previously assigned. Develop a system for setting the ID numbers. Column C: Course Name Enter the name of the course, for example, Bloodbome Pathogens, CPR/First Aid, and Defensive Driving. Column D: Date of Birth This shows the date of birth of the employee involved in the incident. The field will default to a format that looks like this: 09/02/1977 (mm /dd /yyyy). If you enter 09/0217 7, it will change to show the year as a four-digit number. Column E: Hire Date This shows the employee 's date of hire. This field has the same characteristics as the Date of Birth field. Column F: Position Enter the employee 's position (examples: driver , dispatcher , van operator, etc.) Harnett Area Rural Transit System 47 101915 HC BOC Page 94 HARTS Safety System Program Plan (SSPP) Column G: Course Date This shows the date of the course that was held. The field will default to a format that looks like this: 09/02/1977 (mm /dd/yyyy). If you enter 09/02177, it will change to show the year as a four- digit number. Column H : Form ofTraining This shows the form oftraining provided, i.e., Classroom, Video, Computer Based-CD-ROM , Computer Based-Web Based, etc. Column 1: Cost Enter the dollar amount cost of the course. This should reflect the cost for the individual employee. Column J: Certified This is a drop down box. If the employee was certified as a result of completing the course, the box must say TRUE. If not, the box must say FALSE. Column K: Instructor Enter the name of the in structor, if applicable. Driver Training Reporting If you are using TriP Admin, the spreadsheets will be created automatically by use of the TriP Export function ; by clicking the button marked "Driver Training". The report can then be sent by e-mail to trainingptd@ dot.s tate.nc.us . If you are not a TriP user, simply fill out the spreadsheet using the directions below, and send them to the same e-mail address. Instructions for Spreadsheet Data Entry Note: Be sure to fill the columns out exactly as described. Do NOT move the order of the columns or rows . The data is collected in a specific order so that it can be taken from the spread sheets submitted by each system, compiled and analyzed for the purpose of identifying trends in incidents statewide. If you have any questions, please contact Richard R Jones, Manager, Safety and Training Unit at (919)733-4713, Ext. 241, or at rrjones@ncdot.gov Column A: System Name Fill in the name of your system as it appears on your grant application. Column B : Employee ID Number You must enter the Employee ID number. This is the only way that the database can identify the employee, si nce all of the data is anonymous with regard to the indi vidual s involved in the reported incidents . If you do not enter an employee number, the data cannot be recorded . Do H arn ett Area Rural Transit System 48 101915 HC BOC Page 95 HARTS Safety System Program Plan (SSPP) not use an easily recognizable piece of personal data, such as the employee 's Social Security number, or their birth date. Each employee number must be unique. Be sure to keep track of numbers previously assigned. Develop a system for setting the ID numbers. Column C: Course Name Enter the name of the course, for example, Bloodbome Pathogens, CPR/First Aid, and Defensive Driving. Column D: Issue State Thi s is the state in which the employee 's driver's license is issued. In most cases it will be NC for North Carolina. Use the two-letter USPS code for the state, do not spell out the entire state name (example North Carolina=NC, Tennessee=TN). Column E: Regular Classed? This is a drop down box. If the driver has a regular license (not a Commercial Driver's license), the box must say TRUE. If the driver does not have a regular license, the box must say FALSE. Column F: CDL Classed? This is a drop down box. If the driver has a Commercial Driver's License , the box must say TRUE. Ifthe driver does not have a CDL, the box must say FALSE. Column G: Class Type This is a drop down box that shows the three classes (A, B, or C) of driver 's license (e ither regular or CDL). Make sure that the drop box lists one of the classes. Column H: Date of Birth This shows the date ofbirth of the employee involved in the incident. The field will default to a format that looks like thi s: 09/02/1977 (mm /dd/yyyy). If you enter 09/02/77 , it will change to show the year as a four-digit number. Column 1: Hire Date This shows the employee's date ofhire. This field has the same characteristics as the Date of Birth field. Column J: Position Enter the employee's position (examples: driver, dispatcher, van operator, etc.) Column K: Course Date This shows the date of the course that was held. The field will default to a format that looks like this: 09 /02 /1977 (mm /dd/yyyy). If you enter 09/02/77, it will change to show the year as a four- digit number. Harnett Area Rural Transit System 49 101915 HC BOC Page 96 HARTS Safety System Program Plan (SSPP) Column L: Form of Training This shows the form of training provided , i.e., Classroom, Video, Computer Based-CD-ROM, Computer Based-Web Based , etc. Column M: Certified This is a drop down box. If the driver was certified as a result of completing the course, the box must say TRUE. If not, the box must say FALSE. Column N: Cost Enter the dollar amount cost of the course. This s hould reflect the cost for the individual dri ver. Column 0 : Instructor Enter the name of the instructor, if appl icabl e. Harnett Area Rural Transit System 50 101915 HC BOC Page 97 HARTS Safety System Program Plan (SSPP) RIDE CHECK: DRIVER EVALUATION Date of Evaluation __________ _ Driver's Name _______________________________ _ Vehicle Condition I. D Daily pre-trip inspection complete/documented 2. D Web cutter and emergency triangles are available 3. D Registration and insurance card in vehicle 4. D Driver's license/logs with driver 5. D Vehicle exterior clean 6. D Vehicle interior clean 7. D Dashboard/windshield area clear of all objects 8. D Tie downs properly employed 9. D Tie downs clean/ stowed in box 10. D Seat belts in good working condition 11. D Fire extinguisher is available , serviceable, properly mounted /tagged 12. D First Aid/Bloodborne pathogen kit available in vehicle 13 . D Flash li ght working (if applicable) 14. D Communication s system operable 15. D Chi ld seat used/stowed properly 16. D Daily defect report filled out 17. D Lift operational check 18. D Keeps logs up to date Passenger Reception l. D Confirms identity/destination of passenger 2. D Present at entry door while boarding 3. D Greets passenger in a friendly manner 4. D Uses proper assi stance techniques (What are the driver 's responsibilities?) 5. D Assists passengers to and from the veh icle door if needed 6. D Stops proper distance from curb 7. D A voids use of AM/FM radio 8. D Uses correct ADA language at all time s Performance While Enroute 1. D Driver uses correct posture when driving 2. D Both hands on s teerin g wheel 3. D Appropriate uniform /footwear 4. D Driver and passengers use seatbelts 5. D Driver gets out of vehicle and look s before backing Harnett Area Rural Transit System 51 101915 HC BOC Page 98 HARTS Safety System Program Plan (SSPP) 6. 0 Adjust mirrors before moving vehicle. Keeps eyes moving 7. 0 Signals entry into traffic every time. Leaves himself an out 8. 0 Moves vehicle smoothly while slowing braking and stopping. Make sure they see you 9. 0 Telegraphs use ofbrake or flashers when stopping I 0. 0 Squares comers when turning II. 0 Moves at appropriate speeds for current road conditions 12 . 0 Maintains following distance safety zone (4 seconds) 13. 0 Uses proper caution at intersections 14. 0 Anticipates stale green lights (slows down) 15. 0 Seats passengers properly 16. 0 Stops at all railroad crossings 17. 0 Comes to a complete stop, leaving private property 18. 0 Uses proper lane changing procedure 19 . 0 Stops behind line or plane at intersections 20. 0 Observes proper communication procedures 21. 0 Uses tum signals properly 22. 0 Maintains order in vehicle 23. 0 Maintains scheduled stops and pick-ups 24. 0 A voids unauthorized stops 25. 0 Uses four second distance rule, adds seconds to following distance when dri ving conditions change ... keep safety cushion Passenger Di scharge I. 0 Uses parking brake when de-boarding passengers 2. 0 Stops proper distance from curb. Assist passengers off vehicle (when needed or when passengers request help) 3. 0 Renders adequate assistance to wheelchair passengers 4. 0 Advises Base when leav ing vehicle and upon return to v ehicle 5. 0 Makes sure passenger is safely in s ide of destination before leav ing pro perty 6 . 0 Follows passengers instruction for assistance when needed Comments ----------------------------------------------------------------- Course of Action (required/taken) _____________________________________________ _ Driver's Signature Date Supervisor's Signature Date Harnett Area Rural Transit Sys tem 52 101915 HC BOC Page 99 HARTS Safety System Program Plan (SSPP) RIDE CHECK DRIVER PERFORMANCE EvALUATION EXPLANATION PASSENGER RECEPTION The Driver ... 1. Asks the name of the passenger and the destination before boarding, unless the passenger is a subscription rider. 2. Is available at the door to assist the passenger on or off the vehicle (if needed). 3. Acts courteously, offers help by asking, "may I help" or "how may I help you?" 4. Follows guidance from the passenger, if help is needed. 5. Uses the passenger's instructions to assist in boarding and exiting the vehicle, if needed. 6. Stops the vehicle six (6) inches or four (4) feet from curb to keep passengers from falling off the vehicle as they load and unload. (This depends on the stopping or parking situation.) 7. Uses AM or FM radio only when passengers are not aboard, then only for the news and weather forecast. 8. Uses correct language under ADA guidelines. VEHICLE CONDITION The Driver ... 1. Performs a pre-trip inspection and completely fills out the pre-trip inspection form before starting the firs t run of the day. 2. Ensure registration and insurance cards are current and available. 3. Has driver license in possess ion and current route Jogs on person at all times. 4. Vehicle is clean on exterior. 5. Vehicle is kept clean inside at all times. 6. Nothing is on the dashboard , rear view mirror, or sun visors that could create a hazardous si tuation. 7. Safely attaches tie down straps into floor tracks, and use the four-point tie down on wheelchairs. 8. Removes tie downs from floor after each use. Stores tie down straps in their proper place. 9. Seat belts/tie down straps are not tangled , miss ing or broken. 10. Checks fire extinguisher for serviceability and expiration date. 11. Checks the first aid and Bloodbome Pathogen Kits regularly (PPE) and re-supplies when needed. 12. Ensures web cutter and emergency triangles are available. 13. Checks batteries daily to make sure fla shlight is usable. (If applicable) 14. Tests the two-way radio and/or other communication device for operability. 15. Child seats are placed in vehicle properly and stowed when not in u se. 16. Fills out daily defect report correctly. 17. Keep s logs up to date as trip is completed for each passenger. PERFORMANCE ENROUTE The Driver ... 1. Does not slouch in the seat while driving. Arms are not on or out of the window frame. Harnett Area Rural Tran sit System 53 101915 HC BOC Page 100 HARTS Safety System Program Plan (SSPP) 2. Both hand s are on the steering wheel at the 9 and 3 or the I 0 and 2 position. Gets the big picture. 3. Clothing sho uld be appropriate for job. 4 . Uses seat belt correctly and requires correct use of seat belt for all passengers. 5. Gets out and looks behind ve hicle, for obstacles , before backing. 6. Adjusts mirrors before leaving base (for safety and visibility). Keep eyes moving. 7. Uses signal s for all maneuvers in traffic . Leaves an out. 8. Does not jerk the vehicle when stopping and starting. Uses the brakes without stomping or slamming (stops vehicle smoothly). 9. Presses the brakes slightly to warn tailgaters to s low down or uses flashers when coming to a quick s top. 10. Does not whip around comers. Slows d own to 2 to 5 miles per hour when turning comers. I I. Positions vehicle for proper safe turns. (Squares the comer.) I 2. Does not travel too slow or too fast for conditions on the road or for the posted speed limit. 13. Does not enter intersection without proper caution, uses the four second rule. Keeps safety cushion under control. 14. Slows down when green light has been green for sometime at a distance. 15. Checks mirrors, looks over shoulder, signals, moves into passing lane, signals and returns to proper lane. I 6. Leaves (himself/h ers elf) an out. 17. Signals at proper distance for an intended tum . Cancels signal when maneuver is completed. I 8. Does not allow profanity or misbehavior in the vehicle. 19. Keeps on schedule safely but does not jeopardize safet y for schedule. 20. Only transports passenger on route schedule. No unauthori zed passengers or stops. 2 I. Maintains a safe distance when following some one in all weather conditions. PASSENGER DISCHARGE: The Driver ... 1. Uses parking brake when loading or unloading passengers. 2. Stops the vehicle 6 inches to 4 feet from curb to discharge passengers. Assists passenger off vehicle. 3. Assists all passengers as required. 4. Advises di spatcher of absence from vehicle an d advises dispatcher of return to vehi cle. 5. Does not leave elderly and disabled passengers unattended. Makes sure they are in the hands of caretakers or inside their homes/des tinations before driver leaves the property (case by case judgments). Harnett Area Rural Transit System 54 101915 HC BOC Page 101 HARTS Safety System Program Plan (SSPP) MANAGEMENT REVIEWS TRANSIT SERVICE ASSIST ANT WILL SUBMIT QUARTERLY TRAINING REPORTS TO THE TRANSPORTATION ADVISORY BOARD ALONG WITH MONTHLY SITE VISITS WITH THE SAFETY /TRAINING MANAGER. MANAGEMENT WILL REVIEW THE FOLLOWING PROGRAMS AND/OR DOCUMENTS: • DRIVER TRAINING RECORDS/LOGS COPY CHECKLIST/FORMS USED • WE USE THE NCDOT QUARTERLY SAFETY/INCIDENT REPORTING FORM • RANDOMLY SELECT DRIVERS FILES • CORE TRAINING/RE FRESHER/MANAGER REQUIRED TRAININGS NOTE: REFRESHER TRAINING MUST BE CONDUCTED ANNUALLY (365- DAYS). H arnett Area R ural T ran sit System 55 101915 HC BOC Page 102 HARTS Safety System Program Plan (SSPP) Harnett County SITE VISITS Checklist First Transit Individual Training Records Training Dates Retraining New Hires First Aid Communication Equipment Role of drivers in dispatch function Customer Service Safety Practices Annual Trainings Defensive Driving ADA Emergency Procedures Blood Borne Pathogens Illegal drug Use Record Retention Driver Evaluations Harnett Area Rural Transit System Date: Employee Training Records 56 101915 HC BOC Page 103 HARTS Safety System Program Plan (SSPP) SECTION3 SAFETY DATA ACQUISITION/ANALYSIS Review the attached questionnaire (sections 3.1 thru 3.29) from the Public Transportation Division Standard Operating Procedure SSPP-001, dated ApriJ 17, 2007. Ensure that you address all of the applicable areas listed. Harnett Area Rural Tran sit Sys tem 57 101915 HC BOC Page 104 HARTS Safety System Program Plan (SSPP) SAFETY DATA ACQUISITION/ANALYSIS DESCRIPTION OF ELEMENT Understanding safety data is an important step toward allocating important resources to implement safety program elements. Safety data relative to transit prov ider operations can be used to determine safety trends in system operation. The data include information gathered from within the system on safety-related events such as passenger injuries or claims, employee injuries, accidents, incidents, and preventability. Driver reports (sometimes called logs) can be an important source of safety problems, such as dangerous stop locations, problems with vehicle equipment, safety problems with the route , and other issues. The data is useful in a formal hazard identification and resolution process to help identify hazards before they cause accidents. The data may also help improve system performance, not only in respect to safety, but also in overall delivery of service to the riding public. In addition, trend analyses of safety data can help determine the effectiveness of safety initiatives that have been implemented. A. One of the most important services the safety unit provides for the transit organization is the collection , maintenance, and distribution of safety data relative to system operation. • Includes information gathered from within the system on various operating events relative to safety. B. Analysis of this system specific data can be used to determine trends and patterns in system operation. C. Used as part of the Hazard Resolution Process, data collection and analysi s can be used to identify hazards before they cause accidents. • This i s done by techniques such as trend analysis and thus become a vital component of efforts to improve system performance, not only in respect to safety but also in overall delivery of service to the riding public. D . The responsibilities for providing, receiving, processing and analyz ing data should be listed here and can be general or specific, based on the needs of the transit system. H arnett Area Rura l Tra ns it System 58 101915 HC BOC Page 105 HARTS Safety System Program Plan (SSPP) SYSTEM SAFETY PLAN PURPOSE A System Safety Plan has many beneficial purposes for your employees and passengers. A plan provides: • A documented approach to accomplishing a system safety program. • A means of providing safety policies and procedures to drivers , vehicle maintenance, office and facility personnel. • A way to reduce accidents and injuries through preventative measures. SYSTEM SAFETY OBJECTIVES In the transit environment, when properly applied, system safety: 1. Ensures safety is addressed during system planning, design and construction 2. Provide analysis tools and methodologies to promote safe system operation through the identification of safety hazards and the implementation of technology, procedures , training, and safety devices to resolve these hazards TRANSIT SYSTEM SAFETY PHILOSOPHY NCDOT Safety Philosophy Statements A Safety Philosophy is part of the North Carolina Department of Transportation (NCDOT) mission. North Carolina public transit systems can uphold this mission by acknowledging and implementing the NCDOT safety philosophy statements shown below: •!• All accidents and injuries can be prevented. •!• Management/supervisors are responsible, and will be held accountable, for preventing injuries and occupational illnesses. •!• Occupational safety and health is part of every employee's total job performance. •!• Working safely is a condition of employment. •!• All workplace hazards can be safeguarded. •!• Training employees to work safely is essential and is the responsibility of management/supervision. •!• Preventing personal injuries and accidents is good business. Harnett Are a Rural Transit System 59 101915 HC BOC Page 106 HARTS Safety System Program Plan (SSPP) SAFETY GOALS As public transportation providers in North Carolina, transit systems should utilize and uphold statewide safety goals. These goals can include: •!• Instilling a safety attitude and a safe work place/customer service environment •!• Establishing a commitment to safety •!• Deve loping and maintaining a comprehensive, structured safety program •!• Developing and maintaining safety standards and procedures •!• Providing formalized safety training •!• Reducing accident and injury rates •!• Selecting equipment that promotes and enhances safety •!• Safeguarding haz ards •!• Making necessary changes in the system to uphold sa fety •!• Establishing an incentive/reward program that rewards safe employee practices •!• Increasing employee safety awareness •!• Applying new research and development in safety efforts •!• Meet NCDOT/PTD minimum training standard Creates a proactive transit safety culture that supports employee safety and safe system operation through motivated compliance with agency rules and procedures and the appropriate use and operation of equipment Harnett Area Rural Trans it System 60 101915 HC BOC Page 107 HARTS Safety System Program Plan (SSPP) SYSTEM SAFETY FUNCTIONS ACTION PLAN This plan lists the actions a system can use in developing and carrying out a safety and emergency response program. When all aspects are implemented , the action plan can help a system to address emergency and fire prevention requirements that will protect people, property and the environment. System Safety Functions of Facilities Manager • Provide training to all employees for their roles in all safety and emergency plans • Conduct quarterly drills to exercise the emergency response plans • Annually conduct emergency rescue from confined space drill • Conduct all other actions required in the system safety plan to implement, develop and maintain an effective Emergency Response Plan System Safety Functions of the Maintenance Manager • Ensure maintenance personnel are trained in the proper procedures for chemical handling and storage procedures, potential ignition sources (such as boilers, gas fired equipOment , welding, etc.) and their control procedures, and the type of fire protection equipment or systems installed to prevent or control ignitions or fires. • Ensure that personnel are properly trained and equipped to carry out safety and emergency plans. • Express responsibility for the maintenance for the maintenance of equipment and systems installed to prevent or control ignitions or fires. The manager is also responsible for the control of fuel source hazards. The manager should have written maintenance procedures available in the Maintenance Office. Overall System Fire Prevention Functions • The entire facility should be protected by an automatic water sprinkler system. Inspection and maintenance procedures are maintained by the maintenance manager. • If smoking is permitted , designated smoking areas are established and regulations are located on bulletin boards throughout the facility. • If welding and hot work are done at the system facility, a fire prevention plan for welding and hot work should be included in the system safety program. • The alarm system s are maintained by the Maintenance Department. Each alarm is tested monthly; supervisors should be notified before the test. Harnett Are a Rural Transit S ys tem 61 101915 HC BOC Page 108 HARTS Safety System Program Plan (SSPP) SAFETY RESPONSIBILITIES-SPECIFIC POSITIONS Transportation Manager and Transit Service Assistant Under the direction of the Transit Manager and Transit Service Assistant: • An active Safety Committee, consisting of department heads and other designated persons, meeting on a scheduled basis. • A thorough and effective Accident Investigation to include reporting and recording procedure, and a written report on actions taken to prevent recurrence of accidents, including action taken against individual violators of safety rules and practices . • A training program for employees and supervisory personnel directly related to avoiding a possible injury or illness in the area of assigned operations. • A periodic audit of all premises, equipment, and, material s so that recommendations can be developed to obtain compliance with established standards. • A communications system established and maintained to ensure that all personnel responsible for safety matters are kept abreast of new standards or procedures published by the Department of Labor. • Specific goals established for the safety program, with progress toward those goals measured on a monthly basis. Copies of monthly progress reports are forwarded to the Director. The seven steps to achieving your safety policy are accomplished through: • A Safety Manual • A Safety Coordinator/Officer • A Safety Committee • Employee Training and Supervision • Employee Safety Meetings • Accident Investigation • Departmental Self-Inspection Management Management will demonstrate support for the safety program through every visible means, including: • Providing a safe and healthful work place. • Providing personal protective equipment as well as machine guards and safety devices commensurate with the state of the art. • Reviewing accident records and accomplishments of the safety program with the Safety Committee. • Evaluating effectiveness of the safety program . • Participating directly and/or indirectly in safety activities as may be required to maintain the enthusiasm and interest off all concerned. • Abiding by Safety rules and regulations when exposed to conditions governed by the rules. Harnett Area Rural Transit System 62 101915 HC BOC Page 109 HARTS Safety System Program Plan (SSPP) • Directing that any flagrant disregard of safety rules and regulations by employees be grounds for dismissal as outlined in Harnett County Personnel Policy. Responsibility The Transit Manager is directly responsible for all safety efforts in the organization. Enthusiasm and faith in the safety program must be such as to maintain the interest and support of all Department Heads and Supervisors. This attitude is reflected down through the Department Heads and Supervisors to the individual workers. The specific accident prevention duties include the following: • Active participation and direction in the planning of details for accident prevention which will bring the best results for all employees. Expansion and adaptation of program and procedures to all departments within the organization. • Demonstrated support of the program through personal participation and through approval of necessary expenditures for such items as personal protective equipment, mechanical guards, good lighting, good ventilation, and other physical improvements to the working environment, as well as expenditures for safety training materials, awards and incentives, etc. • Continuing review of the effectiveness of accident prevention efforts in various sections and departments, with necessary follow-up and bolstering of efforts when required. Safety Coordinator Responsibility/Marie Wynn Implement and administer the safety program. • Maintain records as necessary to comply with laws and objectives of the safety program. These records should include: • Copy of Report oflnjury, illness or Accident • Supervisor's Accident In vestigation Reports • Required OSHA forms • Minutes of all Safety Meetings • Safety Program status reports • Regular Safety Briefings • Submit status reports to Safety Committee • Analyze accident reports and investigations weekly. • Act as Chairperson of the Safety Committee. • Promote "safety awareness "in all employees through stimulating educational training programs. • Compliance with all OSHA, state and local laws, and established safety standards. • Assist Supervisors in all matters pertaining to safety. • Maintain contact with available sources of topical safety information such as American Society of Safety Engineers, National Safety Council, NCALGESCO, NC Department of Labor, and NC Industrial Commission. • Provide training programs for staff and employees • Represent management in the implementation of the Safety Policy. • Recommend immediate corrective action in cases ofhazardous operations. Harnett Area Rural Tra nsit System 63 101915 HC BOC Page 110 HARTS Safety System Program Plan (SSPP) • Submit a copy of Accident/Incident Reports to NCDOT/PTD Safety & Training Unit Supervisors Supervisors are the key persons in the scheme of lo s s control because of the close relationship with the employee and intimate knowledge of operating procedures . Supervisors of each department are charged with the responsibilities of quality and quantity of production within the department, and therefore are responsible for the work conduct of same. Supervisors should be afforded the necessary tools and knowledge to carry out their duties with efficiency and safety. Supervisors should: • Have a thorough knowledge of System Safety Policy. • Provide instruction and training to workers so that they conduct their job in a safe manner. [(See section on Training New Employees)] • Make daily inspections of the department to ensure that no unsafe conditions or unsafe practices exist. • Initiate immediate corrective action where unsafe conditions or practices are found. When a capital expenditure is required to make necessary corrections, a written report shall be submitted to the Agency Administrator/County Manager and the Safety Coordinator. • Properly complete accident reports and investigate all accidents to determine what must be done to prevent recurrence of a similar accident. • Be familiar with procedures that must be followed in cas e of an emergency. • Enforce safety rules and regulations of the organization. • Set a good example for safety by working in a safe manner and encouraging others to do so. Employees To assi st the employee in developing keen "safety awareness" the followin g responsibilities are assigned : • To abide by the safety rules and regulations of the organization. • To regard the safety of fellow workers at all times. • To report any unsafe condition to the Supervisor. • To contribute ideas and suggestions for improving the safety of conditions or procedures to the Supervisor. • To use individual knowledge and influence to prevent accidents. • To attend safety training sessions. • Report accidents and injuries immediately to the on duty supervisor or administrative. H arnett Area Rura l Tran s it Sys tem 64 101915 HC BOC Page 111 HARTS Safety System Program Plan (SSPP) RELATIONSHIP BETWEEN SYSTEM SAFETY AND SYSTEM OPERATIONS Management ofUnsafe Conditions • Eliminate hazards by removing the machines, tool , method, material , or structure that is causing the hazard through appropriate means. Contacting officials of OSHA, or EPA, may be necessary for proper disposal. • Control the hazard by enclosing or guarding the point of hazard at the source. • Train personnel on steps to take when confronted by a hazardous condition and provide procedures to safely avoid the hazard. • Provide and ensure the use of personal protective equipment to shield employees from the hazard. At no time should protective devices or safety practices be set aside to get the job done faster and cheaper. The price paid for such indiscretion may greatly exceed the anticipated gain from the action. Designated Safety Person (Marie Wynn) The Transit Manager or Transit Service Assistant is the individual who is directly responsible for implementing the System Safety Program. It is the basic responsibility of the Manager to plan and conduct safe operations. It is also the duty and responsibility of the Transportation Manager to fully orient and instruct all employees in safe practices and procedures. He or she is expected to be a member of the safety and Accident Review Committee and be in charge of collecting and disseminating safety data. The Transportation Manager and Transit Service Assistant are specifically charged with the following responsibilities for the System Safety Program: • Have full knowledge of all standard and emergency operating procedures; • Perform safety audits of operations; • Ensure that employees make safety a primary concern when on the job; • Actively investigate all incidents and accidents; • Prohibit unsafe conduct and conditions; • Conduct safety meetings which are a vital part of safety atmosphere; • Listen and act upon any safety concerns raised by employees; and • Report to management any safety concerns or possible hazards. Employees It is the responsibility of each employee of the Transit System to abide by all rules and regulations and to comply with all laws pertaining to safety and he alth in the workplace. It is the responsibility of each supervisor of the Transit System to provide explicit instructional and procedural safety training for each employee. Safety becomes a shared responsibility between management and the employee, and working safely is a condition of employment. Employees are required to identify report and correct unsafe conduct and conditions. Under (OSHA) 29 CFR part 191 0; employees have the right to report any unsafe working conditions without being subjected to any retaliation whatsoever. Each employee must be an integral part ofthe SYSTEM SAFETY PROGRAM. H arnett Area Rura l Transit System 65 101915 HC BOC Page 112 HARTS Safety System Program Plan (SSPP) All transit employees are required to attend safety meetings. Safety meetings in vo lv e employees in the Safety Program and are very useful ways of training employees. Safety meetings and committees are u sed to present information , discuss problems and new ideas a nd di scu ss recent accidents and injuries. Safety meetings and commitment shall include, but shall not be limited to, the following: 1. Wearing the prescribed unifonn and safety shoes as required . 2 . Reporting promptly and in writing, to your supervisor, all injuries and illnesses associated with the jobs. 3. Reporting, no matter how slight, all fires , accidental damage to property, hazardous material spills and other emergency occurrences to your supervisor. 4 . Di sposing of all hazardou s materials in an acceptable and lawful manner. 5. Working under the influence of alcohol or illegal drugs is specifically forbidden . Use of prescription drugs, which may affect your alertness or work abilities, shall be reported to your supervisor (49 CFR parts 40, 653 , and 654). 6. Taking care not to abuse tools and equipment, so these items will be in usable condition for as long as possible, as well as ensure they are in the best possible condition while being used. COMPUTER DATA ENTRY SAFETY PROCEDURES The following actions can help to reduce mus cle fatigue and tension while enabling maxi mum performance: • Adjust seat height and backrest angle to fit the user in a seated position. Adjust footres t for proper height and angle. • Screen s should have adjustable height and tilt; screens should be arranged so that they are never higher than eye level for the users. • Position documents roughly perpendicular to the line of sight using a document holder. • Adjust keyboard to fit the operator. Keyboards should be detached in order to allow for positioning. • Always use anti-glare screens. • Users should maintain correct hand and wrist posture when entering data. R epetitive motion illness develops over an extended period of time. Learn work habits that reduce risks and be aware of early symptoms of the illness. • A footstool may be used as a footre s t for petite operators. Harnett Area Rura l Trans it System 66 101915 HC BOC Page 113 HARTS Safety System Program Plan (SSPP) • Frequent work breaks should be taken after continuous work periods requiring more than five hours of screen viewing time , constant rapid muscular action , fixed positions on jobs that are highly repetitive. Office Safety Procedures The following suggestions can help to make your office environment a safe one: • Don't place computers, calculators, or adding machines too close to the edge of the desk or other surfaces. • Machines that tend to move during operation should be fastened down or secured with rubber feet or mats. • Electric office machines should be equipped with three-prong electrical cords. • A void stretching cords between desks or across aisles. • Never store combustible office materials in HV AC closets or electrical rooms. • Do not permit floor coverings to become tripping hazards. • Keep floors clean. Clean up all spills on floors immediately. Pick up papers, pencils, clips and any objects that will cause tripping hazards. • Place wastebaskets where they will not present a tripping hazard. • Never stack anything so high as to obstruct vision. Make sure that stacks are not within 18 inches of ceiling sprinkler heads. • Electrical cords and phone lines should be secured to prevent tripping hazards. • Know where building emergency exits are located. These areas should not be u sed for storage. • File drawers should be closed immediately after use so no one can run into or trip over them. Only one drawer should be opened at a time to prevent the cabinet from falling forward. • Entryway steps should be marked with contrasting colors. • Be sure all electrical equipment is grounded and the cord is in good condition. If a machine is shocking or smoking, unplug it and immediately report the defect. • The use of portable electric, gas or other heating devices is prohibited. • Be cautious as you approach doors that open in your direction. • Slow your pace when approaching a blind comer in a hallway. • Do not run in corridors. • Office tables, chairs, and desks must be maintained in good condition and remain free from sharp comers, projecting edges wobbly legs, etc. • Never use chairs, desks or other furniture as a makeshift ladder. Use a stepladder for climbing but do not use the top two step s. H arnett Area Rural Tran sit Sys tem 67 101915 HC BOC Page 114 HARTS Safety System Program Plan (SSPP) • Do not Jean forward in a roller chair to pick up an object. • Keep the blades of paper cutters closed when not in use. • Never run power cords under carpet or chair pads. SAFE LIFTING PROCEDURES Preserve your back health by using the following lifting strategies: • Before lifting a load, think of other means of moving it using a device that can help you to pull, push or roll the load. • Have firm footing and make sure the standing surface that you are on is not slippery. • Determ ine the best way to hold the load using handles, gripping areas or special lifting tools. Get a firm grip on the load. • Keep yo ur back straight by tucking your chin in. • Tighten your stomach muscles and lift with your legs. • Lift the load slowly. • Hold the load as close to the body as possible; be sure you position the load close to the body before lifting. • D o not twist during yo ur lift or when moving the load. Turn with yo ur feet rather than you r back. • Set the load down gently, using your legs and keeping your back as st raight as possible. • Be sure your fingers are out of the way when putting the load down and when moving the load thro ugh tight spaces. • Ask for help if you need it and use lifting tools and devices whenever they are available. Harnett Area Rural Transit System 68 101915 HC BOC Page 115 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIT SYSTEM Organizational Chart Harnett County Board of Commissioners Harnett County Manager Transportation Advisory Board Administration Support Specialist Transportation Dispatcher Harnett Area Rural Transit System General Services Director Transit Services Manager Data Entry Specialist Transit Services Assistant Transit Driver -PT (32) 69 101915 HC BOC Page 116 HARTS Safety System Program Plan (SSPP) HAZARD IDENTIFICATION AND ANALYSIS METHODOLOGY Hazard Assessment Matrix One way to conduct hazard assessments is to use a "Hazard Assessment Matrix". The Matrix condenses "hazard assessment" into a chart and prioritizes those hazards that are evaluated. Two hazard severity categories are used to designate the magnitude of the "worst case" potential effects of the hazard are as follows: • Category I -Critical Hazard can result in severe injuries or death to passengers, employees, or others who encounter the Transportation System and/or cause major property damage. • Category II -Marginal Hazard can result in minor injury or negligible property damage. After hazards are assessed for their potential severity, they can be examined to determine the probability that they may lead to an accident. As an increase in knowledge about safety is established through the course of the System Safety Program, prior accident information will be factored into the probability analysis if it is appropriate to do so. A Frequent The hazard is likely to cause an accident on a recurrent basis. B Remote An accident is unlikely but possible during the life of the hazard. HAZARD ASSESSMENT MATRIX Frequency of Hazard Categories Occurrence Critical I Marginal II A Frequent IA IIA B Remote IB liB Hazard Risk Index IA Unacceptable or Undesirable (Management Decision Necessary) II A, I B Acceptable with Management Review liB Acceptable without Management Review Harnett Area Rural Transit System 70 101915 HC BOC Page 117 HARTS Safety System Program Plan (SSPP) Hazard Analysis Date o f Haz ard Anal ysis: ______ _ Hazard Risk Index /A /1 A, I B /JB Criteria Unacceptable or Undesirable (Management Decision Necessary) Acceptable with Management Review Acceptable without Management Review Prepared By: ____________________ Date: ______ _ Harnett Area Rur al Tran sit S ys tem 71 101915 HC BOC Page 118 HARTS Safety System Program Plan (SSPP) Policy POTENTIAL WORK SITE HAZARDS IDENTIFICATION A . The designated Supervisor at EACH Employee work site shall identify at least ANNUALLY any potential Occupational Safety or Health Haz ards at that work site. I. Any time a new substance, process, procedure, or piece of equipment is introduced and presents a potential hazard or a hazard is identified during a Safety Inspection, an updated Identification must be completed IMMEDIATELY. B. A copy of the completed Hazards Identification shall be posted at the work site and must be reviewed with any new employee assigned to that work site BEFORE the new employee beings to work and will be recorded in the employee 's training record. A copy of the completed Hazards Identification must also be forwarded to the applicable Program Manager/Director and Safety Officer for review action and for file for follow-up inspections. HAZARDS IDENTIFICATION Work Site Name _________________ (Center/Office) Location ------------------------------- Potential Hazard s Emp_loyee Action to be Followed 1. 2. 3. 4. 5. C ompleted by: ______________ _ Work Site Supervisor Date H arnett Area Rura l Transit S ystem 7 2 101915 HC BOC Page 119 HARTS Safety System Program Plan (SSPP) REVIEW ACTION A. B . 1. 2. 3. 4. 5 . ___ No remediation action possible ___ Remediation to be done Hazard Action Schedule Responsibility C. Comments: ________________________ _ By: ________________ __ Program Manager/Director Date Safety Officer Date FOLLOW-UP ABATEMENT ACTION Abatement Action Date Completed By Hazard Completed 1. 2. 3. Submitted by: _______________ _ Position Date Revi ewed by: ________________ _ Position Date Safety Officer Date Comments : ___________________________ _ H arnett Area Rural Transit Syst em 73 101915 HC BOC Page 120 HARTS Safety System Program Plan (SSPP) BLOODBORNE PATHOGENS/INFECTION CONTROL If a bio-haz ardous spill occurs as part of a vehicular accident, then first aid for injured passengers should be the first priority, along with notification of appropriate medical assistance personnel. Bio-hazardous spills may also occur from an on-vehicle injury without a vehicular accident. Again, first aid provision comes first. Additionally, a hie- hazardous spill may occur as a result of vomiting or Jos s of bladder control, in which case, first aid is normally not necessary. However, anytime the driver does administer first aid , latex gloves and other personal protective equipment should be used. Contaminated items should be care(ullv placed in the designated bio-hazard disposal bag. Following first aid administration , where necessary, the vehicle must be cleared of the spill. The following steps should be followed: 1. Put on a new pair of latex gloves; 2. Contain the spill as best as possible with paper towels and /or solidifying powder 3. Clean up spill with paper towels , or if a so lidifyin g powder is used , use a dustpan and brush. 4. Clean area of spill with the cleaning or decontamination solution and wipe with paper towels and/or fresh solidifying powder. 5. Place all items used to clean spill into bio-hazardous waste disposal bag. 6. If the exterior of the disposal bag has not been contaminated by the spill, then remove both Latex gloves and place them in the disposal bag, and seal the bag. 7. If the exterior of the bio-hazardous waste disposal bag has been contaminated by the spill, sea l the bag and place inside another bag. 8. Upon return to home base or as directed bv managem ent, place the plastic bag(s) into the designated disposal container. 9. Management will have it disposed of by an appropriate medical haza rd di sposal or ganization for proper destruction. 10. Waste is taken to the local Dialysis units to be disposed. a. If after hours or weekends, waste is stored in maintenance area in the proper bags. c. There is no formal agreement at this time. d. After hours/ weekends , waste is stored in the Transit's maintenance facility. Harnett Area Rural Tran sit Sys tem 74 101915 HC BOC Page 121 HARTS Safety System Program Plan (SSPP) Date: ------------------ SAFETY MEETING REPORT (QUARTERLY) Address: ________________________________________________________________ __ Meeting Chairman : -------------------------------------------------------- Attendance should be documented. Other Persons Present: ------------------------------------------------------- Formal Presentation (Name of presenter and topic):----------------------------------- Other Subjects Discussed: -------------------------------------------------- Reports on Weekly Meetings : ------------------------------------------------- Employee s' Comment s/S uggestions: ------------------------------------------- Chairman's Signature ______________________________________________________ __ Harnett Area Rural Transit System 75 101915 HC BOC Page 122 HARTS Safety System Program Plan (SSPP) SAFETY TERMS AND DEFINITIONS ACCIDENT An unforeseen event or occurrence that results in death , injury, or property damage- Syslem Safety Program Training Participanl 's Guide An incident involving a moving vehicle. Includes collisions with another vehicle, object or person (except suicides) and derailment/left roadway. This also includes Personal Casualties incidents on the vehicle and entering/exiting the vehicle. -Fede ral Transit Administration (FTA)-Safety Managem ent Information Statistics (1999 SAMIS Annual Repo rt)(2000) http://transit-safety.volpe.dot.gov/publications/default.asp Occurrence in a sequence of events that produces unintended injury, death or property damage. Accident refers to the event, not the result of the event. -National Safety Council (NSC), National Safety Council Statistics Glossmy [online}(Research & Statistics, 25 July 2000{15 March 2002}); http://www.nsc.org/lrs/glossary.htm HAZARD Any real or potential condition that can cause injury, death or damage to or loss of equipment or property -theoretical condition -identified before an incident actually occurs -FTA -Implementation Guidelines for State Safety Oversight of Rail Fixed Guideway Systems (1996) http://transit-safety.volpe.dot.gov/publications/default.asp INCIDENT RISK An unforeseen event or occurrence which does not necessarily result in death , injury, contact or property damage-FTA -Implementation Guidelines for State Safety Oversight of Rail Fixed Guideway Systems (1996) http://transi t-safety.volpe.dot.go v/publications/default.asp Collisions, personal casualties, derailments/left roadway, fires, and property damage greater than $1 ,000 associated with transit agency revenue vehicles and all transit facilities -FTA-Safety Management Information Statistics (1993 SAMIS Annual Report) (1995) http:/ /tran sit-safety. volpe.d ot.gov/publications/default.asp Probability of an accident multiplied by the consequences of an accident (often in $) - System Safety Program Training Participanl 's Guide Exposure or probable likelihood of a hazard (accident, crisis, emergency or disaster) occurring at a system. Risk is measured in tenns of impact and vulnerability -FTA - Critical Inciden t Management Guidelines (1998) http://transit-safety.volpe.dot.gov/publications/default.asp Harnett Area Rural Transit System 76 101915 HC BOC Page 123 HARTS Safety System Program Plan (SSPP) SAFETY Freedom from those conditions that can cause death , injury, occupational illness, damage to or loss of equipment or property, or damage to the environment -Military Standard 882 -D Freedom from danger -FTA -Implemen tation Guidelines for State Safety Oversig ht of Rail Fixed Guideway Systems (1996) http://transit-safety.volpe.dot.gov/publications/default.asp SECURITY Precautions taken to guard against crime, attack , sabotage, espionage, etc. -The L earning Netwo rk, In c., A -Z Dictionary [onlin e} (2000-2002[15 March 2002}) http://www.infoplease.com Freedom from intentional danger-FTA -Implementation Guidelines/or State Safety Overs ight of Rail Fixed Guideway Systems (1996) http://transit-safety.volpe.dot.gov/publications/default.asp SYSTEM SECURITY All activities associated with providing security to transit patrons and securing transit property including supervision and clerical support. Includes patrolling revenue vehicles and passenger facilities during revenue operations; patrolling and controlling access to yards, buildings and structures; monitoring security devices; and, reporting security breaches-US Department ofTransportation, Bureau of Transportation Statistics, Transportation Expressions [onlin e}(l996[15 March 2002}) http ://www.bts.gov/btsprod/expr/expsearch.html Harnett Area Rural Transit System 77 101915 HC BOC Page 124 H ARTS Safety System Program Plan (SSPP) Harnett County SITE VISITS Checklist First Transit Accidents See quarterly Safety/i nci dent report Avoidable Unavoidable Trends Vandalism Vehicles Building Total Accidents/incident crimes, etc Passenger Complaints Safety Security Meetings Harnett Area Rural Tran sit System Date : Safety Data Acquisition/ Analysis 78 101915 HC BOC Page 125 HARTS Safety System Program Plan (SSPP) MANAGEMENT REVIEWS TRANSIT MANAGER OR TRANSIT SERVICE ASSIST ANT WILL ATTEND MONTHLY SAFETY MEETING WITH THE COUNTY RISK MANAGER ALONG WITH QUARTERLY/MONTHLY SITE VISITS WITH THE SAFETY /TRAINING MANAGER. MANAGEMENT WILL REVIEW THE FOLLOWING PROGRAMS AND/OR DOCUMENTS: • Facility Report • Accident/Incident Reports • Safety/Security Meeting agenda/minutes H arne tt Area R ura l Transit S ys tem 79 101915 HC BOC Page 126 HARTS Safety System Program Plan (SSPP) SECTION 4 DRUG AND ALCOHOL ABUSE PROGRAMS (See Appendix B, Harnett County Drug and Alcohol Policy) Harnett Area Rural Transit System 80 101915 HC BOC Page 127 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIST SYSTEM POLICY MEETS THE DRUG AND ALCOHOL POLICY REQUIREMENTS OF NCDOT DRUG AND ALCOHOL POLICY Purpose To establish guidelines that ensures a safe, healthy and productive drug-free work environment for the employees of the Agency. Scope This policy affects and applies to all Harnett Area Rural Transit System employees. Policy Employees under the influence of a drug or alcohol while on the job poses serious safety and health risks to the user and to co-workers. Therefore, the Harnett Area Rural Transit System has established the following policy to ensure a drug-free work environment: Harnett Area Rural Transit System has zero tolerance for the use of alcohol, illegal substances, or the misuse of prescription medications during work hours or the presence of these substances in the body during work hours regardless of when consumed. Drug and alcohol tests may be administered pre-employment, re-entry, post accident, for causes or random. A positive test result is any amount of alcohol or illegal substance as revealed by the test. The medical Review Officer will make th e final decision as to a positive or negative test result. A positive test result will result in immediate termination . Alternate types of tests may be conducted when two or more tests within twelve months are found to be inclusive or a situation warrants such tests . Failure to submit to a drug/alcohol test when requested or leaving the test site without completing the test is grounds for immediate termination. Other behaviors will be considered a refusal; tampering with the specimen or not reporting for a drug tes t without a valid reason immediately following an accident. An ongoing dru g free awareness program to inform employees has been established and begins with their initial agency orientation then continues on an annual basis. All employees will receive 1 hour of substance abuse awareness education as presented by a Substance Abuse Professional. All supervisory personnel will receive 1 hour of substance abuse awareness education and 1 hour of training on the physical, behavioral , speech, and performance indicators of probable alcohol misuse as presented by a Substance Abuse Professional. Each employee will sign a statement of understanding that, as a condition of employment under grants providing funding for his/her position, the employee will abide by the terms of the drug free workplace statement and notify Harnett Area Rural Transit System in writing of his/her conviction for a violation of a criminal drug statue occurring in the workplace no later than five calendar days after such a conviction. H arnett Area Rura l T ransit System 81 101915 HC BOC Page 128 HARTS Safety System Program Plan (SSPP) An employee may voluntarily come forward and ask for rehabilitati on counseling. He/she would be suspended without pay until a Substance Abuse Professional could certify that the employee is fit to return to duty. Any employee with a substance abuse problem is encouraged to seek help through the Agency Employee Assistance Program. Administration The County Safety Officer will administer this policy. Drug and Alcohol Program "Prevention of Alcohol Misuse and Prohibited Drug Use in Transit Operations," as implemented by 49 CFR Part 655 (August 2001), as amended, and to be read in conjunction with 49 CFR Part 40 , requires all subrecipients receiving Federal Transit Administration funds under Capital Grant, Urbanized Area Formula Grant , or Non-Urbanized Area Formula Grant Programs to have a drug and alcohol testing program in place for all safety sensitive employees . In add iti on, the U.S. Department ofTransportation has issued 49 CFR Part 40, "Procedures for Transportation Workpla ce Drug and Alcohol Testing Programs," which prescribes testing methods to be followed. Certification must be signed by the sub recipi ent's governing board or other authorized individual or body in compliance with the above. Fai lure to certify compliance with the drug and alcohol rules will result in jeopardizing federal funding from FT A. In addition , an FT A grant recipient is subject to criminal sanctions and fines for false statements or misrepresentation under Section 1001 of Title 18 of the U.S. Code. Drug and Alcohol Regulations NCDOT subrecipients of specific Federal Transit Administration (FT A) funding must establish and maintain a Drug and Alcohol Testing Program in accordance with 49 CFR §6 55 , and in consonance with 49 CFR Part 40. To ensure compliance with FT A Drug and Alcohol Testing Program requirements public transportation providers must: • Establish an anti-drug use and alcoho l misuse program as outlined m 49 CFR § 655.11 -12 ; • Establish an education and training program for all covered employees as outlined in 49 CFR § 655.14; • Establish and provide written notice to every covered employee, of the employer's anti-drug and alcohol misuse program policy, in accordance with 49 CFR § 655.15 - 11; • Establish a program that provides testing for prohibited drugs as outl ined in 49 CFR § 655.21; H arnett Area Rural Transit System 82 101915 HC BOC Page 129 HARTS Safety System Program Plan (SSPP) • Establish a program that provides testing for alcohol as outlined in 49 CFR § 655.31- 35 , and in conjunction with 49 CFR Part 40; • Comply with the testing requirements as detailed in 49 CFR § 655.41-62; • Maintain in a secure location, with controlled access, all records of its anti-drug and alcohol misuse program as detailed in 49 CFR § 655.71 , and in accordance with records di s closure instructions provided in 49 CFR § 655.73; and • Annually prepare, maintain, and electronically complete and submit a Drug and Alcohol Management Information System (DAMIS) Report reflecting the results of its anti-drug and alcohol misuse testing program s performed for the previous calendar year. Transit agencies complete this report electronically. The NCDOT/PTD will provide DAMIS Report preparation instructions, along with a transit agency user ID # and Password to all FTA Section 5311 subrecipients, upon receipt from FT A . To ensure NCDOT subrecipient compliance with FTA mandated Drug and Alcohol Testing Program and the Drug-Free Workplace requirements, the NCDOT: • Periodically reviews each transit agency's Drug and Alcohol Program Policy for compliance; • Conduct on-site visits to review all aspects of each transit agency 's Drug and Alcohol Program that cannot be accomplished via desktop audit , such as compliance with program management requirements, records maintenance and storage review, ensuring that all applicable Drug and Alcohol Program regulations are readily available, reviewing documentation of employee training, collector compliance with regulations, and reviewing any other program compliance requirements ; • Provide technical assistance in all matters pertaining to transit agency Drug and Alcohol Program management as requested , or deemed to be appropriate; • Provide employee/superv isor training, such as "Reasonable Suspicion Referral for Supervisors" and other program related training as available/required ; • Monitor transit agency Drug and Alcohol program management activities vta accessing and reviewing the 3rd Party Administrator (TPA) Website; • Monitor collection sites for compliance with FTA Drug and Alcohol Tes ting Program requirements; • Coordinate efforts that would eventually allow individual transit agencies to review their Drug and Alcohol Testing Program activities via accessing the current TPA website; • Collect, compile, and review all data necessary to va lidate each transit agency's Drug and Alcohol Management Information System (DAMIS) Report. Each transit agency H arn ett Area Rural Transit System 83 101915 HC BOC Page 130 HARTS Safety System Program Plan (SSPP) prepares this report electronically. The NCDOT reviews each report and then electronically forwards the data to FTA prior to March 15 of each year. Drug-Free Workplace Act The Drug-Free Workplace Act of 1988, as well as Section 44-107-30, S.C. Code of Laws (1976), as amended, requires all grantees receiving grants from any state agency to certify they wi ll maintain a drug-free workplace. CONTRACTOR WILL SUBMIT QUARTERLY DRUG AND ALCOHOL REPORTS TO THE COUNTY ALONG WITH PERIODIC SITE VISITS WITH MAINTENANCE AND STORAGE REVIEW WITH THE SAFETY/TRAINING MANAGER. MANAGEMENT REVIEWS MANAGEMENT WILL REVIEW THE FOLLOWING PROGRAMS AND/OR DOCUMENTS: • DRUG AND ALCOHOL TEST TAKEN o # OF POSITIVES o #OF NEGATIVES o TESTTYPES o TESTRATIO • MIS REPORT TEMPLATE WILL BE USED. Harnett Area Rural Transit System 84 101915 HC BOC Page 131 HARTS Safety System Program Plan (SSPP) SECTION 5 VEHICLE MAINTENANCE Harnett Area Rural Transit System 85 101915 HC BOC Page 132 HARTS Safety System Program Plan (SSPP) Transit Vehicle Preventive Maintenance Plan Review the attached questionnaire (section 5.1 thru 5.24) from the Public Transportation Division Standard Operating Procedure SSPP-001, dated April17, 2007 . Ensure that y ou address all of the applicable areas listed . Ha rn ett Area Rural T ran sit Sys t em 8 6 101915 HC BOC Page 133 HARTS Safety System Program Plan (SSPP) April 17 , 2007 TO: Community Transportation Systems FROM: NCDOT/PTD SUBJECT: Maintenance Plan Recipients must keep Federally-funded equipment and facilities in good operating order. Recipients must have a written maintenance plan. The maintenance plan should identify the goals and objectives of a maintenance program, which may include vehicle life, frequency of road calls, maintenance costs compared to total operating costs, etc. The maintenance program should also establish the means by which such goals and objectives will be obtained . At a minimum, the plan should designate the specific goals and objectives of the program for preventive maintenance inspections, servicing, washing, defect reporting, maintenance-related mechanical failures, warranty recovery, vehicle service life, and vehicle records. The program must address the particular maintenance cycles for each capital item. Recipients must have records showing when periodic maintenance inspections have been conducted on vehicles and equipment. Include information showing that the periodic maintenance program meets at least minimum requirements of the manufacturer. Maintenance of ADA elements may be incorporated in the regular maintenance plan or addressed separately. At a minimum , the grantee must demonstrate that such features as lifts, elevators, ramps, securement devices, signage, and communications equipment are maintained and operational. The recipient is required to develop a system of maintenance checks for lifts on non-rail vehicles to ensure proper operation. Additionally, a recipient is required to remove an accessible van with an inoperable lift from service before the next day, unless no spare vehicles are available to replace that vehicle. When a vehicle with an inoperable lift is operated, the vehicle must not be in service for more than five days. Recipients must keep written maintenance plans and checklist systems, as well as maintenance records for accessible equipment. Recipients are required to maintain systems for recording warranty claims and enforcement of such claims. Recipients should have written warranty recovery procedures. The warranty recovery system should include warranty records and annual summaries of warranty claims submitted. Federally funded equipment needs to be maintained whether operated directly by a recipient or by a third-party contractor. When a recipient has contracted out a portion of its operation, a maintenance plan for Federally-funded equipment should be in existence and be treated similarly to a recipient-operated service. In those cases, the third-party contractor must have in place a system to monitor the maintenance of federally funded equipment. Harnett Area Rural Transit System 87 101915 HC BOC Page 134 HARTS Safety System Program Plan (SSPP) PREVENTIVE MAINTENANCE STANDARDS All vehicles, wheelchair lifts and associated equipment, system owned or operating under contract with the system, is placed on a comprehensive preventive maintenance program for the purpose of increasing safety and reducing operational costs. The Preventive Maintenance Plan should consist of: • Making preventive maintenance arrangements • Conducting a Pre/Post-Trip Inspection course for driver • Completing a corresponding inspection checklist • Utilizing AssetWORKS Fleet Management Program to document, schedule and track equipment maintenance • Maintaining maintenance record on file for each vehicle • Completing statistical reporting • Reporting common problems • Utilizing manufacturers Preventive Maintenance Guidelines Manual • Keeping all maintenance records for the life of the vehicle to include three (3) years after disposition *Note: The Preventive Maintenance Program has been developed for the purpose of safety, reliability and vehicle use longevity. The guidelines are not designed to interfere with or violate the Manufacturer's Warranty Maintenance Schedule. MAINTENANCE RECORDS Harnett Area Rural Transit System w ill retain all records pertaining to maintenance, service, warranty and other documents as required for vehicles, wheelchair lifts and associated equipment. The records will be maintained for at least the life of the vehicle which includes three (3) years after the vehicle's disposal. Maintenance Records Include: • AssetWORKS Fleet Management Program documentation • Documents showing vehicle identity • Documents showing vehicle, wheelchair lift and associated equipment completed maintenance and inspection dates • Documents showing mileage • Documents identifying the contractor that provides non -owned vehicles • Documents showing maintenance contractors' names and addresses • Vehicle Accident Reports • A copy of the document notifying NCDOT of a fatal accident by the close ofbusiness or the end of the working day • A copy of the document notifying NCDOT within 24 hours of a fatal death that occurs within 30 days as a result of an accident • Documents that report to N CDOT within 48 hours all accidents/incidents H arnett Area Rural Transit System 88 101915 HC BOC Page 135 HARTS Safety System Program Plan (SSPP) • D o cuments showing completion of the driver's daily Pre/Post-Trip Inspection Checklists* * maintain the previous (5) years (Ref: 49 CFR 18.42) ANNUAL PTMS INSPECTION Form must be completed and maintained with vehicle maintenance records. Date: ----------------------------------------- Vehicle: --------------------------------------- Wheelchair Lift Cycle Reading: ______________ ___ Odometer Reading: ----------------------------- Inspector: ------------------------------------- Inspection Key For Each Item OK =OK "X"= Adjusted "0"= Repairs Are Necessary For Each "0" Give an Explanation Body ___ Check windshield and other glass for cracks/damage ___ Check wheels for cracks/damage ___ Interior and exterior decal s, signs, numbers (ex: railroad crossing, no tum on red , etc ... ) ___ Body damage ___ Destination signs for proper operation (Front, Rear, Back) ___ General physical condition of the vehicle ___ System name completely spelled out (1 0 ' letters) and condition ___ Sign identi fy ing the vehicle as "Available for Public Use" if required Harnett Area Rural Tran s it Syst em 8 9 101915 HC BOC Page 136 HARTS Safety System Program Plan (SSPP) HARTS VEHICLES Preventive maintenance is a term used to describe the performance of regularly scheduled maintenance procedures of a vehicle to prevent the possibility of malfunctions. HARTS will maintain a! vehicles and wheelchair lifts in the best possible operational condition. This will be accomplished by adhering to and/or exceeding the manufacturer's recommended minimum maintenance requirements. MAINTENANCE Each HARTS vehicle is assigned a number by the Transit Service Manager which is affixed to each vehicle in a visible location. Every HARTS dri ver is responsible for ensuring that periodic maintenance is performed on their assigned vehicle. The transit driver will indicate on the Pre-Trip Inspection Form when the vehicle is within 500 miles of the next scheduled service. The Transit Service Manager or Assistant will also contact the driver when the system software flag s a vehicle that is within 500 miles of the 5,000 mile routine service interval. All requests for service must be forwarded to the Assistant Transit Manager. Repairs other than scheduled maintenance must be submitted on a Maintenance Repair Reques t Form. A copy of the form must be taken to the Harnett County Garage with the v ehicle and a copy put in the driver 's vehicle and once repairs are made the Assistant Transit Manager will receive a copy of the work order form' In the event of a mechanical failure while the vehicle is in serv ice , the driver will radio the Transit Manager or Assistant Transit Manager to report they have a problem with their vehicle. If the Transit Manager or Assistant Transit Manager are unavailable then the HARTS driver will contact the dispatcher, and the dispatcher will contact the Harnett County Garage during normal business hours . If a vehicle problem occurs after hours then a wrecker serv ice will be contacted. Harnett Area Rura l Tran sit System 90 101915 HC BOC Page 137 HARTS Safety System Program Plan (SSPP) Preventative Maintenance Schedule Be alert and ready to make schedule alterations according to your specific needs. When making alterations , be sure to document any changes and update this list for reference. Regularly Unscheduled Every Year Every 2 Years Wash vehicle interior and exterior -determine need by the amount of use and road conditions. (Salt used for clearing roads and chloride compounds used to control dust on unpaved roads may require more frequent washes. Clean the windshield wiper blades as required. Replace: • Alternator • Starter motor • Windshield wiper motor • Windshield wiper blades • Exhaust components: muffler, manifolds , pipes, hangers and clamps, headlamps, tum signal bulbs, brake lights and marker lights. • Vehicle interior fittings, seat materials • Wheelchair lift components • Wheelchair restraint components Flush radiator Replace coolant Service air conditioner Replace all hoses; more often if neces sary. Replace battery. H arnett Area Rural Transit System 91 101915 HC BOC Page 138 HARTS Safety System Program Plan (SSPP) I Mileage Specific In dusty areas, the air filter should be replaced every 10 ,000 miles. ** PVC va lue and brake pad replacements and engine tune-ups may need to be perfonned more often than suggested in thi s schedule. 5,000 10 ,000 15,000 20,000 25,000 30,000 35,000 40 ,000 45 ,000 50 ,000 48,000 55 ,000 60,000 Change oil, oil filter, lubricate steering linkage, and rotate tires. Change oil, oil filter , lubricate steering linkage, rotate tire. Change oil , oil filter, fuel filter , air filter , change rear axle fluid, inspect brake linings , drain and refill automatic transmission fluid , replace filter and adjust bands and PCV valve , lubricate chassis, rotate tires , lubricate steering linkage. Change oil, oil filter, fuel , lubricate chassis, rotate tire, inspect front wheel bearings, lubricate. Change oil, oil filter, lubricate chassis, rotate tire. Drain and refill automatic transmission fluid, replace engine oil filter. Change rear axle fluid , inspect brake linings , and lubricate steering. Linkage and rotate tires. Change oil , oil filter, air filter*, PCV valve**, spark plugs, rotate tires, inspect drive belts, adjust belt tension, replace engine oil filter , lubricate steering linkage, and rotate tires . Change oil, oil filter, fuel filter , lubricate chassis, and rotate tires. Change oil, oil filter, lubricate steering linkage, rotate tires, drain and refill automatic transmission fluid , change rear axle fluid , inspect brake lining s. Change oil, oil filter, lubricate steering linkage, and rotate tires. Change oil, oil filter , air filter* and PCV valve**, inspect front wheel bearings, lubricate steering linkage, rotate tires , lubricate front suspension joints, lubricate brake booster bell crank. Change oil , oil filter , lubricate steering linkage, rotate tires, drain and refill automatic transmission fluid , replace filter, adjust bands. Change oil, oil filter , lubricate steering linkage, and rotate tires, flush and replace engine coolant, drain and refill automatic transmission fluid, replace filter, adjust bands. Change oil, oil filter, replace engine oil filter, air filter* PCV valve**, Harnett Area Rural Transit System 92 101915 HC BOC Page 139 HARTS Safety System Program Plan (SSPP) 65 ,000 69,000 70,000 75 ,000 80,000 85 ,000 90,000 95 ,000 100,000 105 ,000 110,000 replace spark plugs, lubricate steering linkage, drain and refill automatic transmission fluid , replace filter and adjust banks , replace ignition cables, change rear axle fluid , lubricate brake booster bellcrank pivot, inspect brake linings , inspect Auto Tension Drive Belt and replace if required, rotate tires. Change oil , oil filter, fuel filter (if diesel), lubricate steering linkage, rotate tires , lubricate front suspension ball joints, inspect front wheel ball joints clean and replace if necessary and rotate tires . Change oil , oil filter, fuel filter (if diesel), lubricate steering linkage, rotate tires. Change oil , oil filter , rear axle fluid , lubricate steering linkage, drain and refill automatic transmission fluid , replace filter and adjust bands, inspect brake linings, fuel filter (if diesel). Change oil, oil filter , inspect engine air cleaner element, replace if necessary, lubricate brake booster bellcrank pivot, inspect Auto Tension Drive Belt, lubricates steering linkage, and rotates tires. Change oil, oil filter, lubricate steering linkage, and rotate tires, flu sh and replace engine coolant if it has been 30,000 miles since la st change. Change oil, oil filter , lubricate steering linkage, rotate tires, drain and refill automatic transmi ssion fluid , change rear axle fluid , inspect brake linings, fuel filter (if diesel), lubricate steering linkage. Change oil , oil filter, air filter*, PCV valve**, lubricate steering linkage, lubricate brake booster bellcrank pivot, inspect front wheel bearings, lubricate front suspension ball joints, and rotate tires. Change oil, oil filter, fuel filter, lubricate steering linkage, and rotate tires , change rear axle fluid , drain and refill automatic transmission fluid , replace filter and adjust band s, inspect brake linings. Change oil, oil filter, lubricate steering linkage, and rotate tire s . Change oil, oil filter , inspect engine air cleaner element, lubricate brake booster bellcrank pivot, inspect Auto Tension Drive Belt, lubricate steering linkage. Change oil , oil filter, lubricate steering linkage, rotate tire s, in spect brake linings , drain and refill automatic transmission fluid, replace filter, adjust bands, change rear axle fluid , flush and replace engine coolant if 30,000 H arnett Area Rural Transit S ys tem 93 101915 HC BOC Page 140 HARTS Safety System Program Plan (SSPP) 115 ,000 120,000 miles since last change, lubricate front su spension ball joints, inspect ball wheel bearings. Change oil , oil filter, fuel filter (if diesel ), lub ricate steering linkage, ro tate tires. Change oil , oil filter, rear axle fluid , inspect engine air cleaner element, replace ignition cables, check PCV valve, lubricate steering linkage, inspect Auto Tension Drive Belt and replace if required, drain and refill automatic transmission fluid , replace filter and adjust bands, lubricate brake booster bellcrank pi vot, Inspect brake linings . Harnett Area Rural Transit Sys tem 94 101915 HC BOC Page 141 HARTS Safety System Program Plan (SSPP) Lift Equipped Vehicles Lift Maintenance and Lubrication Schedule Proper maintenance is necessary to ensure safe, trouble-free operation. Inspecting the lift for any wear, damage or other abnormal conditions should be a part of all transit agencies ' daily service program. Simple inspections can detect potential problems. The maintenance and lubrication procedures specified in this schedule must be performed by a Braun authorized service representative every 750 cycles. Braun dual parallel arm lifts are equipped with hardened pins and self-lubricating bushings to decrease wear, provide smooth operation and extend the service life ofthe lift. When servicing the lift at the recommended intervals, inspection and lubrication procedures specified in the previous sections should be repeated. Clean the components and the surrounding area before applying lubricants. LPS2 General Purpose Penetrating Oil is recommended where Light Oil is called out. Use of improper lubricants can attract dirt or other contaminants which could result in wear or damage to the components. Platform components exposed to contaminants when lowered to the ground may require extra attention. Lift components requiring grease are lubricated during assembly procedures. When these components are replaced, grease must be applied during installation procedures. Specified lubricants are available from The Braun Corporation (part numbers provided above) All listed inspection, lubrication and maintenance procedures should be repeated at "750 cycle" intervals following the scheduled "4500 Cycles" maintenance. These intervals are a general guideline for scheduling maintenance procedures and will vary according to lift use and conditions. Lifts exposed to severe conditions (weather, environment, contamination, heavy usage, etc.) may require inspection and maintenance procedures to be performed more often than specified. Maintenance Indicator: The Lift Ready green LED mounted on top of the pump cover will begin to blink after every 750 cycles. The blinking LED will not affect the functions of the lift, but is a reminder to complete necessary maintenance and lubrication. Once the lift has been serviced, fully stow the lift. Once stowed, press the UP button on the hand pendant and the Floor Level Set button on the back side of the pump cover until the Lift Ready green LED stops blinking. Discontinue lift use immediately if maintenance and lubrication procedures are not properly performed, or if there is any sign ofwear, damage or improper operation. Contact your sales representative or call The Braun Corporation at 1-800-THE LIFT®. One of our national Product Support representatives will direct you to an authorized service technician who will inspect your lift . Outer barrier pivot bearings (2) outer barrier latch pivot point Outer barrier latch slot Harnett Area Rural Transit System 95 101915 HC BOC Page 142 HARTS Safety System Program Plan (SSPP) 750 Outer barrier lever bearings (2) Cycles Lift-Tite"' latches (tower pivot points -2) Lift-Tite'" latch gas (dampening) spring pivot points (2 springs-4 points) Inspect Lift-The"' latches and gas springs for wear or damage (bent, deformed or misaligned), positiv e securement (external snap rings) and proper operation Inspect outer barrier for proper operation Inspect outer barrier latch for proper operation, positive securement, and detached or missing continued spring Apply Light Oil -See Lubrication Diagram Apply Light Oil -See Lubrication Diagram Apply Light Grease to both sides of slot. See Lubrication diagram Apply Light Oil -See Lubrication Diagram Apply Light Oil -See Lubrication Diagram Apply Light Oil -See Lubrication Diagram Re-secure, replace damaged parts or otherwise correct as needed. Note: Apply Light Grease to Lift-The"' latch tower pivot point if replacing latch . Correct or replace damaged parts. Correct or replace damaged parts and/or re-lubricate. See Lubrication Diagram Harnett Area Rura l Tran sit System 96 101915 HC BOC Page 143 HARTS Safety System Program Plan (SSPP) Maintenance and Lubrication Schedule continued Adjust Fold Pressure And Outer See Platform Fold Pressure Adjustment Pressure and Outer Barrier Fold Pressure Verify FMVSS 403 /404 Certification See Certification Checklist Diagnostic 750 Checklist Procedures Cycles Inspect lift for wear, damage or any Correct as needed. abnormal Inspect lift for rattles Correct as needed. Perform all procedures listed in previous section also Apply grease (synthetic) to contact Upper/lower fold arms (2) areas between Upper/lower fold arms. See Lubrication Diagram Apply Light Oil -See Lubrication Platform pivot pin bearings ( 4) Diagram Apply Light Oil -See Lubrication Lower fold arm bearings (8) Diagra m Apply Light Oil -See Lubrication Inner roll stop pivot bearings (2) Diagram Apply Light Oil -See Lubrication Inner roll stop lever bearings (2) Diagram Apply Light Oil -See Lubrication Inner roll stop lever slot (2) Diagram Apply Light Oil -See Lubrication Saddle support bearings (8) Diagram Apply Light Oil -See Lubrication Upper fold arm cam followers (4) Diagram Apply Light Oil -See Lubrication Parallel arm pivot pin bearings (16) Diagram Apply Light Oil -See Lubrication Handrail pivot pins (2) Diagram 1500 Cycles Hydraulic cylinder pivot bushings (8) Apply Light Oil -See Lubrication Diagram Inspect Lift-Tite" latch rollers for wear Correct, replace damaged parts and/or or damage, positive securement and re-lubricate. proper operation (2) Harnett Area Rural Trans it Syste m 97 101915 HC BOC Page 144 HARTS Safety System Program Plan (SSPP) continue continued 1500 Cycles Inspect inner roll stop for: • Wear or damage • Proper operation . Roll sto p shou ld just rest on • Positive securement (both ends) Inspect handrail components for wear or damage, and for proper operation Re-secure, replace or correct as needed . See Plat- form Angle Instructi on s and Platform Floor Level Adjustment. Replace damaged parts. Re-secure, replace or adjust as needed . Inspect micro-switches for securement See Micro-switch Adjustment and proper adjustment Instructions . Make sure lift operates smoothl y Realign towers and vertical arms . Lubricate or correct as needed. Maintenance and Lubrication Schedule Inspect external snap rings: Re-secure or replace if needed. • Lower fold arm (6) • Lift-Tite"' latch (2) • Lift-Tite"' latch roller (2) • Lift-Tite" latch gas (dampening) • Upper fold arm cam followers (4) • Outer barrier hydraulic cylinder • Inner roll stop lever bracket pin s (2) Inspect inner roll s top locks (2) and Replace damaged parts. Apply Light (2) for wear or damage and proper roll stop lock pivot point. Inspect lower fold arm pins (2), axles Replace damaged parts and re-secure (2) and as needed. bearings (8) for wear or damage and Apply Light Oil , se curement Remove pump module cover an d Re-secure, replace or correct as • Hydraulic hose s , fittings and or leaks • Harness cables, wires, terminals and for securement or damage • Control board , circuit breaker, power lights for securement or damage Harnett Area Rural Tran sit System 98 101915 HC BOC Page 145 HARTS Safety System Program Plan (SSPP) 4500 Perform all procedures listed in previous section also Inspect cotter pins on platform pivot pin (2) Hydraulic Fluid (Pump)-Check level. Note: Fluid should be changed if there is visible contamination. Inspect the hydraulic system (cylinder, hoses, fittings, seals, etc.) for leaks if fluid level is low Re-secure, replace or correct as needed Use Braun 32840 -QT (Exxon® Univis HVI 26) hydraulic fluid (do not mix with Dextron III or other hydraulic fluids). Check fluid lowered fully and roll stop unfolded fully. Fill to within 1/2" ofthe bottom of the 1 (neck). Inspect cylinders, fittings and hydraulic connections for wear. dama2:e or leaks Tighten , repair or replace if needed. Inspect outer barrier cylinder hose assembly (hose, fasteners , connections, etc.) for wear, damage or leakage Tighten, repair or replace if needed. Cycles Inspect parallel arms, bearings and pivot Replace if needed. for visible wear or damage continued Inspect parallel ann pivot pin mounting T . ht 1 ·f d d bolts (8) tg en or rep ace 1 nee e . Replace damaged parts and re-secure Inspect platform pivot pins, bearings and as needed. vertical arms for wear, damage and Apply Light Grease during positive reassembly procedures. securement Inspect upper/lower fold arms, saddle, Replace if needed. support and associated pivot pins and bearings for visible wear or damage Inspect gas springs (cylinders -4) for wear or damage, proper operation and tighten, replace or correct as needed Harnett Area Rural Transit System 99 101915 HC BOC Page 146 HARTS Safety System Program Plan (SSPP) Maintenance and Lubrication Schedule continued Perform all procedures listed in Inspect saddle bearing ( 1) and saddle Apply Door-Ease or replace if needed. bearing buttons (2) See Lubrication Diagram. Inspect vertical ann plastic covers Re-secure or replace if needed . 4500 Cycles Inspect power cable Re-secure, repair or replace if needed. Mounting Check to see that the lift is securely anchored to the vehicle and there are no loose bolts, broken welds. or stress fractures. Decals and Anti-skid Replace decals if worn, missing o r illegible. Repeat all previously listed inspection, Consecutive lubrication and maintenance procedures at 750 cycle 750 Cycle Intervals Harnett Area Rural Transit System 100 101915 HC BOC Page 147 HARTS Safety System Program Plan (SSPP) DAILY INSPECTION Pre-trip inspections are crucial to the success ofthe HARTS Preventative Maintenance Program. Each driver will inspect his or her vehicle before leaving the HARTS facilities and complete the Pre-Trip Vehicle In spection Form . The completed checkli st must be submitted to the Safety Coordinator at the end of the week. The Transit Services Assistant/Safety Coordinator will sign the pre-trip inspection form and then file in the vehicle folder. The Transit Services Assistant/Safety Coordinator will review each Pre-trip and Post trip inspection sheets schedule any required or necessary maintenance. (See Section 5 , Pre/Post-trip Checklist) Harnett Area Rural Transit System 101 101915 HC BOC Page 148 HARTS Safety System Program Plan (SSPP) PRE-TRIP INSPECTION Under the Hood Check for problems under the hood at the beginning of yo ur inspection before starting the engine. It is easier and safer when the engine is cool. Check the oil, radiator and battery fluid levels. If low , make a note of it on your inspection checklist. If any fluids are below the safe level , see the mechanic for assistance. Also, check hose s for cracks or possible leaks and belts for any visible damage. Report any wear on the checklist, as soon as it begins to show. Vehicle Interior Since you will need to leave the vehicle compartment while the vehicle is running, it is a goo d idea to put chocks behind the wheels before starting the motor. Begin while seated behind the steering wheel. First, put on the parking brake. Then, tum on the ignition. Check the oil pressure, fuel and alternator gauges. If the oil pressure light stays on or the gauge shows the oil pressure to be dangerously low, tum the motor off until the problem can be corrected. If the alternator or generator light stays on, the battery may not be charging. To guard against th e possibility of becoming stranded along the route by a dead battery, have the problem located and corrected right away. Check the windshield wi pers to make sure they are working and not worn or stripped. H arnett Area Rura l Transi t Sys tem 102 101915 HC BOC Page 149 HARTS Safety System Program Plan (SSPP) Vehicle Exterior Tum on all exterior lights. With the vehicle in park and the emergency brake st ill on, begin the exterior check from the front of the vehicle. During the exterior inspection, be sure to note and report any evidence of fresh damage to the vehicle. Reporting such damage now may save you a lengthy and difficult explanation or report later. Space is provided for you on the D aily Vehicle In spection Checkli st to note and describe any exterior damage . Check the headlights, signal lights, emergency flashers and clearance light s to make sure they are working. (You may need a co-worker 's assistance). Check the left front tire for any signs of road damage or under-inflation. Check the air pressure with an air press ure gauge. Take care to maintain your tires at the recommended pressure. A soft tire is very susceptible to severe road damage. An over-inflated tire causes a bumpier and less comfortable ride , especially for elderly or disabled pa ssengers. C heck the condition of the side marker light. Move to the back of the vehicle and inspect the rear left tire o r du a ls for obvious damage. Check the air pressure with an air pressure gauge. While at the back of the vehicle, check the tail lights, the brake lights, turn signal lights, emergency flashers and any other clearance lights, reflectors o r sign s. (This will require assistance). Make sure they are free of mud and dirt buildup. Carry a rag with you to clean any dirty lights, which may be hard to see even after dark. Check the right rear tire. If there are any other lights or outside sign s for yo ur boarding doors or lifts, make sure they are in place and clean. Next, look under the vehicle. Make sure there are no foreign or unfamiliar objects hanging down or wedged underneath. Harnett Area Rural Transit System 103 101915 HC BOC Page 150 HARTS Safety System Program Plan (SSPP) Also, check to see if there are any puddles or vehicle fluids under the vehicle. If the vehicle is leaking fluid, report it to your supervisor. Move to the front of the vehicle and examine the right front tire in the same manner as the left tire and check the condition of the side marker light. Adjust each of your mirrors so that you can see what you need to see from your normal driving position. When you are adjusting your mirrors, keep in mind what you want to be able to see within your safety zone. Test your hom to make sure it works. Tum the steering wheel gently to make sure it is not loose. Push on the brake pedal. If the tension feels spongy or soft, note this on your checklist. Your brakes may need to be adjusted. Check the blower fan to see if it works so you '11 be able to use the heater, defroster or air conditioner. Check the interior lights. If any lights are not working, note this on your checklist. Note on your checklist anything in the interior of the vehicle that needs attention. Safety Equipment Check your emergency equipment to make sure it is in the right location and in working order. Emergency equipment should include: • A properly charged fire extinguisher • Warning devices such as cones, triangles, flares • A first aid kit • Extra fuses • A flashlight with fresh batteries • Blood Borne Pathogen Kit s Harnett Area Rural Trans it Sys te m 104 101915 HC BOC Page 151 HARTS Safety System Program Plan (SSPP) Look around the inside of your vehicle to make sure it is clean. Clear out trash, debris or loose items. Trash or debri s left in the vehicle can be tossed about by careless passengers and can cause slips, falls and fires. A clean vehicle presents a professional image. Check any special accessibility equipment if your vehicle is so equipped. Examine tie downs for signs of damage or excessive wear. Make sure they can be properly secured to the floor. Check all lifts and ramps by operating them through one complete cycle. Make sure they are functioning properly. (You may have to move the vehicle to ensure proper clearance while performing this part of the inspection.) Make sure all doors and emergency exits are functional and unobstructed. Approved by the Harnett County Advisory Board on this da y of )uLY , 2015 . . Carl Davis Chairm an, Transportation Ad visory Board Harnett Area Rural Transi t System 105 101915 HC BOC Page 152 HARTS Safety System Program Plan (SSPP) PRE-TRJP VEHICLE INSPECTION FORM Date : ____ ! _____ ! ____ _ Fuel added: _________ ,g allo ns Vehicle ID #: Oi l added: quarts V.••teauace Remlaclel' Boa Current Mileage: ___________ _ Maintenance due at: ~~--~~~~~~ (A c cording to Preventativ e Maintenance Schedule) (Mil es) 0 Maintenance due within 500 miles 0 Maintenance past due! Ins pect each item below. If there is not a problem , place a check(s) in the box next to the item . If there is a problem, an item needs maintenance or if damage is found , place an x in the box next to the item and include a description in the space prov ided to the right. UNDER HOOD SAFETY EQUIPMENT: Oil level Fire extinguisher Radiator level First aid kit Battery level Back-up a larm Windshield wash level Rear d oor a larm Engine/hoses/belts Protective Kit EXTERIOR (Bloodbome pathogen) Tires Web cutter Turn sig_na l Headlights WHEELCHAIR LIFT Tail/br ake li ghts D river must run one (I) Windshield wipers full cycle Fresh body damage Floor anchors clean Cleanli ness Manual jack handle INTERJOR Restraint s stored properly Brakes Steering Straps & belts in good Transmission working condition Mirror (adjust) Gauges/instruments Complete operational Control s (equipment) instructions on board Rad io (two-way) Damage/c leanliness All securement sta tions Horn properly equipped Blower fan Time In: --------------Beginning Odometer Reading: ______ _ Time Out: ------------Ending Odometer Reading : ________ _ H arnett Area Rural Transit System 10 6 101915 HC BOC Page 153 HARTS Safety System Program Plan (SSPP) Daily Vehicle Inspection Sheet Checklist Monday Tuesday Wednesday Thursday Friday Saturday Exterior Head Lamps Tail Lights Back-Up Lights Alarm Light s Signals Flashers Plate Light Tires -Press ure Tires-Tread Depth Accessibility Wheelchair Lift Manual Pump Belts -Correc t# Belts -Co ndition Driver's Signature Post-Trip Pu ll -Brakes Poor _Noi sy -Gra b _Emergen cy Ri ght -Pull Lefi Lights Hea d _Tum Signal Interior Dash En trance -TaiVBra ke Noi se Left Front _Ri ght Fro nt Left Rear _Ri ght Rear _Engin e Tran smiss ion No -Engine -O verh eats -Stans Hard Mi sses Sta ll s Power Steering -Hard _Shimmy _Free Play Body _Body Damage _Rear Damage Left Sid e _Ri ght Sid e Interior _Heat ing NC Defr ost Doors Windows Seats --- Floo rs - Mi sce llaneous Radi o Fum es/Odor Accelera ti on Fan -- Immediately Notify Dispatch Of Any Vehicle Emergency Or Maintenance Issue. Note any maintenance needs, damaged items, or safety issues below. 1. 2. Supervisor Review of Maintenance Needs: H arnett Are a Rura l T rans it System Date: 107 101915 HC BOC Page 154 HARTS Safety System Program Plan (SSPP) Maintenance Repair Request Form VAN # MILEAGE -------------------------- 0 Air Conditioner -------------------------------------------- 0 Belts ------------------------------------------------------ 0 Br~es ----------------------------------------------------- 0 Battery ----------------------------------------------------- 0 Oil Change (Last Oil Change Mileage) ---------------------------- 0 Lights --------------------------------------------------- 0 Lift ------------------------------------------------------- 0 Radiator -------------------------------------------------- 0 Transmissions ---------------------------------------------- 0 Tires ------------------------------------------------------ 0 Other: ---------------------------------------------------- Driver: Date in Garage: ---------------- Date: Date out of Garage: ------------- *PLEASE NOTE THE SERVICE NEEDED IN THE SPACE PROVIDED. H arnett Area Rural Transit System 108 101915 HC BOC Page 155 HA R T S Sa f e t y Sy s t e m Pr o g r a m Pl a n (S S P P ) VE H I C L E MA I N T E N A N C E RE C O R D Ve h i c l e Id e n t i f i c a t i o n Nu m b e r : - - - - - - - - - - - - - - - - - - - - - - - - - - Fi s c a l Ye a r Be g i n n i n g I I --- Ma k e /Y ea r : - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - En d i n g _ _ I I ___ _ Mi l e a g e Fu e l Ad d e d Oi l Ad d e d Ma i n t e n a nc e Co s t In Me c h a n i c /C o mpany Out An d Repa i r s Re s p o n s i b l e Ga l . $ Qt s . $ De sc ri p t i o n $ Date Ti m e Date Time To t a l Pa g e s : P ag e : _ _ _ _ _ _ _ _____ _ Ha r n e t t Ar e a Ru r a l T r a n s it Sy s t e m 10 9 101915 HC BOC Page 156 HARTS VEHICLE INFORMA TION VEHICLE PLATE ID YEAR MAKE MODEL VIN NUMBER REMARKS 7903 2007 FORD E-350 LTV 1FTSS34L97DA63917 305878-V INOP 7904 2007 FORD Econoline/LIFT /9 1FTSS34L07DA63918 30580-V 7905 2008 FORD Econoline/LIFT /8 1FTDS34L39DA46025 17614-T 7906 2008 FORD Econoline/LIFT/8 1FT2S34L68DA60605 30588-V 7908 2008 FORD Econoline/LIFT /8 1FT2S34L88DA60606 30544-V 7909 2011 FORD Ecomoline/LIFT /8 1FTDS3ELXBDA98241 79386-T 7911 2010 DODGE Minivan/6 2D4RN4DEOAR270314 43905-V 7912 2010 DODGE Minivan/6 2D4RN4DE9AR270313 23090-T 7913 2006 DODGE Caravan/6 1D4GP24R76B625848 79314-T 7914 2008 DODGE Caravan/6 1D8HN44H68B193848 30589 -V 7916 2009 FORD E-350/14 1FTSS34L39DA85530 44110-V 7917 2009 FORD E-350/14 1FTSS34L99DA85533 44128-V 7918 2009 FORD E-350/14 1FTSS34L6DA40257 44108-V 7919 1994 FORD CUT-A-WAY/LI FT 1F DKE30G8RHB5153 612 92-R INOP 7920 2011 FORD E-350/12 1FTDS3EL5BDB31680 79387-T 7924 1998 FORD CUT-A-WAY/24 1FDXE40SOXHA26596 93291-R 7926 2008 FORD Econoline/14 1FTSS34L98DA63868 44104-V 7927 2006 FORD Econoline/14 1FTSS34L26HB122563 79334-T 7928 2011 FORD E-350 Van/14 1FTDS3EL7BDB31681 79337-T 7929 2007 FORD E-350 Van/14 1FT5S34L28DA63873 44106-V CUT-A- 7934 2006 FORD WAY/LIFT/18 1FDXE45P26DA28313 44102-V 7 935 2013 FORD E-350/LIFT/14 1FDEE3FL4DDA30901 68170-V 7936 2013 FORD E-350/LIFT /14 1FDEE3FLXDDA79083 68209-V 7 937 2014 FORD E-350/12 1FTDS3EL2EDA38703 63252 -V 7938 2014 FORD E-350/12 1FTDS3ELOEDA38702 63256-V 7939 2014 FORD E-350/12 1FTDS3EL9EDA38701 63250-V 7940 2015 FORD E-350/LIFT/8 1FDEE3FLOFDA15668 77872-V 7941 2015 FORD E-350/LIFT/8 1FDEE3FL2FDA15669 77295-V 101915 HC BOC Page 157 HARTS Safety System Program Plan (SSPP) VEHICLE MAINTENANCE/DUTIES Before a dri ver goes on a route, he/she will complete a Daily Vehicle Inspection (See attached pre- trip inspection). The driver should notice the general condition of the vehicle. Look for fresh body damage or if vehicle is leaning to one side. Check the area around and under the vehicle for hazards to vehicle movement (people, other vehicles, trash , objects, low hanging wires or limbs, etc.) 1. Daily Vehicle Inspection Sheet: a. Drivers will completely fill out the Daily Vehicle Inspection. (see attached pre-trip inspection) b. Check the oil level. Oil level indicated on oil stick should read at the "Full " mark. c. Check the radiator level. The radiator cap should be checked for damage. Fluid (antifreeze) should be visible or fill to the neck of radiator. In filling or adding into radiator, use antifreeze only. If adding to the overflow tank , use two parts water to one part antifreeze. d. Check power steering fluid level and hose condition (if so equipped) e. Check windshield washer fluid level. f. Check battery connections and tie downs . g. Check all belts for tightness and excessive wear (alternator, water pump, air compressor) h. Check for leak s in the engine compartment (fuel , coolant, oil, power steering fluid , hydraulic fluid , battery fluid). i. Check for cracked, loose, or worn electrical wiring insulation. CHECK CONDITION OF CONTROLS Check all of the following for looseness, sticking , damage, or improper setting: 1. Steering wheel (not to much free play) 2. Accelerator (gas pedal) 3. Brake controls (foot, parking) 4. Transmission controls 5. Horns 6. Windshield wiper/washer 7. Lights-headlights, dimmer switch, tum signals, and 4-way flashers 8. Check mirrors and windshield-inspect mirrors and windshield for cracks, dirt illegal stickers or other obstructions to vision. Clean and adjust as necessary. Mirrors must be adjusted after drivers have determined their final seating position because a change in driver position usually requires readjustment of mirrors. a. Inside mirror should be adjusted to give driver a view of entire vehicle interior and passengers. b. Outside flat mirrors should be adjusted to give maximum localized vision ofboth sides of the vehicle c. Outside convex mirrors should be adjusted to give maximum localized vision of both sides of the vehicle. Harnett Area Rural Trans it Sys tem (HARTS ) Syste m Safet y Program Plan 11 1 101915 HC BOC Page 158 HARTS Safety System Program Plan (SSPP) CHECK EMERGENCY SAFETY EQUIPMENT The following items are sa fety related equipment and are to be checked daily. 1. First aid kit 2. Three red reflective triangles. 3. Blood Borne Pathogens 4. Properly charged and rated fire extinguisher. 5. List of emergency phone numbers 6. Flares 7. Seat Belt cutter 7. Wheelchair securement devices 9 . Check all shock absorbers condition 10. License plate is clean and secured 11. Taillights clean, operating, and proper color (red, yellow, or amber at rear). Check all lights Tum on headlights (low beam) and four way flashers and get out of the vehicle. 1. Go to the front of the vehicle and check that low beams are on and both of the four-way flashers are working. 2. Push dimmer switch and check that high beams work. 3. Turn off headlights and four-way hazard warning flashers 4. Tum on parking, clearance, and side-marker light s is so equipped. 5. Check both right and left tum signals by doing a walk around inspection. 6. Check brake lights. Interior Always check the interior of the vehicle before driving to ensure rider safety. I. Aisles and stairwells must always be clear. 2. The seats must be safe for riders. All seats must be securely fastened to the vehicle, unless specifically designed for seats that fold up. 3. Always check the emergency door. Never drive with an open or locked emergency exit door. It is unlawful to lock the emergency exit with passengers on board. 4. The following parts of the interior of your vehicle must be in safe working condition. a. All safety belts b . All wheelchair securement devices c. Emergency door exits d. All seats e. Seat belt cutter Exterior I. As you check the outside of the vehicle, close any open emergency exits. 2. All vehicles glass should be clean . 3. Check windshield wiper arms for proper spring tension. Check wiper blades for damage "stiff' rubber and securement. 4. Door latche s or locks must work properly. Hamett Area Rural Trans it System (HARTS ) Sys tem Safety Program Plan 112 101915 HC BOC Page 159 HARTS Safety System Program Plan (SSPP) 5. All wheels-Check the condition of the wheel and rim to see if it's missing , bent, or has broken studs, clamps or lugs , signs of misalignment or lock ring. 6. Check the condition of the tires to see that they are properly inflated, valve stem is OK, no serious cuts, bulges, or tread wear, no fabric should show through the tread wear, no fabric should show through the tread or sidewall. Tires are the same size and type. 7. Check the condition of all suspension (springs , spring hangers, shackles, and u-bolts). Lights and Reflectors I. Parking, clearance, tum signals and identification lights clean, operating and proper color (amber in front). 2. Reflectors clean and proper color (amber in front). To Start Engine 1. Make sure parking brake is applied 2. Driver position-the driver should be positioned to be within reach of all controls and in position for greatest visibility. Driver comfort should also be considered. If necessary, the seat should be adjusted to put the driver in the optimum position. This is the first pre-ignition step, as mirrors and seatbelt Adjustment depend on the driver's position. 3. Seat belt-The driver must use the seat belt. The seat belt should be checked and adjusted to fit snugly across the hips and shoulder. 4. Ensure that the vehicle is in the park position. 5. Start the engine and listen for unusual noises. 6. Check gauges during warm-up period (3-5 minutes) 7. Oil pressure-should come up to normal operating range within seconds after engine is started. 8. Ammeter and /or voltmeter-should be in normal range (s) 9. Coolant temperature-should begin gradual rise to normal operating range 1 0. Engine oil temperature-should begin gradual rise to normal operating range. 11. Warning lights and buzzers-Oil , coolant, charging circuit warning lights should to off within 5-10 seconds after engine is started. 12. Always check fuel gauge! 13. Before placing vehicle in drive, release the parking brake!! Check wheelchair lift equipment Wheelchair lift equipment will always be included during your daily inspections whether or not a wheelchair passenger is listed on your driver manifest. Use the following procedure for checking wheelchair lift Equipment: I. Run the lift through one complete cycle to be sure that the lift is operational before leaving the transit facility. 2. Checked for frayed or damaged lift cables. 3. Carefully inspect the loading equipment. Look for hazardous protrusions, exposed edges, etc. Make sure that all such protrusions are adequately padded. 4. Make sure that any loading apparatus inside the vehicle is secured to the vehicle to prevent movement during normal operation or in the event of an emergency stop, traffic accident or vehicle overturns. 5. Make sure there are a sufficient number of restraining belts in good working order to insure that all Wheelchair passengers can be transported safely. Harn ett Area Rural Trans it System (HARTS ) System Safety Program Plan 113 101915 HC BOC Page 160 HARTS Safety System Program Plan (SSPP) A. Harts must and will ensure that all vehicles meet North Carolina co des for operation and maintenance. All vehicles will be safe and clean. B. Vehicles used by Harts must be properly inspected by the state. C. Harts must and will ensure that adequate insurance is maintained as required by the State of North Carolina on all vehicles used to transport passengers. IF YOU FIND ANYTHING UNSAFE DURING THE PRE-TRIP INSPECTION, IMMEDIATELY REPORT IT TO A SUPERVISOR AND DO NOT DRIVE THE VEHICLE. FEDERAL AND STATE LAWS FORBID OPERATING AN UNSAFE VEHICLE. 0NBOARD SAFETY EQUIPMENT The following items have been placed in all vehicles: Seat Belts -_An adjustable driver's restraining belt that complies with FMVSS 209 (Seat Belt Assemblies) and FMVSS 210 (Seat Belt Anchorages) regulations Fire Extinguisher -Include a fully-charged dry chemical or carbon dioxide fire extinguisher that has at least a 1 A:BC rating and bears the Underwriter's Laboratory, Inc. label. The extinguisher should be accessible and must be securely mounted in a visible place or a clearly marked compartment. Red Reflector-Vehicles should be equipped with three (3) portable red reflector warning devices in compliance with North Carolina Statutes. The triangle case must be mounted to the vehicle. Web Cutter -Must be visible and easily accessible by the vehicle driver. Bloodborne Pathogen Kit -The kit must fully stocked at all times Kit includes disposable gloves for your hands, disinfectant spray for decontamination of any spill, paper towel s for clean up, absorbent powder for clean up, approved bags & containers for proper disposal, dust pan , brush and tongs for handling sharps items, mouth and nose mask and disinfectant towelettes for immediate hand cleaning) First Aid Kit -The kit must fully stock at all times Kit should consist of the following items: Bandage Compress Gauze Pads Triangular Bandages Gauze Bandages Triple Antibiotic Ointment CPR Micro-shield Rescue Breather & Gloves Rescue Blanket Alcohol Wipes Sting, Kill Swabs Instant Cold Pack Sterile Buffered Isotonic Eye was h Kit Adhesive Bandages Adhesive Tape Disposable Gloves Bum Spray Scissors Harn ett Area Rural Tran s it System (H A RTS) Syst e m Sa fe ty Program Pl an 114 101915 HC BOC Page 161 HARTS Safety Sy stem Program Plan (SSPP) SECTION6 SECURITY Review the attached questionnaire (sections 6.1 thru 6 .25) from the Public Transportation Division Standard Operating Procedure SSPP-001, dated April17, 2007. Ensure that you address all of the applicable areas listed. Ha rn ett Area Rura l Transit Sys tem (H ARTS) Syste m Safety Program Pl an 11 5 101915 HC BOC Page 162 HARTS Safety System Program Plan (SSPP) SECURITY Purpose The overall purpose of Harnett County's Transit Security Program is to optimize --within the constraints of time, cost, and operational effectiveness --the level of protection afforded to HARTS ' vehicles, equipment, facilities, passengers, employees, and contractors, and any other individuals who come into contact wi th the system both during nom1al operations and under emergency conditions. The security of passengers and employees is paramount to promoting the objectives ofFTA, NCDOT and there partner organizations in developing a Security Program. HARTS will take all reasonable and prudent actions to minimize the risk associated with intentional acts against passengers, employees and equipment/facilities. To further this objective, HARTS has developed security plans and procedures and emergency response plans and procedures. The plans have been coordinated with local law enforcement and emergency services, which add resses the conduct of exercises in support of their emergency plans, and assessment of critical assets and measures to protect these assets. Goals The Security Program provides HARTS with a security and emergency preparedness capability that will: 1. Ensure that the Security Program 's number one goal is the protection and safety of system employees, passengers, vehicles and equipment. 2. Ensure that security and emergency preparedness are addressed during all phases of system operation, including the hiring and training of agency personnel; the procurement and maintenance of age nc y equipment; th e development agency policies, rules, and procedures; and coordination with local public safety and community emergency planning agencies. 3. Promote analysis tools and methodologies to encourage safe system operation through th e identification , evaluation and resolution of threats and vulnerabilities, and the on- going assessment of agency capabilities and readiness. 4. Create a culture that supports employee s afety, equipment/facility protection and security and safe system operation (d urin g normal and emergency conditions) through motivated compliance w ith agency rules and procedures and the appropriate use and operation of equipment. Objectives In thi s new environment, every threat cannot be identified and resolved , but HARTS can take steps to be more awar e, to better protect passengers, employees, facilities and equipment, and to stand ready to support community needs in response to a major event. To this end, our Security Program has five objectives: Hameu Area Ru ral Tra ns it System (HARTS) System Safety Program Plan 116 101915 HC BOC Page 163 HARTS Safety System Program Plan (SSPP) 1. Achieve a level of security performance and emergency readiness that meets or exceeds our requirements 2. Increase and strengthen community involvement and participation in the safety and security of our system 3. Develop and implement a vulnerability assessment program , and based on the results ofthis program , establish a course of action for improving physical security measures and emergency response capabilities 4. Expand our training program for employees and contractors to address security awareness and emergency management issues 5. Enhance our coordination with NCDOT/PTD regarding security and emergency preparedness issues. FT A TOP 20 SECURITY PROGRAM ACTION ITEMS FOR TRANSIT AGENCIES The following Action items identify the most important elements that transit agencies should incorporate into their System Security Program Plans. These top twenty (2) items are based on good security practices identified through FT A Security Assessments and Technical Assistance provided to the largest transit agencies. Specific information on these elements may be found in FTA 's Transit System Security Program Planning Guide. FTA is working with transit agencies to encourage them to incorporate these practices into their programs. Management and Accountability 1. Written security program and emergency management plans are established. 2 . The security plan is updated to reflect anti-terrorist measures and any current conditions. 3. The security plan is an integrated system security program, including regional coordination with other agencies, security design criteria in procurements and organizational charts for incident command and management systems. 4. The security plan is signed , endorsed and approved by top management. 5. The security program is assigned to a senior level manager. 6. Security responsibilities are defined and delegated from management through to the front line employees. 7. All operations and maintenance supervisor, foreperson s, and managers are held accountable for security is sues under their control. Security Problem Identification 8. A threat and vulnerability assessment resolution process i s established and used. 9. Security sensitive intelligence information sharing is impro ved by joining InfracGuard, the FBI Regional Task Force and the Surface Transportation Intelligence Sharing & Analysis Center (SAC); security information is reported through the National Transit Database (NTD). Harn ett Area Rural Transit System (HARTS) System Sa fet y Program Plan 117 101915 HC BOC Page 164 HARTS Safety System Program Plan (SSPP) Employee Selection I 0. Background investigations are conducted on all new front-line operations and administrative employees (i.e., criminal hi story, motor vehicle records , and credit history). II. Criteria for background investigations are estab li shed. Training 12 . Security orientation or awareness materials are provided to all front-line employees. 13 . Ongoing training programs on safety, security and emergency procedures by work area are provided. 14. Public awareness materials are developed and distributed on a system w ide bas is . Audits and Drills I5. Peri odic a udits of security policies and procedures are conducted. I6. Tabletop and functional drills are least once every six month s and full-s cale exercises, coordinated with regional emergency response providers, are performed at leas t annually. Document Control 17 . Access to documents of security critical sys tems and facilities are controlled. 18. Access to security sensitive documents is controlled. Access Control 19. Background investigations are conductors of contractors or others who require access to security critical facilities, and ID badges are used for all visitors, employees and contractors to control access to key critical facilities. Homeland Security 20. Protocols have been established to res pond to the Office of Homeland Security Threat Advisory Levels. Hamett Area Rural Trans it System (HARTS) Syste m Safety Program Plan 118 101915 HC BOC Page 165 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIT SYSTEM WORKPLACE SECURITY ASSESSMENT FORM Facility (Worksite): ---------------- Location: _____________________ _ Date: ------------------------Inspection No.: __________________ _ Describe the physical layout of the establishment. Indicate its location to other businesses or residences in the area and access to the street. -------------------- Number/gender of employees on-site between 10 p.m. and 5 a.m. ___________ _ Describe nature and frequency of client/customer/passenger/other contact: ________ _ Yes No 0 0 Are cash transactions conducted with the public during working hours ? If yes, how much cash is kept in the cash register or in another place accessible to a robber? Yes No 0 D Is there safe or lock-box on the premises into which cash is deposited? What is the security history of the establishment and environs? ____________ _ What physical security measures are present? __________________ _ Yes No D D Has security training been provided to employees? If so, has the training been effective? Hamet1 Area Ru ra l Tran sit System (HARTS) System Safety Program Plan 119 101915 HC BOC Page 166 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIT SYSTEM Security Incident Recording Form Date of Incident: ______ _ Time of Incident: _____ AM/PM Location: -------------------------------- # ofFatalities: ___ # of Injuries: ___ _ Property Damage Estimate: $ _____ _ Type of Security Incidents: Check all that apply. Homicide 0 Burglary 0 Motor Vehicle Theft 0 Forcible Rape 0 Bombing 0 Chemical or Biological Release 0 Robbery 0 Arson 0 Aggravated Assault 0 Hijacking 0 Bomb Threat 0 Kidnapping 0 Other 0 Description of Incident: Attach law enforcement report(s) if available. Recorded By: ___________________ Date: ________ _ Title: _________________ Phone #: ____________ _ Harn ett Area Rural Transit System (HARTS) System Sa fety Progra m Plan 120 101915 HC BOC Page 167 HARTS Safety System Program Plan (SSPP) Emergency Management Before Disaster Strikes • Develop a workable Plan • Work with colleagues and counterparts in the police department, fire department, health department, public buildings department, and emergency management office to develop a plan that will be successful • Review your plan regularly and update it when your system changes or new threats emerge • Plan for the worst. Determine what you will do if. .. 0 Normal communication system (television, web , radio , telecommunication) are not available 0 Electrical power is cut off 0 There are massive deaths or injuries 0 There are air-borne chemical or biological hazards • Practice, Practice, Practice 0 Conduct regular emergency/disaster drills (not just fire drills) to keep skills sharp and your plan up-to-date 0 Build interagency relationship; every level of transit leadership should personally know his/her counterparts in the agencies and organizations who will be responding to an emergency situation • Some Things that Really Matter 0 Put the resources in place to execute yo ur plan -people, equipment, facilities 0 Identify alternative means of transportation for the transit-using public in case one or more of your primary modes is disabled 0 Radio communication capability is essential because cell phones are not reliable during the emergencies; be sure you have multiple communication system s, in case one or more is inoperative 0 Conduct criminal and credit background checks on every employee 0 Make sure all employee are in uniform and require that they be worn while on duty Emergency Response • Establish Command Central 0 Immediately set up a joint operations center so that your key re sponders can talk to each other face-to-face and make joint decision s • Improvise ! • Be ready and willing to improvise; even a good plan can't anticipate everything In the Aftermath • Communicate with the Public 0 Use your website to communicate your serv ice plans with the public on a real-time basis . 0 Work with local television and radio stations to get information about closings and alternative routes to the public • Restore Public Confidence 0 Increase law enforcement visibility, to reassure the public and deter potential threats 0 Tell people-with brochures, ads, and announcement -how they can help enhance security Harnett Area Rural Trans it System (HARTS) Syst em Safety Program Plan 12 1 101915 HC BOC Page 168 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIT SYSTEM Emergency Evacuation and Fire Prevention Plan Training Date: Location : -------------------------------------------------------- lnstructor: _______________________________ Title: ___________________________ __ Emergency Evacuation Plan Elements Emergency Escape Procedures o Escape Route Assignments o Special Procedures for Perso nnel to Operate Critical Equipment o Procedures to Account for Employees o Special Rescue and Medical Personnel o Employee Training Programs Fire Prevention Plan Elements o Major Workplace Fire Hazards o Fire Prevention Practices o Fire Equipment Maintenance o Means of Reporting Fires and other Emergencies o Alarm Systems o Proper Housekeeping Other Elements o Names and Titles ofEmergency and Fire Pre vention Plan Coordinators o Emergency and Fire Prevention Plan Availability Employees Trained Name/SS# Work Location/Unit Job Title Signature Instructor's Signature: _______________________________________ _ Hamctl Area Rural Trans it System (HARTS) System Safety Prog ram Plan 122 101915 HC BOC Page 169 HARTS Safety System Program Plan (SSPP) External Emergency Plan Notification of Emergency When notice has been received that an event has occurred or the potential of an event occurring, which has or may produce a large number of casualties, the following information should be obtained by the person receiving the information: 1. Name of person making notification and from what telephone number. 2. Location of emergency including address. 3 . Estimated number of casualties. 4. Type of emergency (fire, explosion, plane crash, natural, weather related , etc.). 5. Time call received. 6. Estimated time of emergency event occurrence. The person receiving the call shall then notify the Transit Manager and/or Safety Director. Activation of Emergency Action Plan If the decision is made to implement the External Emergency Plan, the following actions shall be taken: Transit Manager Will: 1. Act under guidance of trained experts when available. 2. Organize the Emergency Action Plan. 3. Assess the s ituation and make appropriate decisions for passenger and employee safety as situation demands. 4. Be responsible for the notification of the "all clear". 5. Provide information for media release. Harnett Area Rurnl Trnns it System (HARTS) System Safety Progrn m Plan 123 101915 HC BOC Page 170 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIT SYSTEM INTERNAL EMERGENCY PLAN Activation of Internal Emergency Plan 1. The Dispatcher should be notified promptly of any promptl y of any emergency situation. 2. Dispatcher will call "911" to notify Harnett County Communications of situation giving as much information as possible. 3. The Dispatcher will keep records of all incoming calls that involve the emergency and relay them to the Transit Manager. 4 . If the Transit Manager implements evacuation, see Evacuation Plan. Transit Manager Will: 1. Initiate Emergency Action Plan if deemed necessary and be the contact at the Emergency Operations Center. (EOC) 2. Provide a means to inform staff of the emergency and provide updates. 3. Provide the news media with information release. 4 . Provide personnel to assist Emergency Operations. 5. Provide agencies with vehicle layouts and/or blueprints of the affected area. Harnett Area Rura l Tra nsit System (HARTS) System Safety Prog ram Pl an 124 101915 HC BOC Page 171 HARTS Safety System Program Plan (SSPP) 80MB THREAT CHECKLIST Questions to Ask Caller: I. When is the bomb going to explode? 2. Where is it right now? 3 . What does it look like? 4. What kind of bomb is it ? 5. What will cause it to explode? 6. Did you (the caller) place the bomb? 7. Why? 8 . What is your address? 9. What is your name? Exact Wording of the Threat: Sex of Caller: M or F Race: ___ _ Age: ____ Length of Call: ____ _ Number at which call is received: read ______________ _ maker Time: Date: --------------- Report Call Immediately to: Cont act Number Contact Name or Title Contact Organization Secondary Contact Info Caller's Voice: Calm __ Angry Excited Slow __ Rapid Soft Loud __ Laughter __ Crying Normal District Slurred Nasa l Stutter __ Lisp __ Rasp __ Deep __ Ragged __ C learing Throat __ Deep Breathing __ Cracking Voice __ Disguised Accent Familiar If voice is familiar, whom did it sound like? Background Sounds: Street noi ses Televis ion Voices __ Factory machinery Animal noi ses Clear __ PASystem Music Static Local House noises __ Long Dis tance Motor Booth __ Office Machinery __ Other Threat Language: __ Well Spoken (Educated) Foul Irrational Incoherent __ Tape d __ Message by threat Remarks: ______________ _ Harnett Area Rural Tran sit System (HARTS) System Safety Program Plan 125 101915 HC BOC Page 172 HARTS Safety System Program Plan (SSPP) Public Transportation Emergency Response MUTUAL AID AGREEMENT Emergency Operations Plan located at the Harnett County website; "www. harnett.org," follow link to Emergency Management. Harnett Area R ura l Trans it Syst em (HARTS) System Safet y Progra m Plan 126 101915 HC BOC Page 173 HARTS Safety System Program Plan (SSPP) Harnett Area Rural Transit System TRANSIT FACILITY CHECKLIST SITE Checklist 1. CONTROL DOOR? a. Are doors locked at night? Who has keys and how are they controlled? c. What non-employees (vendors, etc.) have access to the facility? 2. LIGHTING a. Is yard lit? Approximate % of yard lit: b. Are the number of lights sufficient for drivers' safety in dark? c . Are they automatically turned on at night? 3. LOCK DOWN OF FACILITY a. Does management have a plan for lock down in an emergency? b. Who is responsible for ensuring everything is locked at end of day? c. Is there a list of what persons have keys to the office? d. Are locks re-keyed after an employee is terminated? 4. ACCESS TO BUILDING Yes Yes 25% Yes Yes Yes Yes Yes 50% 75% No No No __ a. Is access to building by key/access card/button control? Key _ Card_ Button __ b . Who is responsible for distribution/control of keys? c. What method is used to keep track of same? (log, memory, etc.) d. What non-Employees (vendors, etc .) have access to building? 6. EMPLOYEE IDENTIFICATION a. Are employees issued photo ID tags? Yes No b. Are ID 's collected from persons leaving company? Yes No c . Are they changed periodically, or dated wi th an expi ration ? Yes No Harnett Area Rural Trans it Syst em (HARTS) System Safet y Program Pl an 127 No No No No 101915 HC BOC Page 174 HARTS Safety System Program Plan (SSPP) 7. COMPUTER SECURITY a. Do they have key locks for entry into hard drives? b . Are passwords used for access? c . Has management been instructed to be aware of activity 8. ACCESS TO KEYS OF Veh icles a. Do drivers have their own keys to their buses all the time (take home)? b. Are all/most vehicle keys identical? c. How are keys distributed in the a .m.? d. How many sets of keys exist? e. Does maintenance have their own set for every vehicle? f. How are keys secured? g. Is it a work rule that it is a violation to make duplicate keys of vehicles for personal use? 9. SECURITY OF VAN EN-ROUTE a. Are there radio cods to report a disaster? b. Are drivers trained in how to handle/communicate a kidnapping ? of a passenger by a third party? of a van and passenger by outsider? 10. SECURITY BREACHES a . Have you had any security breaches during the past quarter? 1 . Parked empty vehicle? 2 . Driver while on vehicle? 3. Passenger? 4 . Building? 5. Computer System? Ham ett Area Ru ra l Tra ns it System (HARTS) System Safety Progra m Plan Yes Yes Yes Yes Yes One (1) Two (2) Three (3) Four (4) Other Yes Lock Box Office Hidden Took Home Other Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes Yes No No No No No No No No No_ No_ No - No - 128 No No No No 101915 HC BOC Page 175 HARTS Safety System Program Plan (SSPP) NOTES: Harnett Area Ru ral Transit System (HARTS) System Safety Program P lan 129 101915 HC BOC Page 176 HARTS Safety System Program Plan (SSPP) Harnett Area Transit System HARTS SITE VISITS Checklist HARTS Security awarenes s Briefing/Monthly Security Procedures Veh icle Building Staff Checklist Control acce ss secure area and vehicle Monitoring procedures Service/Operations Change Procedures Law Enforcement/Emergency Per sonnel Date: Hamett Area Rura l Transit System (HARTS) Syst em Safety Program Plan Security 130 101915 HC BOC Page 177 HARTS Safety System Program Plan (SSPP) Vehicle Camera Policy Statement Video/ Audio surveillance, when utilized with other security measures, is an effective means of ensuring the security and safety of vehicles operated by HARTS. The pol icy will be administered and monitored by the "Director" or his/her designee. The use of the video/audio surveillance system is to enhance personnel and vehicle security. The system begins recording every time the vehicle is started and continuously captures video/audio data while the vehicle i s in operation. The recordings cannot be viewed in "real time" and is only accessed as outlined in thi s policy . Information on the existence, operation, and use of Video/ Audio surveillance systems on HARTS vehicles will be used for the following: • To perform performance evaluations, suspension, disciplinary actions and terminations; which is protected as confidential information under Article 7, G.S . 126. • To assist public law enforcement agencies in criminal investigations, intelligence records ; Innocence Inquiry Commission records, G.S.l32-1.4. • As required by North Carolina or Federal Law. Purpose The need to ensure security and safety must be balanced with an individual's right to privacy. The purpose of thi s policy is to establish procedures which are intended to achieve thi s balance. Specifically, this policy addresses requirements and responsibilities with respect to: • the installation and operation of video/audio surveillance systems on HARTS vehicles; • the use of the information obtained through video/audio surveillance systems on HARTS vehicles; and • custody, control, access to and retention of records created through video/audio surveillance systems on HARTS vehicles. Definitions This policy applies to all video/audio surveillance systems installed on HARTS vehicles. "Vehicle" refers to any vehicle that i s either owned or operated by HARTS for the defined purpose of providing public transportation services by HARTS. "Director" means the primary official with overall responsibilities for the management and operations of the transit program, or his/her designee. "Video/Audio Surveillance System " or "System" refers to any system or device that enables continuous or periodic video/audio recordings, observing or monitoring the interior of HARTS Harn ett Area Rural Trans it System (HARTS) Syste m Safet y Program Plan 13 1 101915 HC BOC Page 178 HARTS Safety System Program Plan (SSPP) vehicles. This may include individuals boarding, travelling on, or alighting system vehicles, and includes the storage device used to store the recorded v ideo/audio data. Signage A 6x8 inch (minimum) sign will be placed in a visible location on the interior of each vehicle that provides notification of the collection of personal information. The sign will advise all persons entering the vehicle that the interior of the vehicle is under video/audio surveillance. Accountability The Director or his/her designee shall be responsible for the following: 1. Reviewing the Video/Audio surveillance System footage at least weekly or as needed review marked events to assess potential corrective actions. 2. Maintaining and annually reviewing the protocols for the installation, operation, and use of the Video/Audio surveillance System used by the transit system, and for the custody, control , access to and retention of records created. 3. Ensuring that all proposed changes to the existing system or any newly proposed systems meet the requirements of this policy prior to implementation. 4. Maintaining the custody of all system records created. All records will be maintained for a period of thirty calendar days. Any records saved for specific purposes such as personnel actions, incident/accident investigations, or litigations will be retained for as long as necessary. 5. Ensuring the security of any records, from creation through final disposa l. 6. Ensuring compliance with this policy. Driver s are responsible for the following: 1. Ensuring, at the time of their daily vehicle in spection, that the camera LED li ght/Panic Button is lit solid and not flashing to insure that system is operating. 2. Refraining from loud playing of radios, or other devices that would interfere with the recording of audio data. 3. Receiving training on the use ofthe "Panic Button" so that significant events transpiring onboard vehicles will be tagged. 4. Taking no action or allowing others to take actions that would interfere with the proper functioning of the system. 5. Noting specifically the time and location of the occurrence, if incidents do occur during the normal course of providing service as part of the investigation. Use of Information Collected The information collected through video/audio surveillance will be used for the following purposes: 1. To perform performance evaluations, suspension, disciplinary actions and terminations that are protected as confidential information under Article 7, G.S. 126. 2. To assist public Jaw enforcement agencies in criminal investigations, intelligence records, Innoce n ce Inquiry Com mi ssio n reco rds , G.S.132-1.4. Ha m ctt Area Rural Transit System (HARTS ) Syste m Safety Program Plan 132 101915 HC BOC Page 179 HARTS Safety System Program Plan (SSPP) 3. As required by North Carolina or Federal Law. Access to System Records Restrictions: In accordance with HARTS , access to records created b y the system is restricted by law . Access is limited to the following: • individuals responsible for the operation or administration of the system • individuals who have a legitimate need to access the infom1ation for one of the purposes listed in the "Use oflnformation Collected" section of this policy. • access means HARTS staff may provide a summary of the information collected. • if required by North Carolina or Federal law, a copy of the record may be provided. Chain of Custody: a chain of custody request form containing the following mandatory information must be completed and signed by an outside party requesting access to a record (see Attachment A). ****Records will only be given to parties who are granted access under North Carolina and Federal Law. Records Management Recorded video/audio data is stored on the vehicle's DVR hard drive. Hard drives are 500GB , and will record continuously for 35 days or approximately 283 total hours under nonnal operating periods (the total hours are based upon the default setting as follow s: D1 High Resolution (720x480), 15 fps , 4 cameras, an 8 hour day.) When the hard drive reaches capacity, the system will begin recording over the oldest recordings, thus destroying those records. The transit system will save relevant recordings to a computer or server with sufficient capacity to manage the data. Unauthorized Disclosure Any employee of the HARTS having knowledge of unauthorized access to or disclosure of a record must immediately inform the Director or designee. Failure to comply with this policy, including any unauthorized access to or disclosure of information is cause for disciplinary action, up to and including termination of employment. Contact For information related to vehicle video/audio surveillance system onboard transit vehicles, please co ntact the General Services Director or Transit Services Manager. Hamett Area Ru ra l Tran s it System (HARTS) Syste m Sa fet y Program Plan 133 101915 HC BOC Page 180 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIT SYSTEM APPENDIX A Transit Services Manager DEPARTMENT: General Services JOB TYPE: FULL-TIME REGULAR THE POSITION The Harnett County General Services' Transportation Division is recruiting for a Transit Services Manager (TRN 10-11) to perform responsible managerial , admin istrative , and supervisory work in plann ing , developing , and implementing the Harnett Area Rural Transit system which provides transportation services for Citizens throughout the County . Work is performed under general supervision of the General Services Director and is evaluated through conferences , review of job duties, and feedback from citizens and groups served . EXAMPLES OF DUTIES An employee in this position will perform duties to include budget development and projection, including grant preparation, administration and reporting , monitoring and operating within approved funding , developing contracts with human service agencies and other agencies to provide transit services to clients and ensure that services are provided in accordance with eligibility guidelines for various funding sources as appropriate . Work will include managing and supervising personnel to staff the vehicles used in the transportation service , developing and scheduling routes and services based on needs and available funding levels, ensuring vehicles are maintained and repa i red to assure a safe and operating order, and ensuring the provision of transportation services to citizens throughout the County. Duties will also include planning for service expansions to meet identified needs of citizens in the County to include both rural and municipality areas , projecting goals and objectives and developing department policies and procedures. Responsibilities will also include promoting the transportation system through contacts and with community groups and public agencies, developing and implementing required policies for the transportation program including Drug and Alcohol programs , preparing various grants including Community Transportation Assistance Program , Rural Operating Transportation Programs , Work First and Rural General Public Programs, and interpreting and writing policies to comply with federal and state requirements. Work a lso includes preparing quarterly reimbursement invoices for the NC Department of Transportation and others to include operating statistics. An employee in this position will also serve on the County Transportation Advisory Board which will require participating in all meetings of the board on a regular basis, taking and preparing minutes and ensuring preparation of meeting packets and coordination of meeting arrangements. Duties also include providing reports regarding the activities of the management Hamett Area Rural Tran s it System (HARTS) System Safety Program Plan 134 101915 HC BOC Page 181 HARTS Safety System Program Plan (SSPP) entity or operations concerning the delivery of transportation service in the County and ensuring all service complaints are investigated and resolution is documented and communicated. Related duties may be performed as assigned. MINIMUM REQUIREMENTS Graduation from an accredited college or university with a four year degree in business administration , transportation planning, or a related field and considerable experience in transportation planning/management; or an equivalent combination of training and experience . A valid North Carolina Driver's License is required . SUPPLEMENTAL INFORMATION Please note that successful completion of a d rug screening and criminal background check is required as a condition of employment. Transit Services Assistant DEPARTMENT: General Services JOB TYPE: FULL-TIME REGULAR THE POSITION The Harnett County General Services Department is currently recruiting for a Transit Services Ass istant (TRN 16-11) to work within the Harnett Area Rural Transit Services (HARTS) Division and perform managerial , administrative and direct implementation of operational policies under the direct supervision of the Transit Services Manager. Work is evaluated through conferences, direct observation, and review of job duties, reports, and files . EXAMPLES OF DUTIES Work will include providing assistance to the Transit Services Manager in developing and evaluating transportation service prov isions, maintaining maintenance records and assisting in record keeping , and monitoring vehicle maintenance schedules and vehicle replacements to maintain fleet integrity. Responsibilities will also include creating and amending pre-established department policies and procedures, maintaining administrative databases on the department's fleet and composing and initiating continuous training plans for vehicle operators. Work will also include assisting management with supervising the performance of vehicle operators to ensure compliance with standard operating procedures , operating vehicles as required, and assisting the Transit Services Manager with monitoring expenditures. Other related duties may be performed as assigned . MINIMUM REQUIREMENTS Graduation from a high school with a minimum of three to five years of office Harn ett Area Ru ra l Trans it System (HA RTS) Syst em Safety Program Plan 13 5 101915 HC BOC Page 182 HARTS Safety System Program Plan (SSPP) administration and operating experience in the transportation industry. SUPPLEMENTAL INFORMATION Possession of a valid North Carolina Commercial Driver's License (COL) with "P" endorsement. Ability to successfully complete CPR and First Aid certification . Please note that successful completion of a drug screening and criminal background check is required as a condition of employment. Transportation Dispatcher DEPARTMENT: General Services JOB TYPE: FULL-TIME REGULAR THE POSITION Under general supervision , the employee performs a variety of transportation scheduling , office support, record keeping and communications work in dispatching vehicles in one of the County transportation programs. Work includes coordination with human services agencies, doctors, nursing facilities and rest homes and medical services. Work includes working with telephone and two-way radio dispatching transportation vehicles and services , taking request for service from citizens , medical facilities and long- term care facilities and confirming and canceling trips as needed. Work also includes preparing and completing a variety of reports including travel logs, incident reports on needs and health status of participants, mileage and other pertinent data. The employee must exercise excellent customer service skills in dealing with the public and be able to communicate clearly with riders and drivers on special needs of the riding population, pickup times, locations, and distance and travel directions. Employee is also responsible for word processing, operation of specialized transportation related software, and maintaining a variety of spreadsheets, records, reports, documents, and correspondence . Work is performed under general supervision and is evaluated through observation, conferences , and the quality and effectiveness of services provided . EXAMPLES OF DUTIES Operates two way radio communications systems and uses telephones dispatching transportation services. Takes request for service, schedules , and confirms trips and cancellations . Communicates with transportation drivers ; dispatches drivers to specific locations, maintains status and position of drivers, notifies of changes , reports problems and assist in communicating in emergency or non-routine situations . Answers telephone and answers public inquiries. Completes a variety of reports including mileage logs , trips taken , cancellations and other Ham ett Area Rura l Transit System (HARTS ) Syst em Safety Pro gram Plan 136 101915 HC BOC Page 183 HARTS Safety System Program Plan (SSPP) pertinent information . Prepares periodic summary reports . Operates a computer and uses specialized transportation related software and spreadsheet software to generate reports and prepare correspondence ; utilizes standard ized technology for word processing , spreadsheet and to accomplish work required. MINIMUM REQUIREMENTS Graduation from high school with experience in telecommunications and customer service preferred, supplemented by courses in word and data processing , data entry, accounting or related technology skills ; and, experience in working with the general public where accuracy and attention to detail is significant; or, an equivalent combination of education and experience. Prefer Associate Degree from a university or community college in business administration . SUPPLEMENTAL INFORMATION NA Data Entry Specialist DEPARTMENT: Ge neral Services JOB TYPE: FULL-TIME REGULAR THE POSITION Harnett Area Rural Transit System (HARTS) has a Data Entry position (TRN 33-06) available to perform data entry from a variety of source documents, clerical , records processing and retention , program assistant, support duties in office requiring and understanding of the department's services . Pre-employment and random drug testing is required. EXAMPLES OF DUTIES Input data into computer systems for the department; generates records, reports , bills and/or other department requirements from the data ; verifies and edits data as needed . Serves as Data Entry Specialist, clerical program or other administrative support for department functions and services ; screen calls and inquiries ; gives information on a variety of County services. Receives and greets visitors and handle requests independently. Communicate with staff on the system's two-way radio in accordance with accepted radio communication standards. Reviews and verifies entered data for correct information ; files and retrieves materials corresponding with pre-established retentions periods. Initiates the appropriate follow-up action for discrepancies in reports Attend meetings, classes , seminars , workshops , lectures, etc., as necessary for job Ha rn ett Area Rural Tran s it Syst em (HARTS) System Safet y Prog ra m Plan 137 101915 HC BOC Page 184 HARTS Safety System Program Plan (SSPP) enhancement. MINIMUM REQUIREMENTS Graduation from high school and one year of experience as a data entry operator or typist ; or an equivalent combination of education and experience . Transit Driver DEPARTMENT: General Services JOB TYPE: PART-TIME REGULAR THE POSITION Harnett Area Rural Transit System (HARTS) is recruiting for a Regular Part-Time Transit Driver (TRN 6-1 0) to operate passenger vehicles to transport the County 's general public and human service agencies passengers. Work involves maintaining records of the vehicle and passengers . Reports to the Transit Service Manager. THIS POSITION IS OPEN UNTIL FILLED. EXAMPLES OF DUTIES Operates passenger vehicles to deliver clients to pre-assigned destinations as required; loads and unloads passengers, including the use of wheelchair lifts, confers with Dispatcher via two way radio . Ensures proper supplies and equipment are stocked and functioning on assigned vehicle. Maintains vehicle cleanliness. Maintains mileage, maintenance and passenger logs. Performs other related work as required. MINIMUM REQUIREMENTS Graduation from high school and 3-5 years driving experience with a clean record and demonstrated ability to perform the necessary work , with experience in working with the general public, the elderly and disabled preferred ; or any equivalent combination of training and experience which provides the required skills, knowledge and abilities. Possession of a valid North Carolina driver's license Class C . SUPPLEMENTAL INFORMATION Commercial Driver License preferred. Completion of Certification in CPR/First Aid train ing and Defensive Driver's training course within six months of hire . The Harnett County Application may be obtained and submitted on-line at www.harnett .org . Hamelt Area Rural Trans it Syst em (HARTS) System Safety Program Plan 138 101915 HC BOC Page 185 HARTS Safety System Program Plan (SSPP) Please note that successful completion of a drug screening and criminal background check is required as a condition of employment. Harnett County is an Affirmative Action/ Equal Employment Opportunity Employer. Harnett Area Ru ra l Trans it System (HARTS) System Sa fety Program Plan 139 101915 HC BOC Page 186 HARTS Safety System Program Plan (SSPP) HARNETT AREA RURAL TRANSIT SYSTEM APPENDIXB *All provisions set forth in bold face print are included consistent with requirements specifically set forth in 49 CFR Part 655, Part 40, or Part 382 as amended. Provisions set forth in the Drug- Free Workplace Act (49 CFR Part 29) are delineated in italics. HUMAN RESOURCES POLICY Policy#: OAT 09-01 Title: Drug & Alcohol Testing Policy Adopted Date : Date of Last Review: December 2009 Date last adopted : December 7, 1998 I. POLICY Harnett County has a strong commitment to provide a safe and secure workp lace, and to promote high standards of employee health and well-be ing . To this end , every effort will be made to provide a safe and drug-free work environment for our cit izens and our employees. In addition , Harnett County is dedicated to providing safe , dependable, and economical transportation services to Harnett Area Transit System (HARTS) passengers , ensure safe operation of vehicles that require drivers to possess a Commercial Driver's License (COL), as well as safe services provided by those who occupy other safety-sensitive positions . In meeting these goals, it is our policy to: ( 1) assure that employees are not impaired in their ability to perform assigned duties in a safe, productive , and healthy manner; (2) create a workplace environment free from the adverse effects of drug abuse and a lcohol misuse; (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 assuring fair and equitable application of th is substance abuse policy. Therefore, department heads and subordinate supervisors/managers are required to use and apply all aspects of this policy in an unbiased and impartial manner. Any supervisor/manager who knowingly d isregards the requirements of th is policy, or who is found to deliberately misuse the policy in regard to subordinates , shall be subject to discip li nary actions, up to and including termination . II. PURPOSE The purpose of this policy is to assure worker fitness for duty and to protect our employees, passengers, and the public from the risks posed by the misuse of alcohol and use of prohibited drugs . This policy is also intended to provide procedures for conducting screen ings of job applicants and employees for the use of illegal drugs and the improper use of prescrip t ion drugs while complying with all applicable Federal regulations . The U.S. Department of Transportation (DOT) has publ ished 49 CFR Part 40 , as amended , which sets standards for the collection and testing of urine and alcohol testing . The Federa l Transit Administration (FTA) of the U.S . Department of Transportation has published 49 CFR Part 655, as amended , and the Federal Motor Carriers Safety Administration (FMCSA) has published 49 CFR Part 382 that mandate urine drug testing and alcohol testing for safety-sensitive positions and prohibits performance of safety-sensitive funct ions when there is a positive test result. In addition , the Federal government published 49 CFR Part 29, "The Drug-Free Workplace Act of 1988," which requires the establishment of drug-free workplace policies and the reporting of certain drug-related offenses to the FT A. Harnett Area Rural Transit System (HARTS) System Safety Program Plan 140 101915 HC BOC Page 187 HARTS Safety System Program Plan (SSPP) Ill. DEFINITIONS Accident is any occurrence involving a motor vehicle that results in a fatality; bodily injury to a person who, as a result of the injury, receives medical treatment; or with one or more motor vehicles incurring disabling damage as a result of the accident, requiring the vehicle(s) to be transported away from the scene by a tow truck or other vehicle; or any other motor vehicle collision where fault is not clearly defined or appears to rest with the employee . Adulterated specimen is a specimen that contains a substance that is not expected to be present in human urine , or is expected to be present but not at a concentration so high that it is not consistent with human urine. Alcohol Test means a test for the presence of alcohol in the body as determined through the use of a breath alcohol test , evidential breathalyzer test, saliva swab test or blood screening. Alcohol Confirmation Test means a second test, following a screening test showing a prohibited level of alcohol , which provides quantitative data of alcohol concentration. Breath Alcohol Technician (BAT) is an agent in beverage alcohol, ethyl alcohol, or other low molecular weight alcohols including methyl and isopropyl alcohol. Canceled , with respect to the results of a drug test, means a test result in which the Medical Review Officer (MRO) finds insufficient information or inconsistent procedures with which to make a determination. Collector is a person who instructs and assists employees at a collection site, who receives and makes an initial inspection of the specimen provided by those employees, and who initiates and completes the Custody and Control Form (CCF). The collector is the one individual in the drug testing process who has direct, face to face contact with the employee. Without the collector ensuring the integrity of the urine specimen and collection process, the test itself may lose credibility. Commercial Motor Vehicle means a motor veh icle or combination of motor vehicles used in commerce to transport passengers or property if the motor vehicle : a) Has a gross combination weight rating of 26,001 or more pounds inclusive of a towed unit with a gross vehicle weight of more than 10000 pounds; or b) Has a gross vehicle weight rating of 26,001 or more pounds; or c) Is designed to transport 16 or more passengers including the driver; or d) Is 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 is a finding of guilt (including a plea of nolo contendere) or imposition of sentence, or both, by any judicial body charged with the responsibility to determine violations of federal or state criminal drug statutes. Criminal Drug Statute is a criminal statute relating to the manufacture, distribution , dispensing, use or possession of any drug. Department of Transportation (DOT) was established by an act of Congress on October 15, 1966 and its first official day of operation was April 1, 1967. The mission of the Department is to serve the United States by ensuring a fast, safe, efficient, accessible and convenient transportation system that meets our vital national interests and enhances the quality of life of the American people, today and into the future . Harnett Area Rura l Tmnsit System (HARTS) System Safety Program Pl an 141 101915 HC BOC Page 188 HARTS Safety System Program Plan (SSPP) Dilute specimen is a specimen with values that are lower than e xpected for human urine. Dilute negative is a test result received by the MRO from the laboratory labeled negative and dilute . The result will be treated as a negative result as permitted by Department of Transportation regulations. Dilute positive is a test result rece ived by the MRO from the laboratory labeled positive and dilute. The test will be treated as a verified positive test. Direct Observation is a requirement under Federal regulations that specimens be collected under direct observation any time there 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, in an effort to make adulterating or substituting specimens more difficult. 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 Medical Review Officer (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. 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 . Drug means 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 North Carolina General Statutes or a metabolite thereof. Drug-Free Workplace Policy is a written drug-free workplace policy that is the foundation of a drug-free workplace program that includes why the policy is being implemented, a clear description of prohibited behaviors and an explanation of the consequences for violating the po licy. Sharing all policies with all employees is essential for success ; therefore, employers should be certain that all employees are aware of the policy and drug-free workplace program . Drug Test and Drug Screening mean a test, including providing the necessary sample of body fluid by the employee to be tested , for the presence of any proh ibited substance , drug or drug Harnett Area Rural Transit Sys tem (HARTS) System Safet y Program Plan 142 101915 HC BOC Page 189 HARTS Safety System Program Plan (SSPP) metabolites in the urine or blood of an employee. Drug Confirmation Test means a second analytical procedure to identify the presence of a specific drug or metabolite that is independent of the screen test and that uses a different technique and chemical principle from that of the screen test in order to ensure reliability and accuracy. Gas chromatography/mass spectrometry (GC/MS) is the only authorized confirmation method for the five Substance Abuse and Mental Health Services Administration SAMHSA drugs. 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. In order to be used in either screening or confirmation alcohol testing, an EBT shall have a quality assurance plan (QCP) developed by the manufacturer. Federal Highway Administration (FHWA) is a major agency of the U.S. Department of Transportation (DOT). FHWA is charged with ensuring that America 's roads and highways continue to be the safest and most technologically up-to-date. FHWA provide financial and technical support for constructing, improving, and preserving America 's highway system . Federal Motor Carrier Safety Administration (FMCSA) The Federal Motor Carrier Safety Administration (FMCSA) primary mission is to reduce crashes, injuries, and fatalities involving large trucks and buses . It was established as a separate administration within the U.S. Department of Transportation on January 1, 2000, pursuant to the Motor Carrier Safety Improvement Act of 1999. Federal Transit Administration (FTA) is one of 11 operating administrations within the U .S. Department of Transportation . FTA provides stewardship of combined formula and discretionary programs totaling more than $10 billion to support a variety of locally planned, constructed, and operated public transportation systems throughout the United States. Transportation systems typically include buses, subways, light rail, commuter rail , streetcars , monorail , passenger ferry boats, inclined railways, or people movers. Gas Chromatography/Mass Spectrometry (GC/MS) is self-contained urinalysis drug tests that detect the presence of drug metabolites in urine within minutes. The cup contains detection strips each designed to test a particular drug at SAMHSA cut-off levels. It provides instant results. Through the patented delivery system , urine reacts with the reagents and antigens on the strip to produce a colorimetric reading indicating either positive or negative test results . Medical Review Officer (MRO) is a North Carolina 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 . National Highway Traffic Safety Administration (NHTSA) is dedicated to achieving the highest standards of excellence in motor vehicle and highway safety. The agency strives to exceed the expectations of its customers through its core values of Integrity; mission is to save lives, prevent injuries and reduce economic costs due to road traffic crashes, through education, research, safety standards and enforcement activity. Harn ett Area Rural Tran s it Syst em (HA RT S) Syst em Sa fety Program Plan 14 3 101915 HC BOC Page 190 HARTS Safety System Program Plan (SSPP) Negative Drug Test is a test result that does not show the presence of drugs at a level specified to be a positive test. Negative Alcohol Test, with respect to a safety-sensitive employee , is a test that indicates an alcohol concentration of 0 .02 . Negative Alcohol Test, with respect to an employee not employed in a safety-sensitive position, is a test that indicates an alcohol concentration of less than 0 .04. On Call is being subject to a call to report immediately to work for Harnett County . On Duty is when an employee is at the workplace, performing job duties , on call , or during any other period of time for which he or she is entitled to receive pay from Harnett County. Other Substance is 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 . Pass a Drug Test is that the result of the test is negative . The test either: a) Showed no evidence or insufficient evidence of a prohib ited drug or drug metabolite , or b) Showed evidence of a prohibited drug or drug metabolite, but there was a legitimate medical explanation for the result as determined by a certi fied MRO . Pass an Alcohol Test is that the result of an alcohol test showed no evidence or insufficient evidence of a prohibited level of alcohol. Positive Drug Test is a laboratory finding of the presence of a drug or a drug metabolite in the urine or blood of an employee at the levels identified by the SAMHSA, or for drugs not subject to SAMHSA guidelines , at the levels identif ied by Harnett County; all positive tests will be confirmed using a different technology than was used for the first test, such as the gas chromatography/mass spectrometry (GC/MS) process. Positive Alcohol Test is the presence of alcohol in the employee 's system at a level of 0.04 or above. A safety-sensitive employee with an alcohol level between 0 .02 and 0.039 is not considered positive but is required to be removed from duty for a period of at least 8 hours for Federal Transit Administration (FT A) and 24 hours for Federal Motor Carrier Safety Administration (FMCSA). Prohibited Substances. Prohibited Substances addressed by this policy include the following: illegal drugs or controlled substances, misused or abused legal drugs, and alcohol. Illegal Drugs or Controlled Substances. The use of any illegal drug or any substance identified in Schedules I through V of Section 202 of the Controlled Substance Act (21 U.S.C . 812), as further defined by 21 CFR 1300.11 through 1300.15 is prohibited at all times unless a legal prescription has been written for the substance. This includes, but is not limited to : marijuana, amphetam ines, 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 . Illegal use includes use of any illegal drug , misuse of legally prescribed drugs, and use of illegally obtained prescription drugs. If Harnett County wants to test for other drugs, it cannot use the random-test ing drawing to collect that specimen. Legal Drugs. The appropriate use of legally prescribed drugs and non-prescription medications is not prohibited . However, the use of any substance, which carries a warn ing label that indicates that mental functioning, motor skills or judgment may be Hamel! Area Rura l Transit System (HARTS) System Safety Program Plan 144 101915 HC BOC Page 191 HARTS Safety System Program Plan (SSPP) adversely affected, must be reported to the employee's supervisor. Such reporting will be prior to the employee performing any safety-sensitive duties. In addition, 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. 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. It must include the patient's name, the name of the substance , quantity/amount to be taken, and the period of authorization. The misuse or abuse of legal drugs while performing transit business or safety-sensitive duties is prohibited . Alcohol. The use of beverages containing alcohol or substances including any medication, mouthwash, food, candy or any other substance such that alcohol is present in the body while performing County business is prohibited. The concentration of alcohol is expressed in terms of alcohol per 210 liters of breath as measured by an evidential breath-testing device . Qualified Negative, with respect to the results of a drug test , is a test in which the lab result is consistent with legal drug use. Random Testing is 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, such as a computer-based random number generator or a random number table spread reasonably throughout the year. Reasonable Suspicion exists when a supervisor, who has received the required training in detecting the signs and symptoms of probable drug and/or alcohol use, obtains specific contemporaneous, articulable observations concerning appearance, behavior, speech , or body odor or other physical indicators of probable drug or alcohol use . By way of example and not limitation, any one or a combination of the following may constitute reasonable suspicion: a) Slurred speech b) The odor of marijuana or alcohol about the person c) Inability to walk a straight line d) An accident resulting in damage to property or personal injury that may have been caused by prohibited substance abuse or alcohol misuse e) Physical altercation f) Verbal altercation g) Behavior that is so unusual that it warrants summoning a supervisor or anyone else in authority (i.e. confusion, disorientation, lack of coordination , marked personality changes, irrational behavior, and flagrant disregard or violations of established safety, security, or other operating procedures) h) Possession of drugs and/or alcohol i) Arrests, citations, and deferred prosecutions associated with drugs or alcohol j) Credible information obtained from other trained employees based on their observations Refuse to Test. The following behaviors constitute a test refusal: a) Failure to appear for any test (except for pre-employment) within a reasonable time, as determined by the employer; or b) Failure to remain at the testing site until the testing process is complete; or c) Failure to provide a urine specimen for any required drug test; or d) Failure to permit the observation or monitoring of the specimen collection when required to do so ; or e) Failure to provide a sufficient amount of urine when directed and there is no adequate medical explanation for the failure; or Harnett Area Ru ra l Transit Sys tem (HARTS ) System Safety Program Pl an 145 101915 HC BOC Page 192 HARTS Safety System Program Plan (SSPP) f) Failure to take a second test when directed to do so by the employer or collector; or g) Failure to undergo a medical examination when directed to do so by the MRO or employer; or 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); or i) 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; or j) Possess or wear a prosthetic or other device that could be used to interfere with the collection process; or k) Admit to the collector or MRO that you adulterated or substituted the specimen . Safety-sensitive employee means any employee employed by Harnett County in a position designated as safety-sensitive . Safety-sensitive employees will be tested for marijuana, cocaine , amphetamines, opiates, and phencycl idine . In a DOT (FTA and FMC) drug test, the laboratory must only test for Marijuana metabolites; Cocaine metabolites; Amphetamines; Opiate metabolites; and Phencyclidine (PCP). If Harnett County wants to test for more drugs or drug classes, then another specimen must be taken from the employee and under a separate circumstance for testing . For example, if a DOT regulated employee's name is drawn under random testing, then the above-listed five drugs can be tested from the specimen provided by the employee. If Harnett County wants to test for other drugs , it cannot use the random-testing drawing to collect that specimen. Safety-Sensitive Position is a position in which Harnett County has determined that a drug or alcohol impairment constitutes an immediate and direct threat to public health or safety, or where the duties of the position c reate, 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 or result in injury or death to another person. A position will be designated safety-sensitive only where Harnett County has a compelling need , on the basis of safety concerns. Determination as to which positions are safety-sensitive will be based on DOT guidelines or the recommendation of the department head with approval by the Human Resources Department. A list of safety-sensitive positions shall be maintained by the Human Resources Department. 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 as determ ined by Human Resources Director. d. In addition, Department of Transportation (DOT) guidelines define the following includes activities as safety-sensitive by: i. Driving which is at any time spent at the driving controls of a commercial motor vehicle in operation. ii. Inspecting, servicing, or conditioning any commercial motor vehicle. iii. Waiting to be dispatched at a carrier or shipper plant, terminal, facility, or other public property. iv. Performing all other functions in or upon any commercial motor vehicle except resting in a sleeper birth. Ham ett Area Rura l Transit Sys tem (HARTS ) Syste m Sa fety Prog ram Plan 146 101915 HC BOC Page 193 HARTS Safety System Program Plan (SSPP) v . Loading or unloading a vehicle, supervising or assisting in the loading or unloading of a vehicle, attending a vehicle being loaded or unloaded, remaining ready to operate the vehicle, or giving or receiving receipts for shipments loaded or unloaded. vi. Performing driver requirements, relating to accidents. vii. Repairing, obtaining assistance, or remaining in attendance upon a disabled vehicle. viii. Operating a revenue service vehicle, including when not in revenue service. ix. Operating a non-revenue service vehicle when required to be operated by the holder of a commercial driver's license. x. Controlling dispatch or movement of a revenue service vehicle. xi. Maintaining a revenue service vehicle or equipment used in revenue service. xii. Carrying a firearm for security reasons. Substance Abuse and Mental Health Services Administration (SAMHSA) is the lead Federal Agency for improving access to quality substance abuse prevention , addiction treatment and mental health services in the U.S. Split specimen is a part of the urine specimen that is sent to a first laboratory and retained unopened , and which is transported to a second laboratory in the event that the employee requests that it be tested following a verified positive , adulterated, or substituted test of the primary specimen. Substituted specimen is a specimen with values so diminished or different that they are not consistent with human urine. Substance Abuse Professional (SAP) is a person with knowledge of clinical experience in the diagnosis and treatment of both drug -and alcohol-related disorders who evaluates employees who have violated a drug and alcohol regulations and makes recommendations concerning education, treatment, follow-up testing , and aftercare . SAPS must be either a licensed physician (Doctor of Medicine or Osteopathy); or a li censed or certified social worker; or a licensed or certified psychologist; or a licensed or certified employee assistance professional; or an alco hol and drug abuse counselor certified by the National Association of Alcoholism and Drug Abuse Counselors Certification Commission (NAADAC), or by the International Certification Reciprocity Consortium/Alcohol and Other Drug Abuse (ICRC), or by the National Board of Certified Counselors , Inc. and Affiliates/Master Addictions Counselor (NBCC). Supervisor, in general, means any employee who has the authority to direct the job activities of one or more other employee(s). With respect to a particular employee, the term means such employee's immediate supervisor and all persons having direct supervisory authority over such employee. Unannounced Follow-Up Testing is 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 is the location or facility where an employee may be expected to perform any task related to t he requirements of h is or her job. This includes break rooms and 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 , Harnett Area Rural T ran s it Sys tem (HARTS) System Sa fety Program P lan 147 101915 HC BOC Page 194 HARTS Safety System Program Plan (SSPP) open/partitioned work areas, public contact/customer service/medical services areas, and parking lots or at any other location or facility for which he or she is entitled to receive pay from Harnett County. IV. DRUG AND ALCOHOL TESTING FOR SAFETY-SENSITIVE EMPLOYEES A. Application. This section applies to all safety-sensitive employees and contractors when they are on Harnett County property or when perform ing any Harnett County business including transit-related safety-sensitive business. This policy applies to offsite lunch periods or breaks when an employee is scheduled to return to work . Visitors, vendors, and contractor employees are governed by this policy while on Harnett County premises and will not be permitted to conduct business if found to be in violation of this policy. B. Prohibited Conduct. Safety-sensitive employees are prohibited from 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. Employees who violate this provision will be subject to disciplinary action up to and including termination. Law enforcement shall be notified , as appropriate, where criminal activity is suspected. No safety-sensitive employee should report for duty or remain on duty when his/her ability to perform assigned safety-sensitive functions is adversely affected by alcohol or when his/her breath alcohol concentration is 0.02 or greater. No safety-sensitive employee shall use alcohol or prohibited drugs while on duty, in uniform, while performing safety-sensitive functions , nor just before or just after performing a safetysensitive function. No safety-sensitive employee shall use alcohol within four (4) hours prior to reporting for duty, or during hours that they are on-call. All safetysensitive employees are prohibited from reporting for duty or remaining on duty at any time there is quantifiable presence of a prohibited substance in the body above the minimum thresholds defined in 49 CFR Part 40, as amended. Violation of these provisions is prohibited and punishable by disciplinary action up to and including termination. C . Consequences of policy violation. Any employee who is reasonably suspected of being intoxicated, impaired, under the influence of a prohib ited substance, or not fit for duty shall be suspended from job duties pending an investigation and verification of condition. A drug or alcohol test is considered positive if the individual is found to have a quantifiable presence of a prohibited substance in the body above the minimum thresholds defined in 49 CFR Part 40, as amended. Any safety-sensitive employee that has confirmed positive drug or alcohol test will be removed from his/her position , informed of educational and rehabilitation programs available, and referred to a SAP for assessment. A positive drug and/or alcohol test will also result in disciplinary action up to and including termination . The Human Resources Department will be consulted prior to such discipline being imposed . D . Referrals. Employees who are disciplined as a result of a violation of this policy shall be referred for evaluation and further counseling or treatment by a substance abuse professional. E . Compliance with Testing Requirements. All safety-sensitive employees will be subject to urine drug testing and alcohol testing as a condition of employment. Any safety-sensitive employee who refuses to comply with a request for testing shall be Harnett Area Rura l Tran sit System (HART S) System Sa fet y Program Plan 14 8 101915 HC BOC Page 195 HARTS Safety System Program Plan (SSPP) removed from duty and their employment terminated . 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 immediate removal from duty and subject the employee to discipline up to and including termination. F . Testing Time Frames. Drug tests can be performed any time a safety-sensitive employee is on duty. An alcohol test can be performed when the safety-sensitive employee is actually performing a safety-sensitive duty, just before, or just after the performance of safety-sensitive duty. 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. G. Pre-Employment. Applicants determined to be final candidates for a safety-sensitive position shall undergo a drug screening . Receipt of a negative drug test result is required prior to offer of employment or performance of safety-sensitive duties. A pre-employment/pre-transfer test will also be performed anytime an employee 's status changes from an inactive status in a safety-sensitive pos ition to an active status in a safety-sensitive position (i.e. return from Worker's Compensation Programs, return from absence). H. Background Checks. All applicants for DOT safety positions (FTA-Drivers, Dispatchers and Mechanics, FMCSA -employees required to have a COL) will give consent to have their drug and alcohol records checked. If the applicant refuses to give consent he/she will not be hired or transferred into the safetysensitive position. The following information will be sought from DOT regulated employers who have employed the candidate during any period during the two years before the date of the applicant's application or transfer for applicants for FTA covered positions, and during any period during the three years before the date of the applicant's application or transfer for applicants for FMC covered positions: 1. Alcohol tests with a result of 0 .04 or higher alcohol concentration ; 2. Verified positive drugs tests ; 3. Refusals to be tested (including verified adulterated or substituted drug test results); 4 . Other violations of DOT agency drug and alcohol testing regulations, and ; 5. With respect to any candidate who violated a DOT drug and alcohol regulation , documentation of the applicant's successful complet ion of DOT return-to-duty requirements (including follow-up tests). If the previous employer does not have information about the return-to-duty process (e .g., an employer who did not hire an employee who tested positive on a preemployment test), then information will be sought directly from the applicant verbally and in writing . The information obtained from a previous employer includes any drug or alcohol test information obtained from previous employers under 49 CFR Part 40 Subpart A, Se ction 40.25 or other applicable DOT agency regulations. The above information will be obtained before the applicant first performs safetysensitive functions . It this is not feasible , the information must be obtained as soon as Hamett Area Rural Tran sit Syste m (HARTS) Sys te m Safety Progra m Plan 149 101915 HC BOC Page 196 HARTS Safety System Program Plan (SSPP) possible. The applicant will not be permitted to perform safety-sensitive functions after 30 days from the date on which the applicant first performed safety-sensitive functions , unless the information has been received or a good faith effort to obtain the information has been made. If information that the applicant has violated a DOT agency drug and alcohol regulations is obtained , the applicant will not be asked to perform safety-sensitive functions unless there is also obtained information that the applicant has subsequently complied with the return-to-duty requirements of 49 CFR Part 40 Subpart 0 and DOT agency drug and alcohol regulations. Harnett County will provide to each of the employers , from whom it requests information , written consent for the release of the information cited above. The release of information and the receiving of information must be in a written form (e .g., fax , under cover, e-mail, or letter) that ensures confidentiality. A written record of the information released, including the date, the party to whom it was released and a summary of the information provided will be maintained. Upon receiving written consent from the applicant, the requested information from the DOT regulated employer making the inquiry will be immediately released. As requester or releaser, Harnett County will maintain a written, confidential record of the information obtained or released or the good faith efforts made to obtain the information . The information will be maintained for a minimum of three years from the date of the applicant's first performance of safety-sensitive functions . The applicant will also be asked whether he or she has tested positive , or refused to test, on any pre-appointment drug or alcohol test administered by an employer to which the candidate applicant applied for, but did not obtain, safety-sensitive work covered by DOT agency drug and alcohol rules during the past two years for FTA covered positions and three years for FMCSA covered positions. If the applicant admits that he or she had a positive test or refusal to test, the applicant will not be used to perform safety-sensitive functions, until and unless the applicant documents successful completion of the return-to-duty process described in this policy. I. Post Accident. Post-accident testing must be conducted on any driver or any other safety-sensitive employee not in the vehicle (for example, maintenance personnel) whose performance could have contributed to the accident. A determination whether to test covered employees who were not in the vehicle but who may have contributed to the accident will be made based on the best information available at the time of the decision. Alcohol use by any safety-sensitive employee is prohibited for eight (8) hours following a reported accident or until the alcohol test is performed , whichever comes first. J . Reasonable Suspicion. A test will be conducted when there is reason to believe that the employee is under the influence of a prohibited drug, has misused alcohol or a prescription medication. Reasonable-suspicion testing is authorized only if the required observations are made by a trained supervisor or official of the locality where the covered employee is on duty (See Section Ill, Definitions). In any event, a reasonable -suspicion test will only be conducted after the factors leading to the determination of reasonable suspicion have been reviewed with and approved by the department head in which the employee works or by the Human Resources Director. Harnett Area Rural T ran s it Syst em (HA RTS) Syst em Safety Program Pla n 150 101915 HC BOC Page 197 HARTS Safety System Program Plan (SSPP) K. Random Testing. Employees designated as safety-sensitive , as defined by the DOT guidelines , will be tested on an unannounced basis throughout the year. The selection of safety-sensitive employees for random drug and alcohol 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. The random tests will be unannounced and spread throughout the year. Tests can be conducted at any time during an employee's shift (i.e. beginning , middle , end or otherwise in a paid , on duty, status.) Employees are required to proceed immediately to the collection site upon notification of their random selection . L. Return to Duty. All safety-sensitive employees who previously tested positive on a drug or alcohol test will be subject to disciplinary action up to and including termination . In the event, however, an employee returns to duty, he/she must test negative on a return-to-d uty test. All return to duty testing will be conducted under direct observation. The employee must have been evaluated and released to duty by a SAP before returning to work. Before scheduling the return to duty test, the SAP must assess the employee and determine if the required treatment has been successfully completed . M. Follow-Up. Once allowed to return to duty, an employee, who has been determined by the evaluating SAP to be in need of assistance in reso lving problems associated with misuse of drugs and/or alcohol, must submit to a minimum of six, random , unannounced , follow-up tests within the first twelve months following rehabilitation. Follow-up testing may be extended for up to sixty months or five ( 5) years following return to duty as prescribed by the evaluating substance abuse professional. All follow up testing will be conducted under direct observation. The SAP will determine the frequency and duration of the follow-up tests beyond the minimum. N. Alcohol . No safety-sensitive employee shall use alcohol within eight hours before going on duty or operating , or having physical control of, a motor vehicle . No employee shall report for duty or rema in on duty in a safety-sensit ive function while having an alcohol concentration of greater than 0.00 . An employee in a safetysensitive function who reports to work and whose alcohol test result indicates a level of alcohol greater than 0.00 in the employee's system shall be considered to have a positive alcohol test and shall be subject to discipline . A safety-sensitive employee who has a confirmed alcohol concentration of greater than 0.02 but less than 0.04 will be removed from his/her position for at least eight hours for FT A and 24 hours for FMCSA unless a retest results in a concentration measure of less than 0 .02. The inability to perform safety-sensitive duties due to an alcohol test result of greater than 0.02 but less than 0.04 will be considered an unexcused failure to be able to perform the essential duties of the position and will subject the employee to disciplinary action up to and including terminat ion . An alcohol concentration of 0.04 or greater will be considered a positive alcohol test and in violation of this policy and a violation of the requirements set forth in 49 CFR Part 655 for safety-sensitive employees and will subject the employee to disciplinary action up to and including termination. V. DRUG AND ALCOHOL TESTING POLICY FOR ALL EMPLOYEES A . Application. This section applies to all employees employed in any position and contractors when they are on Harnett County property or when performing any Harnett County bu s iness including transit-related safety-sensitive business . This policy applies Harnett Area Ru ra l Trans it System (HARTS ) Syst em Safety Program Plan 15 1 101915 HC BOC Page 198 HARTS Safety System Program Plan (SSPP) to off-site lunch periods or breaks when an employee is schedu led to return to work . Visitors , vendors, and contractor employees are governed by this policy wh ile on Harnett County premises and will not be permitted to conduct business if found to be in violation of this pol icy. B. Prohibited Conduct. The unlawful manufacture, distribution , dispens ing , possession , storage , purchase, or use of prohibited substances by all Harnett County employees is prohibited . Employees who violate this provision will be subject to d iscipl inary action up to and including termination . The Human Resources Department w ill be consu lted prior to such discipline being imposed . Law enforcement shall be notified , as appropriate, where criminal activity is suspected . No employee may refuse to submit to any drug or alcohol test as required by this policy or DOT regulations . C. Consequences of policy violation. Employees found to be under the influence of prohibited substance(s) or who fail to pass a drug or alcohol test shall be removed from duty and subject to disciplinary action up to and including termination . A drug or alcoho l test is considered positive if the individual is found to have a quantifiable presence of a prohibited substance in the body above the minimum thresholds . D. Post-Accident Testing. Any employee involved in an accident that results in a fatal ity will be required to undergo urine and breath testing if they are involved in an accident while on duty or operating a Harnett County vehicle (regardless of whether or not the vehicle is in revenue service). This includes all surviving safety-sens itive employees that operated the vehicle and any others whose performance could have contri buted to the accident. In addition , a post-accident test will be conducted if an accident results in injuries requiring immediate transportation to a medical treatment facility, o r o ne or more vehicles incurs disabling damage , unless the employee can be comp letely discounted as a contributing factor to the accident. The accident definition may include some incidents where an individual is injured even though there is no vehicle collision . Following an accident, the employee(s) will be tested as soon as possible , but not to exceed e ight hours for alcohol testing and thirty-two hours for drug testing . Any safety-sensitive employee involved in an accident must refrain from alcohol use for eight hours following the accident or until he/she undergoes a post-accident alcohol test. Any employee who leaves the scene of the accident without justifiable explanation prior to submission to drug and alcohol testing will be consider to have refused the test and subject to discipline up to termination . Employees tested under this provi s ion will include not only the operations personnel , but also any other covered employee whose performance could have contributed to the accident. E. Fitness for Duty/Reasonable Suspicion Testing. All employees may be subject to a fitness for duty evaluation, and urine and/or alcohol breath testing when there are reasons to believe that drug or alcohol use is adversely affecting job performance . Any employee who is reasonably suspected of being intoxicated , impa ired , under the influence of a prohibited substance, or not fit for duty shall be suspended from job duties pending an investigation and verification of condition . In accordan ce with Se ction Ill of this poli cy, a reasonable suspi ci on referral for testing will be made on the basis of documented objective facts and circumstances cons istent with the short-term effects of substan c e abuse or alcohol misuse by a trained superviso r or official of the locality where the covered employee has re ported for duty is on duty. Harnett Area Rural Transit System (HARTS) Syst em Sa fety Program Plan 152 101915 HC BOC Page 199 HARTS Safety System Program Plan (SSPP) Before any reasonable-suspicion drug test shall be conducted, the factors giving rise to reasonable suspicion shall be reviewed with and approved by the department head in consultation with Human Resources . A written record shall be made of the observations leading to a reasonable-suspicion drug or alcohol test and signed by the supervisor or departmental designee who made the observations within twenty-four hours of the observed behavior or before the results of the controlled-substances test are released, whichever is earlier. A reasonable suspicion alcohol test shall be administered no later than eight hours following the determination of reasonable suspicion. If the alcohol test is not administered within eight hours following the determination of reasonable suspicion or the accident, the supervisor shall cease attempts to administer the test and must document the reason(s) for not administering the test. In the event an alcohol test is not administered within the eight hour time frame, the following should occur: No employee shall be allowed to remain on duty until an alcohol test is administered and the employee's alcohol concentration measures less than 0.02 , or twenty-four (24) hours have elapsed following the determination of reasonable suspicion. F. Return to Duty Requirements. Employees who have previously tested positive on a drug or alcohol test and who are allowed to reenter the workforce must agree to a reentry contract. That contract may include, but is not limited to: 1. A release to work from the SAP . 2. A negative test for drugs and/or alcohol. 3. An agreement to unannounced frequent follow-up testing for a period of (1) one to (5) five years with at least (6) six tests performed the first year. 4. A statement of work-related behaviors. 5. An Agreement to follow specified after-care requirements with the understanding that violation of the re-entry contract will be grounds for termination . G. Direct Observation Testing. Any 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 a direct observation collection. Verification of these actions will result in the employee 's removal from duty and their employment terminated . Refusal can include an inability to provide a sufficient urine specimen or breath sample without a valid medical explanation, as well as a verbal declaration, obstructive behavior, or non-approved physical absence resulting in the inability to conduct the test. H. Drug-Free Workplace Act Requirements. All employees are required to notify Harnett County through their supervisor(s) or the Human Resources Office of any criminal drug statute conviction for a violation occurring in the workplace within five days after such conviction, as required by the Drug-Free Workplace Act. Failure to comply with this provision shall result in disciplinary action, up to and including termination . I. Referrals. All employees are encouraged to make use of the available resources for treatment for alcohol misuse and violations of illegal drug use policies. Under certain circumstances, employees may be required to undergo treatment for substance abuse or alcohol misuse. Any employee who refuses or fails to comply with requirements for treatment, after care, or return to duty shall be subject to disciplinary action, up to and including termination . The cost of any treatment or rehabilitation services will be paid for directly by the employee or their insurance provider. Employees will be allowed to take Harnett Area Rural Trans it Sys tem (HARTS) System Sa fet y Prog ra m Plan 153 101915 HC BOC Page 200 HARTS Safety System Program Plan (SSPP) accumulated sick leave and vacation leave to participate in the prescribed rehabilitation program . Employees may be either referred or make self-referral to the SAP. Employees who are terminated as a result of a violation of this policy shall be referred to for evaluation and further counseling or treatment by a substance abuse professional. VI. TESTING PROCEDURES A. Testing shall be conducted in a manner to assure a high degree of accuracy and reliability and using techniques , equipment, and laboratory facilities that have been approved by the U .S . Department of Health and Human Service (US DHHS). All testing will be conducted consistent with the procedures put forth in 49 CFR Part 40, as amended. The procedures will be performed in a private, confidential manner and every effort will be made to protect the employee , the integrity of the drug procedure, and the validity of the test result. B. When an employee does not provide a sufficient amount of urine for collection : 1. The collector must encourage the employee to drink up to 40 ounces of fluid, distributed through a period of up to three hours , or until the individual has provided a sufficient specimen , whichever occurs first. It is not a refusal to test if the employee declines to drink and then if the 2 . If the employee refuses to make the attempt to provide a new urine specimen, this is a refusal to test. 3 . If the employee has not provided a sufficient specimen within three hours of the first attempt to provide the specimen , this is a refusal to test. 4 . The employee has an opportunity to show a valid medical reason for not producing a sufficient specimen . C . The drugs that will be tested for include marijuana , cocaine , opiates , amphetamines, and phencyclidine. Urine specimens will be collected using the split specimen collection method described in 49 CFR Part 40 . Each specimen will be accompanied by a Chain of Custody and Control Form and identified using a unique identification number that attributes the specimen to the correct individual. An initial drug screen will be conducted on the primary urine specimen. For those specimens that are not negative, a confirmatory Gas Chromatography/Mass Spectrometry (GC/MS) test w ill be performed. The test will be considered positive if the amounts present are above the minimum thresholds established in 49 CFR Part 40 , as amended . D. The test results from the laboratory will be reported to the MRO . The MRO will review the test re s ults to ensure the scientific validity of the test and to determine whether there is legitimate medical ex planation for a confirmed positive test result. The MRO will contact the employee , notify the employee of the positive laboratory result, and provide the employee with an opportunity to explain the confirmed test result. The MRO will subsequently review the employee's medical history/medical records to determine whether there is a legitimate medical explanation for a positive laboratory result. E. If no legitimate medical e xplanation is found, the test will be verified posit ive and reported to the Harnett County Human Resources Drug and Alcohol Program Manager. if a legitimate explanation is found, the MRO will report the test result as negative. In instances where there is reason to believe an employee is abusing a substance other than the five drugs listed above, Harnett County reserves the right to te st for additional drugs under its own authority using standard laboratory testing protocols . Hamctt Area Rura l Tran s it System (HARTS) System Safety Program Plan 154 101915 HC BOC Page 201 HARTS Safety System Program Plan (SSPP) F. The split specimen will be stored at the initial laboratory until analysis of the primary specimen is completed. If the primary specimen is negative, the split will be discarded . If the primary is positive , the split will be retained for testing if so requested by the employee through the MRO. G. Tests for breath alcohol concentration will be conducted utilizing a National Highway Traffic Safety Administration (NHTSA) approved testing device operated by a trained technician . If the initial test indicates an alcohol concentration of 0.02 or greater, a second test will be performed to confirm the results of the initial test. The confirmatory test will be performed using an NHTSA-approved evidential breath-testing device (EBT) operated by a trained breath alcohol technician (BAT). The EBT will identify each test by a unique sequential identification number. This number, time and unit identifier will be provided on each EBT printout. The EBT printout along with an approved alcohol testing form will be used to document the test, the subsequent results, and to attribute the test to the correct employee . The test will be performed in a private , confidential manner as required by 49 CFR Part 40 as amended. The procedure will be followed as prescribed to protect the employee and to maintain the integrity of the alcohol test ing procedures and validity of the test result. H. If an employee alleges that, because of medical reasons , he or she is unable to provide a sufficient amount of breath, or saliva to permit a valid alcohol test, the alcohol technician shall instruct the employee a second time to attempt to provide an adequate amount of breath, or saliva . If the employee continues to allege an inabi lity to provide a sufficient amount of breath , or saliva for the test , the department shall be notified that the employee has refused to be tested. The employee will be directed to obtain , as soon as poss ible after the attempted provision of breath , or saliva an evaluation from a licensed physician acceptable to Harnett County addressing the employee's medical ability to provide the adequate amount of breath , or saliva . If there is not a medical reason acceptable to management for the employee's inability to provide the breath or saliva the employee will be considered to have refused to submit to the alcohol test and will be subject to discipline up to and including termination . I. Any employee that has a confirmed positive drug or alcohol test will no longer be allowed to perform safety-sensitive duties even if the o ccupied position has not been de signated as safety-sensitive . J. Harnett County affirm s the need to protect individual dignity, privacy, and confidentiality throughout the testing process . In addition , if at any time the integrity of the testing procedures or the validity of the test results is compromised , the test will be cancelled . K. Any employee who questions the results of a required drug test under this policy may request that the split sample be tested . This test must be conducted at a different DHHS-certified laboratory. The test must be conducted on the split sample that was provided by the employee at the same time as the original sample. All costs for such testing are paid by the employee unless the result of the split sample test invalidates the result of the original test or the employee shows good , valid cause supporting an inability to pay the cost. If such showing of proof is acceptable then Harnett County will pay the c ost. Note: In order to avoid cancelled tests, split specimen testing must be done in a timely manner. Accordingly, once the e mployee has made a timely request (within 72 hours of notification by the MRO) for split specimen testing , Harnett County is responsible for making sure that the MRO, the first laboratory, and the second laboratory perform the functions of s plit specimen testing in a timely manner. This means that Harnett County may not condition the split specimen testing on the requirement that the Hamett Area Rural Trans it System (HARTS) System Safety Program Plan 155 101915 HC BOC Page 202 HARTS Safety System Program Plan (SSPP) employee make direct and timely payment to the MRO or laboratory or the employee's agreement to reimburse Harnett County for the cost of testing . If the employee has not made the payment, Harnett County is responsible for making the payment and then seeking reimbursement from the employee . L. The method of collecting , storing , and testing spl it sample will be consistent with the Procedures forth in 49 CFR Par 40, as amended . The employee 's request for a split sample test must be made to the MRO within 72 hours of notice of the original sample verified test result. Requests after 72 hours will only be accepted if the delay was due to documented and verifiable facts that were beyond the control of the employee . M. Tampering with drug tests is a serious safety concern because, when employees tamper with tests , it is usually because they want to continue using drugs while performing their safety-sensitive functions. With the growing industry, which advertises substances and techniques to protect drug users from tests , it is Harnett County 's policy that all primary specimens w ill be tested for tampering . Such validity testing will be performed by the laboratory to deter and detect tampering with drug tests. Laboratories will test all incom ing specimens for dilution , substitution , and adulteration . If positive for any of the categories , the employee has a right for a second , or split specimen , test performed . N . When the MRO receives a test from the laboratory labeled adulterated or substituted the MRO contacts the employee , who has the burden of proof that there is a legitimate medical explanation . If the explanation does not present a reasonable basis, the test is reported as verified refusal to test because of adulteration or substitution . If the employee's explanation may present a reasonable basis that there is a legitimate medical explanation , the employee is directed to obtain , within five days, a further medical evaluation . If there is a legitimate medical explanation from the referring physician, the MRO cancels the test. If there is no legitimate reason reported by the referring physician, then the MRO reports that the test is a verified refusal to test because of adulteration or substitution . 0 . At the employee's option , the split specimen can be sent to a second laboratory for testing . The second laboratory sends back one of the following results : 1. Reconfirmed -positive drug test or adulterated or substituted result , which is a refusal to test. 2 . Failed to Reconfirm : Adulterated or Substituted Criteria not met-both tests cancelled . 3. Failed to Reconfirm : Specimen not Available for Testing-both tests must be cancelled, and additional requirement-Harnett County is directed to have another immediate collection of another specimen from the employee under direct observation with no notice given to the employee of this collection requirement until immediately before the collection . P . There will be no personnel action based on cancelled tests . VII. EMPLOYEE ASSESSMENT A. Any employee who tests positive for the presence of illegal drugs or alcohol above the minimum thresholds set forth in 49 CFR Part 40 , as amended , will be referred for evaluation by the SAP . The SAP will evaluate each employee to determine what assistance , if any , the employee needs in resolving problems associated with prohibited drug use or alcohol misuse . Harnett Area Rural Trans it System (HARTS ) Syste m Safet y Program Plan 156 101915 HC BOC Page 203 HARTS Safety System Program Plan (SSPP) B. Assessment by the SAP or participating in an Employee Assistance Program does not shield an employee from disciplinary action or guarantee employment or reinstatement. The Human Resources Department must be consulted prior to any discipline being imposed. C. If a safety-sensitive employee is allowed to return-to-duty, he/she must properly follow the rehabilitation program prescribed by the SAP, the employee must have negative return-to-drug and alcohol tests, and be subject to unannounced follow-up testing for a period of one (1) to five (5) years. The cost of any treatment or rehabilitation services will be paid directly by the employee or by his/her insurance provider. Employees will be allowed to take accumulated sick leave and vacation leave to participate in the prescribed rehabilitation program . VIII. INFORMATION DISCLOSURE A. Information regarding the testing and referral of employees and applicants under this policy will be treated as confidential in accordance with the requirements of North Carolina law governing the privacy of employee personnel records . B. All drug and alcohol testing records will be maintained in a secure manner so that disclosure of information to unauthorized persons does not occur. Information will only be released in the following circumstances: 1. To a third party only as directed by specific, written instruction of the employee. 2. In legal proceedings such as civil and criminal actions . The employee must be notified in writing that the information is being released. 3. When requested by a DOT agency or by a federal, state, or local safety agency with regulatory authority over the employee. 4 . If the employee has a second employer and Harnett County is the first employer and conducted the drug test then the MRO may not release the information to the second employer. C. Searches and seizures are to be conducted in a legal manner. Harnett County reserves the right to conduct searches or inspections of property assigned to an employee whenever a department head or his or her designee determines that the search is reasonable under all the circumstances . D. This policy is intended to comply with all applicable Federal and State regulations governing anti-drug and alcohol programs, including, but not limited to, those adopted by DOT. IX. SUPERVISORY RESPONSIBLITIES Every supervisor shall: A. Consistently apply this policy to all employees under his or her supervision. A supervisor, 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 discipline. 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 Harnett Area Rural Tran s it System (HARTS) System Sa fety Program Plan 157 101915 HC BOC Page 204 HARTS Safety System Program Plan (SSPP) 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 head 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. Supervisors will also receive 60 minutes of reasonable suspicion train ing 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 probable alcohol misuse. F . Since the Sheriff and the Register of Deeds are elected officials , drug free workplace issues in the Sheriff's Department and in the Register of Deeds Office shall be the responsibilities of these officials respectively . The Sheriff's Department shall be responsible for reporting test results to the North Carolina Sheriff's Education and Training Standards Commission on personnel holding certification from that Commission as required. X. EMPLOYEE RESPONSIBILITIES 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 . 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 use of a drug or alcohol when scheduled to report to work or when on "on call " status. Should any employee be requested to report to work for a safety-sensitive job earlier than his or her normal or previously assigned t ime, it is the employee's responsibility to advise his or her supervisor 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 absent without leave if he or she is unable to report to duty. An employee may be subject to other disciplinary action due to inability to report for duty. D . Submit immediately to a drug or alcohol test when directed by his or her supervisor. E. Notify his or her 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, as required by the Drug-Free Workplace Policy. Employees are also required to notify his or her department head within 5 days of any violation or conviction of a criminal drug statute while off duty. Hamett Area Rura l Transit System (HARTS) System Safety Program Plan 15 8 101915 HC BOC Page 205 HARTS Safety System Program Plan (SSPP) F. Notify his or her 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 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. All safety-sensitive employees will undergo a minimum of 60 minutes of training on the signs and symptoms of drug use includ ing the effects and consequence 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. XI. SYSTEM CONTACTS Any questions regarding this policy or any other aspect of the drug free and alcohol-free program should contact the Human Resources Department/Human Resources Director. XII. EFFECTIVE DATE All provisions of this policy will become effective on the date of approval by the Harnett County Board of Commissioners. Hamett Area Rural Tran s it Syste m (HARTS) System Sa fety Prog ram Plan 159 101915 HC BOC Page 206 HARTS Safety System Program Plan (SSPP) POST ACCIDENT TESTING DECISION REPORT **A separate sh eet mus t b e filled outfor each coFered employee that contributed to th e accident** System Name:-----------------------------Date of Accid en t : ___________ _ Time o f Accident:---------------Time Empl oyer wa s notified:-------------------- Locat ion of Accident :--------------------------------------------- Safety-Sens itive Empl oyee: --------------ID #and Po sitio n: ____ -:---:::--:---::-:---:------------ I . Did th e a cc id en t in volve a revenue service vehi cle ? 2 . Did th e a cc ident inv olve th e operation of the vehi c le? 3 . Wa s th ere loss oflife as a result of th e accident? 4 . Did an individual suffer a bodi ly inj UJy and immediat ely receive medica l treatment away fi·o m th e scene? 5. Was there disablin g damage to an y of th e in vo lved vehi cles? 6 . a) Did yo u perfonn a drug and/or alcohol tes t? (Use Deci sion Tree on back of this form) D Yes D Yes D Yes D Yes D Yes DYes FT A Authority i.e. Driver, Di spat cher, etc . D No D Yes D No Company Authority b) If no , why not?--------------------------------------------- 7 . a) Was an alcohol test pcrfonned within 2 hours? D Yes D No b)lf no,wh y: ________________________________________________________________ ___ 8 . If no alcohol tes t occurred, and more than 8 hours ela psed from th e tim e of the accident, please explain : --------------- 9. a) Was a dru g tes t perfonned withi n 32 hours? O N/A DYes D No b) If no. why: ---------------------------------------------------------------------------------- I 0. a) Did the empl oyee leave the scene of the accident with out a rea sonable explanati on? D Yes D No b) If Yes , please explain :---------------------------------------- Test Detennination : Name of supervisor making detem1inat ion: --------------------------------------- Time empl oyee wa s infonned ofdetennination: ----------------------------------- Signature & Tit le Date Harnett Area Ru ra l Tnm sit System (HARTS) System Safety Program Plan 160 101915 HC BOC Page 207 HARTS Safety System Program Plan (SSPP) Post Accident Decision Tree I ACCIDE!\'1' I t Did the accident involve a revenue service vehicle , whether in or out of revenue service? I Yes No test required; document 1-----:No Any other SS employee who could have contnbuted Test ASAP Driver Was anyone immediately transported to a medical treatment facility? era tor~ Can SS employee 's performance be completely discounted as a contributing factor?* • __j No test required; r-"S.o Yes lL.-_docum __ em __ ....,J No Was there disabling damage to any vehicle*? No ~ :Yes Yes Other SS Employee Could any other SS employee have cootributed to the accident? ~0 No test requB'ed; .., ~ ~,------------------------------~ * Disabling Damage: Damage that prec ludes departure of a moto r ve hicl e from the scene of the accident in its usual manne r in daylight after simple repairs. (I) Inclus ion: Damage to a motor ve hicle , where the vehicle could ha ve been driven, but would have bee n further damaged if so driven. (2) Exclusions: A. Damage that can be remedied temporarily at the scene of the accident without spec ial tool s or parts. B. Tire replacement without other damage even if no spare tire is available. C. Headlamp or taillight damage. D. Damage to tum signals, hom, or winds hield wiper, which makes th e ve hicle inoperable. **Contributing Factor: The det ermination of whether or not a safety-sensitive employee's performance was a contributing factor should be the decision of the company official investigating th e accident; not based on the police officer's accident fault determination. This decision should not be made ha st il y . The company official 's determination must be based on the best available information at the time of the accident. Ham ett Area Rural Trans it System (HARTS) System Safety Program Pl an 161 101915 HC BOC Page 208 HARTS Safety System Program Plan (SSPP) ACKNOWLEDGEMENT OF EMPLOYER'S DRUG AND ALCOHOL TESTING POLICY I,---------------------' the undersigned, hereby Print Full Nam e acknowledge that I have received a copy of the anti-drug and alcohol misuse program policy mandated by the U.S . Department of Transportation, Federal Transit Administration for al1 covered employees who perform a safety-sensitive function. I understand this policy is required by 49 CFR Part 655 , as amended, and has been duly adopted by the governing board of the employer. Any provisions contained herein which are not required by 49 CFR Part 655 , as amended , that have been imposed solely on the authority of the employer are designated as such in the policy document. I further understand that receipt of this policy constitutes a legal notification of the contents, and that it is my responsibility to become familiar with and adhere to all provisions contained therein. I will seek and get clarification for any compliance with all provisions contained in the policy. I also understand that compliance with all provisions contained in the policy is a condition of employment. I further understand that the information contained in the approved policy dated ___________ , is subject to change, and that any such changes, or addendum , shall be di s seminated in a manner consistent with the provision of 49 CFR Part 655 , as amended. Signa tu re of Employee Date Ham ett Area Ru ra l Transit System (HARTS) System Sa fety Program Pl an 162 101915 HC BOC Page 209 PO S I T I V E DR U G AN D AL C O H O L TE S T I N G LOG Da t e / T i m e Ty p e o f SA P Transferred all Em p l o y e e of Po s i t i v e Ou t c o m e documentation Vi o l a t i o n Re f e r r a l Re s u l t to this folder? D Po s i t i v e DT e r m i n a t i o n DYes Initial D Re f u s a l DC o u n s e l i n g DNo D Ot h e r : D o t h er : D Other: D Po s i tiv e DT e r m i n a t i on DYes Initial D Re f u sa l D c o u n s e l i n g DNo D Ot h e r : D o t he r : D Other: D Po siti v e D T er m i n a t io n DYes Initial D Re f u s a l DC o u n s e l i n g DNo D Ot h e r : D O t he r : D Other: D Po s i t i v e D T e rm i n a t i o n DYes Initial D Re f u s a l O c o un se l i n g 0No D Ot h e r : D o th e r : D Other: 101915 HC BOC Page 210 HA R T S Sa f e t y Sy s t e m Pr o g r a m Pl a n (S S P P ) PO S T - A C C I D E N T TE S T I N G LO G Em p l o y e e Da t e / T i m e o f Ac c i d e n t Re s u l t Da t e /T im e o f Da t e / Ti m e of Transferred all Ac c i d e n t Te s t Te s t Re s u l t do c u m e n t a t i o n to folder? D Fa t a l i t y D Y e s Initial D Im m e d i a t e Tr a n s p o r t D N o to Me d i c a l Fa c i l i t y D Other: D Di s a b l i n g Da m a g e D Ot h e r : D Fa t a li t y D Y e s Initial D Im m ed i a t e Tr a n s p o r t D No to Me d i c a l Fa c i l i t y D Other: D Di s a b l i n g Da m a g e D o t h er : D Fa t a li t y D Y e s Initial D Im m e d i a t e Tr a n s p o r t D N o to Me d i c a l Fa c i l i t y D Other: D Di s a b l i n g Da m a g e D O t h e r : D Fa t a l i t y D Y e s Initial D Im m ed i a t e Tr a n spo r t D No to Me d i c a l Fa c il i t y D Other: D Di sab l i n g Da m a g e D o t h e r : Ha r n ett Ar ea Ru r a l T ra n s it Sys tem (H A RT S) Sys tem Sa fe t y Pr og r a m Pl a n 164 101915 HC BOC Page 211 RA N D O M TE S T I N G LO G Ra n d o m Da t e / Ti m e o f Da t e /Ti m e of Transferred all Em p l o yee Se l e c t i o n Sh e e t Or d e r Fo r Te s t Te s t T es t Da y Re s u l t documentation to folder? D Yes D M o n d a y DYes Initial D No D T ues d a y DNo D Oth e r : D w edn es day D Other: D T hursday D Fr i da y D Sa t urday D s unday J D Y es D Mo nd ay DYes Initial 1 D No D T u es day DNo I D Othe r : D W ed ne s day D Other: D T h u rs day D Friday O S atu r d a y 0 Sun d ay I D Ye s D M onda y DYes Initial D N o D Tues day DNo D Oth e r : D W ed ne s day D Other: D T h ur s day O Fr ida y O Sa t u rda y 0 Sun da y D Y e s O M o nd ay DYes Initial 0 No O T ues d a y 0No D Ot h e r : 0 W edn es d a y D Other: 0 Th u r s d a y O Fr id ay 0 Sa tu r d ay 0 Su nd ay 101915 HC BOC Page 212 H A R T S Sa f e t y S y s t e m P r o g r a m P l a n (S S P P ) RE A S O N A B L E SU S P I C I O N TE S T I N G LO G Da t e/ T ime Da t e /Ti m e Date /Ti m e Re a s o n a b l e Su s p i c i o n Transferred all E m p l o y e e of Su s p i c i o n of Te s t of Tes t In c i d e n t Ch e c k Li s t ? documentation to this Resu l t folder? D Yes DYes Initial D No DNo D Other: D Other: D Ye s DYes Initial D N o DNo D Ot her : D Other: D Y e s DYes Initial D No DNo D Ot h e r: D Other: D Y es DYes Initial D N o DNo D Ot he r : D Other: - - - Ha rn ett Ar e a Rur a l T ra ns it Sy s t e m ( H A RTS ) Sy s tem Sa fe ty Pro g r a m Plan 166 101915 HC BOC Page 213 REASONABLE SUSPICION INCIDENT CHECKLIST Employee 's Full Name Date I Time of Observation Supervisor's Full Name & Telephone Date of Supervisor's Reasonable Suspicion Decision Training This checklist is to be completed when a supervisor -trained in accordance with 49 CFR Part 655 .14(b)- determines that an incident has occurred which provides reasonable suspicion that an employee is exhibiting behaviors consistent with the symptoms of drug use and I or alcohol misuse. Mark each applicable item on this form and add any additional facts or circumstances which you have observed. A. Nature of Incident I Cause for Suspicion I. Observed/reported possession or use of a prohibited substance (including passenger complaint). 2. Apparent drug or alcohol intoxication. 3. Observed drug or alcohol intoxication. 4. Arrest for drug-related offense 5 . Other (e.g. flagrant violation of safety or serious misconduct , accident or 'near miss,' fighting or argumentative/abusive language, refusal of supervisor instruction, unauthorized absence on the job) Please specify: B. Behavioral Indicators I . Verbal abusiveness 2. Physical abusiveness 3 . Extreme aggressiveness or agitation 4. Withdrawal, depression, tearfulness, or responsiveness 5 . Inappropriate verbal responses to questioning or instruction 6. Other erratic or inappropriate behavior (e.g. hallucinations, disoriented, confused) Please specify: C. Physical Signs and Symptoms 101915 HC BOC Page 214 HARTS Safety System Program Plan (SSPP) I . Possession, dispensing, or using prohibited substance 2. Slun·ed or incoherent speech 3. Unsteady gait or other loss of physical control, poor conditioning 4. Dilated or constricted pupils or unusual eye movement 5 . Bloodshot or watery eyes 6. Extreme aggressiveness or agitation 7. Excessive sweating or clamminess of skin 8. Flushed or very pale face 9 . Highly excited or nervous I 0. Nausea or vomiting 11. Disheveled appearance or out of uniform 12. Odor of alcohol 13. Odor of Marijuana _14 . Dry mouth (frequent swallowing/lip wetting) 15. Shaking hands or body tremors/twitching 16. Dizziness or fainting 17. Breathing irregularity or difficulty breathing 18. Runny nose or sores around nostrils 19. Inappropriate wearing of sunglasses 20. Puncture marks or "tracks" _21. Other(Specify) _________________________ _ D. Written Summary Please summarize the facts and circumstances surrounding the incident. The observations mu st be specific, contemporaneous, and articulable regarding the appearance, behavior, speech, or body odors of the safety- sensitive employee. Attach additional sheets as needed . The above docume nt of physical , behavi ora l, and performance indi cators of the named employee were observed by: Su pervi sor 's Full Name Date Signature Ham ett Area Rural Trans it Syst em (HARTS) Sys tem Safety Program Pl an 168 101915 HC BOC Page 215 HARTS Safety System Program Plan (SSPP) AFFIDAVIT OF CORRECTION According to 49 CFR Part 40, as amended , the collector of the drug test referenced below must take all practicable action to correct errors on the Federal Drug Testin g Custody and Control Fonn so that the te st is not cancelled. Transit System Name:-------------------Date of Test: ___________ _ Test Category :-----------------Specimen ID#: ______________ _ Donor Name:------------------Collector Name: ______________ _ Date Collector Wa s Notified of Error:------------------------------ Thi s affidavit a ddresses the following errors that were not performed in accordance with 49 CFR Part 40 , a s amended : Step I Requirements (§40.63) (check all that apply) _A. Missin g/Incorrect Employer Name, Address _B. Mi ssing/Incorrect MRO Name, Address, Phone and Fax No . _C . Mi ssing Donor SSN or Employee I.D. No. _D. Missin g/Incorrect Testing Authority _ E. M issing/lncorrect Rea son for Test _F. Mi ss in g/Incorrect Drug Tests to be Performed _G. Mis sin g/Incorrect Collection Site Name, Address, Phone and Fax No. Step 2 Requirements (§40.65-70) (check all that apply) _Collector failed to indicate if the s pecimen wa s within the acceptable temperature range _Collector failed to mark 'Split' _Collector arbitrarily ma rked 'Obse rved· Collector fa iled to mark 'Obse rved · _Mi ss in g explanation within 'Remark s' section. (i.e. any unu sua l circum stances that occ ur durin g collection ) Step 3 Requirements (§40.71) (check all that apply) Bottle seal s were filled out while still affi xed to th e CCF Step 4 Requirements (§40.73) (check all that appl y) _Mi ss in g collector"s sig nature _Mi ssing collecto r's printed nam e (First, Ml , Last) _Mi ss ing/Incorrect Date of Collection _Mi ssin g/Incorrect Time of Collection _ Mi ssing Courier Name Step 5 Requirements (§40.73) (check all that apply) _Mi ss in g donor 's s ig nature _Mi ssing donor's printed name (First, Ml , Las t) _Missing/Incorrect Date of Collection _Mi ssing donor's Daytime and/or Evenin g Phone No. _Mi ss in g/Incorrect donor's Date of Birth Collector Remarks: I. Description of error: __________________________________ _ 2. Description of correcti ve action: ______________________________ _ 3. Measures taken to en sure the same error(s) do not reoccur: _____________________ _ By sig ning below, in accordance with 49 CFR Part 40.209, I certifY that th e aforeme ntion ed e rrors occurred on th e ref e ren ced dn1 g test and that appropriate meas ures have been taken to e nsure th e same errors will not reoccur. Collector Sig nature I Title Date Ha rn ett Area Rural Transit Sys tem (HARTS) Sys tem Sa fety Pro g ram Pl an 169 101915 HC BOC Page 216 NA M E O F C o n t r a c t o r - SA F E T Y DA T A Sa f e t y Da t a Pa s s e n g e r In j u r i e s /C la i m s Em p l o y e e In j u r i e s Ac c i d e n t Re p o r t s In c i d e n t s Pr e v e n t a b i l i t y Tr e n d An a l y s e s Sa f e t y Me e t i n g Mi n u t e s No t e : In c i d e n t re p o r t s ar e s ub m i t t e d to NC D O T as a gu a r t e r l y re q u i r eme n t . HA R N E T T AR E A RU R A L TR A N S I T SY S T E M AP P E N D I X C 1 S T Q t r Ju i - S e p QU A R T E R L Y IN S P E C T I O N S AN D RE P O R T S DA T E : _ _ _ _ _ _ _ _ _ _ _ _ 2" d Q t r 3r d Q t r 41h Q t r Oc t - D e c Ja n - M a r Ap r - J u n CO M M E N T S / AC T I O N S 101915 HC BOC Page 217 NA M E O F C o n t r a c t o r - DR I V E R / EM P L O Y E E Em p l o y e e In f o r m a t i o n An n u a l Ba c k g r o u n d Ch e c k An n u a l Dr i v in g Re c o r d Ch e c k Dr u g & Al c o h o l Te s t Or i e n t a t i o n (B r i e f T r a n s i t Sy s t e m SS P P ) D ef e ns i v e Dr i v i n g Sk i l l s Tr a i n i n g Cus t o me r Se n s i t i v i t y Tr a i n i n g AD A Tr a in i n g Em e r g e n cy Pr o c e d u r e s Tr a i n i ng NO T E : Tr a i n i n g re p o r t s ar e sub m i t t ed to NC D O T as a qu a r t e r l y re q u i r e m e n t . t: s • Q t r Ju i - S e p QU A R T E R L Y IN S P E C T I O N S AN D RE P O R T S DA T E : _ _ _ _ _ _ _ _ _ _ _ _ 2" d Q t r 3r d Q t r 41h Q t r Oc t - D e c Ja n - M a r Ap r - J u n CO M M E N T S / A C T I O N S 101915 HC BOC Page 218 NA M E OF C o n t r a c t o r - EM P L O Y E E TR A I N I N G Em p l o y e e Tr a i n i n g • Bl o o d b o m e Pa t h o g _ e n s • Wh e e l c h a i r Se c u r e m e n t • De f e n s i v e Dr i v i n g Ba c k i n g Pr o c e d u r e s Cr o s s i n g Ra i l r oa d Tr a c k s Br a k e Fa i l u r e Pr o c e d u r e s En - r o u t e Pr o c e d u r e s As s is ta n c e w/ Pe r so na l As s is ta n c e De v i c e s Ni g h t t i m e Dr i v i n g Pr o c e d u r e s Tr a n spo r t i n g El d e r l y Wh e e lc h a i r Bo a r d i n g Me t h o d s W h e elc h a i r Li f t In s p ec ti o n Wh e e l c h a i r Li f t Op e r a t i o n • Dr u g an d Al c o h o l • E m erg e nc y Pr o c e d u r es fo r O p era t o r s • AD A • F ir st Ai d Tr a i n i n g • Dr i v e r C hec k - Dr i ve r Ev a l u a t i o n s l: s r Q t r Ju l - S e p QU A R T E R L Y IN S P E C T I O N S AN D RE P O R T S DA T E : _ _ _ _ _ _ _ _ _ _ _ _ 2" d Q t r 3r d Q t r 4 11 1 Q t r Oc t - D e c Ja n - M a r Ap r - J u n CO M M E N T S /AC T I O N S 101915 HC BOC Page 219 NA M E O F C o n t r a c t o r - 1 ST Q t r Dr u g an d Al c o h o l Ju l - S e p Pr e - e m p l o y m e n t Ra n d o m Po s t -A c c id e n t Re a s o n a b l e Su s p i c i o n Re t u r n to Du t y Fo l l o w- up NO T E : A DA M I S re p o r t is al s o su b m i t t e d to NC D O T as re q u i r e d . QU A R T E R L Y IN S P E C T I O N S AN D RE P O R T S DA T E : _ _ _ _ _ _ _ _ _ _ _ _ 2" d Q t r 3r d Q t r 41h Q t r Oc t - D e c Ja n - M a r Ap r - J u n CO M M E N T S / A C T I O N S 101915 HC BOC Page 220 NA M E OF R E P O R T - t: s • Qt r MA I N T E N A N C E Ju l - S e p Vi s u a l ch e c k o f al l ve h i c l e s Wh e e l c h a i r li f t in s p e c t i o n s Wh e e l c h a i r se c u r e m e n t de v i c e s in s p e c t e d Pr e - an d po s t - t r i p in s p e c t i o n s pe r f o r m e d Cr i t i c a l (s a f e t y ) is s u e s re p o r t e d . An n u a l ve h i c l e s ta t e in spe c t i o n Em e r g e n c y eq u i p m e n t AD A si g n a g e in - p l a c e Em e r g e n c , Y ex i t s in s ~ e c t e d QU A R T E R L Y IN S P E C T I O N S AN D RE P O R T S DA T E : _ _ _ _ _ _ _ _ _ _ _ _ 211 0 Qt r 3r a Qt r 4u ' Qt r Oc t - D e c Ja n - M a r Ap r - J u n - - - - CO M M E N T S / A C T I O N S 101915 HC BOC Page 221 HA R T S Sa f e t y Sy s t e m Pr o g r a m Pl a n (S S P P ) NA M E OF Co n t r a c t o r - t: s • Qt r SE C U R I T Y Ju l - S e p Se c u r i t y pl a n , po l i c y , & pr o c e d u r e s in pl a c e . Se c u r i t y aw a r e n e s s me e t i n g s he l d . Se c u r i t y re s p o n s i b i l i t i e s de f i n e d . Id e n t i f i c a t i o n o f po s s i b l e pr o b l e m s . Ac c e s s co n t r o l l e d to fa c i l i t i e s / ve h i c l e s . Ad e q u a t e li g h t i n g fo r gr o u n d s . Pr o c e s s fo r em p l o y e e s to ma d e re p o r t s o f se c u r i t y is s u e s in pl a c e . Em p l o y e e s tr a i n e d in se c u r i t y fo r th e m s e l v e s an d th e i r pa s s e n g e r s . Ma n a g e r s / su p e r v i s o r s re c e i v e tr a i n i n g . Ho w to re s p o n d to bo m b th r e a t s . Pr o c e d u r e fo r re s p o n s e to em e r g e n c i e s . Em e r g e n c y ma n a g e m e n t pl a n in p l a c e . Mu t u a l ai d ag r e e m e nt s in pl a c e w/ co u n t y . QU A R T E R L Y IN S P E C T I O N S AN D RE P O R T S DA T E : _ _ _ _ _ _ _ _ _ _ _ _ 2" 0 Qt r 3r c J Qt r 41h Qt r Oc t - D e c Ja n - M a r Ap r - J u n Ha r n ett Ar ea Ru r a l T ra n sit Sys tem ( HA RTS ) Sy s tem Sa fety Pr og r a m Pl a n CO M M E N T S / A C T I O N S 175 101915 HC BOC Page 222 HARNETT AREA RURAL TRANSIT SYSTEM APPENDIXD HARTS · Harnett Area Rural. Transit Systems ystem Safety Policies 101915 HC BOC Page 223 HARTS Safety System Program Plan (SSPP) Harnett Area Runl Tnasll S),ltm t\DSSION STA 'IE.'IIIENT ;' -' This Missioo SU.tcnlcnt was adoptc~ by tbt HilrTu:tl Coomty Tr~o~tion Advisor)' Board 001 the 31" of Jul>' 2001 . Q,~T/?R!~ VJ'r~natioll DiJector LI.Q T~~(>O, - •· I'·~,,·., ,., ' Mi•Kioo Stlllemcnr TI!c miss ion ofll1e Harne11 ~Rural Transit System is to mskc available ltlllll;l<lrtlllion that is ufc, dcpmdl!blc , ~«:usible, and llffordab le to all Hamen Coll1l.ly re$i(lenu Harnett Area Rural Tran sit System (HARTS) System Safety Program Plan 177 101915 HC BOC Page 224 HARTS Safety System Program Plan (SSPP) Polk,· O<!scr i(>tion · liARN"ETl ARK<\ RUR-\L TRA.NSI1 SYST£:\1 Op,•rallull> l'ul lc~· s~n '"" l'•>••n· Saf.,~ 1:. lh~ number or>e prionty of Ha.mcu Coumy, Harnell Area Rural T r.m>rl Sy&t~m (11.\RTS ) In •uppon 1)1 thut goal.th<' pri111.3ry imJXII131l~~ u f lh« S~t~m ~f~tr PTot!f"'m Pl~n pohd~~ and proC'CdUJc'"' ~~~~ r~tlu,'l""' l'' a.:-wkms a.nd ;,~uno!~ 1<> lmmportoliQn rustomo:r~. cmpiO}'CC:l a1.C tt.t gcllCr.ll publi~ Saf<·ry •• "~"rcll ~-'{>o.on~•bili ly bct,ve<::n &)'stem management and crnpiO)'CC S. It i!. th~ pohC)' ofHamcu Ar~;1Rur :1 l Tnmsit S)·~cm tl> provide u place of cmpiO)'mcn lthJI is ILL'l.' frum •~'.-"!:no/<'ll l~oZ3f ds that ~uld ~•uh m de.llh Clr so:::riCius inj U<}' to r mploycC":>. customer' or IDe l:'~""'"' !>-•l:rlrc- II L'> !he resporr~rbJllly of m •h employ~ lo report a!l incidcms 01 UllSaft< condoiU'>n.' to I herr ~"fX"IYI>Ot Sui"" ,.,,, "'''~' tmmrd1.11ely take nC'C(S'III) corn:cli\ c a~1011 l<l Jlt•" tm un:.afe co!llliiiLlll!. hi, also the policy o( Ham•tt J\rcr• Rur.1l Tmru;ll Systcn1 to requir~ lhBI safet)' tram on!) ~,tJ rh, uv.: u! l>-!lc J)JtltC<:lo\'C cquo(li'Tll:nt and procedures arc adhered 10 st ~lllllnc . lndl\'ldu3l cmpi••Y~"' an: c•pc,tcd ''' rwt'om: th•rr dutil;.!; Ill u safe nnd responsible manncr , a~ s:t!O! ''0'\. hel•:•v ocu ·~ ~ ~<n•dtllun uf emplo)'mcn: The crnplo~·mcnt Tra ining Guideline"' ,J] ~ u•cd fllr ~mril'>'cc t•~tmng. Pml•ihll~d beh :II'IOI'lo 111• bc:h;r,·ion; tho I~~~ in \'iolu lit'lll of the System Safe1y l'l\1£1""': l'bro Sudo hcha• '"" "''lt"k bdoav rQ rS th~t thn:alen th~ so fc ty of nnplo)'C'Cs, c~tomcr~ und I he g,cncral public ()Jiw• un;r(<'l'J'l <lbk hch:l\ iL'I'S inchod<: those th~t result in damage to S)'Stcrl~ entploycc cu publoc rmrp.:n~·- An tnl!lloycc who IOitnliO«tally \ 10L111:s safct)' policy ;roo proccdtii'C.S wtll be s uhjccl 10 -'PPJOjlliau di,copliuar~ :octoorl, ") detemuneu to~· tbt findings of an im-csr igalion. Such disci plinc may i nc lull< ~>\'"""~'• tkntollon ~"~pcn~t on or immediate dismissal. In sdditio:~ ;~h a c t101" ln.l) ~all:!c tiM: c:mploytc to be l1dd lc gdll) li:tbk undo:r Stmc or F cdcral la\\. ThJ!o upcr:otiunaJ Jl(lhq• wa~ ;,doptcd by the llurnett Count)', Hamctt .o\!Clo l<uml T r•nsol :.~··•~'" I ran>fl t>rta tr nn Ad\'L'I>I)' l k,.,n! on· Da y-;AJ? .\londt. &J...411,r Year: fl. t?~t2__ _ Harne tt Area Rural Trans it System (HARTS) Sys tem Safet y Program Plan 178 101915 HC BOC Page 225 HARTS Safety System Program Plan (SSPP) llameu An• R ~ral T,..11sil Systetn Golob and Objc:tCh<eJ -0 ·"' The Gwls aod Obj""tiv1:01 of tbc H.Arnct t An:~ Ru:nsl Tran.s.it System wen. adoplcu:l by tllc Harne« County T'ranspoJUtion Athisory Boa.rd on the 31" of Jllly 2001 . TllliiSportation Advisory Board Chair Ooa.l9 and Objoctivc.s : J. rrovldt exceptl!mal couomer u n1tt • Establislted a 24 hour twn-&-round responf.<: program for passcng~r comments or complaints • J>rovidt undcrstan.dable a.rul predsc pas!lCllgc::r infOllll.!!tion • Maintain clean vehic.Jrs l . To the ~rtatcst extent possibk, meet U.arnctt Cooaty reside ata' demand for tru!lpomdoD • Target !east 9C:J'Ved aR:aS of !be county to as=~ mec1 tlldr tnmsport~tion needs • Co nduc~ ~·cys to determine tnmpmUtiM needs • Esiablisbc:d ao OD-80Utg rnatt.etlflilu.d''eltising pro8flU1l 3. M1lataln ID c:ffeetm uaaaportatiOII partuenbip "itll nrvld.og ~•drs • Establish a rappol1 with s ervice a,:encic:s to meet t~o(! p rojtct furUTt tranSp<K1ation needs • Est.abli.!h an afford.ble ln.nsportlotion !lee-vice rate 4. Contln •e to make maaag~at aad openlloaallmpro'·~ments Hamett Area Ru ral Transit System (HARTS) System Safety Program Plan I 179 101915 HC BOC Page 226 HARTS Safety System Program Plan (SSPP) H ar11ett Area Runl Tra11rlt Srstem Policy __ _ AdmiaiJtnd" Polley Description : In 10Conlanct v.'itll the AnmiciiJI! Witb Disabililic8 Act (ADA) of 1990,1hc Ha.tn<!U Aren Ru r.<J Tramit S)'i"lcrn (HARTS) w:ill &e:ftedulc all request t'Or meet~ or appointmmu b)' a ho:ndmopped or diubled ponon at the Harnett Count)' t..ibracy, located at 601 N. Main Stroet, ulliJI.liOn, NC. The indlvidwol wiD b' notified of the d~le, time, lind loca.tioo of this moeting. Harnett Area Rural Trans it Sys tem (HARTS) System Safety Program Plan 180 101915 HC BOC Page 227 HARTS Safety System Program Plan (SSPP) Polley __ EMPLOY.tt CONDUCT Thi B adJnini.stnrive policy "'~s adopted by the Harnett County lrlirlsportation Advi&ol)' Boord on (Day) ~tioa; (Mo~tth) {Ye jui_ __ {) ~sZ:; No employee of the Ha.rnett Area k~.~nl Truu;it System maU have the Jol.bority to mrskc p11blic or private 1tatcmcnts on bcb.lf of Harnett CoWity v.'ithou! prior approval o f the S}'ftcm nwuaer. All cmploycc:s &ball condw:t themselves puhlicly or privately In 1uc:h a manner u shal l bru1s c~rt 10 the Hamen AJU RunU T1ansit Sy&ecm or to the p&niClllat subconllllctor to whlc.h the cmplo)'Cc is artacbcd . Bc.ha\ior of aoy employee whlch may affect thr ~fety and well -being of other employeca of tbc Harnett Area Runl Tr:arusit Sync:m or subcontractor, or lo penMID~M!I S<:1Vcd by !be Hanten An:a Rl.ll'al Trii!ISit Sylllcm w IUbcootrBcu:xr, ~baJJ be cause for disciplinary actitl!l, wbetbcr or n<)l f!lc.h bcha\'ior n:l;rtcs to plopar performance of tJ,. employee ·s job. Harnett Area Rural Transit System (HARTS ) System Sa fety Program Plan 1 81 101915 HC BOC Page 228 HARTS Safety System Program Plan (SSPP) Admiobtratl~e PoUcy I CO:"ifLJCT OF TN'J 'IHlEST ·"" . --~ .· PoU ey __ Paa., 1 of2 This lldministralive polic>' was adopted by the Hamen County Transporution AdYiS<lry Bo.,-d on (Day) (Month) (Year) Description: 1991 NC SeuJon L•"• C bapter 689. S. IJ WHEREAS. 1991 NC Session la-.•1 Chapter 6B 9, S. 13 require~ eacb pm'.IU:, 11on•profi l &:ntity cligihk 10 Rtcive Stale funds to have a policy which~ conJlicts ofmtcrest that may trisc when membcn o f its ,go>·muog body or itS ~g employees are involved in lt.e dis.tlunemcnt ofStste funds; and. \\'HEREAS, 1991 NC Sc~Oil Laws Chap~" 689. S. 13 requim; each private, non-profit mtity elieible to rcceiv.: State funds w file with the at;cncy that disbllrsef Statc fund~ to the ennty il nocariU'd c»py of its confli ct o f imm:~1 policy before any State fund s cllJl be disbuned to the a.tity; and, \lt'ltflREAS, lhmen Collllly Trampootation Ad•·isory Board deaiN!scu require its H:oneet ATc8. RW'S.I Tr~:uit Sy&lcm aod coaoaging tMJ>lO)'~ to avoid confticta of intei"'C$t or the .~ppaar3.ncc of impropriety in lhe d.isb~mt of Stale funds; h'OW TIJEREFORE, oo rru:mbcr of chc Harnett Counly Tr.msponatioo Advisory Board elf managirlg employee of Harnett Area Run! Tr.wit System sball partie~ in the 110licitalion, ntgotiation. form•tion. a-..·ard, arbitration, modificalion, or 5CCI.Icment of an y COillnlCI Of ifalll funded m 10-bOic or in part br State fund s or :my dispute arising undCI such cooiBCI OJ grant when the Harnett Area Rural TTIIll&it Syt~tem or rnan~ng employee stands to bc:nefit. cilhct dii'C(t1y or ind.iroct1y, from such corm-act or pllllt: (too!' d) Harnett Area Ru ra l Trans it Syste m (HARTS ) System Safety Program Plan 18 2 101915 HC BOC Page 229 HARTS Safety System Program Plan (SSPP) Haraell Al"l'& Rural T~U Syatcm l'ollcy II __ )'•ge_l_or_l _ PERFORMANCE EVALUATION •. . . ... + "' Tbi! adminimaril'~ policy was adopted by the Harncu County Tran::oportatioo Ad••i.sory Bo:lrd OD --(Day) (Month) --(Year) 1"r.Lru~porta6on Oiroctor TJ'IiASPOit.alion Advi&ory Board O..a.ir ~ < • ~~ .• C!;l.':¥. .. Description: ilur section on perfmmance t-valuation concerns )>'".JlJUlllml H.A.R. T .S. tltlployccs. Fr~: &ch U.A.R.T.S. employee ~ill h.:we a job pc:rform;flee e1ralwttion not Jess th"l! aonUlllly. l>c:riodic or :liJo;ial pafonnancc: evaluations an:: subject 10 dccc:rmi.natio n by rompt'18111 aurhority, such "t!tc H.A.k .T.S. MBD~t!T or Direct~. R.-.sponslbility; Eacb H.A.R T .S . employee \\ill be evl.luillod IIi appropriate. The II.AR.T.S. Manager will receive .&n IUlllua l p<rformancc approjul ftotn lhc Tran,;portati on Dirraot, . Documentatio/1 RE'quiud: Each H.AJt T.S. full-time emp l O)'CC "ill rc:ocive a completed evsluatioo sheet at lcaJi t ~~;~Uy, and it will be personaUy n:~iewecl wilh him/her by tbc Traosponation M~er or higher l'llllbority. Bocb the supen-Uor md lbc cmploytoO will sign and dllte the c:vahution sheet in !he uppropriaU: places. The employee rmy attach comments 10 explain 0< clarify any poio!! made in the ~·aJuat1on . h y.•jiJ lben be fil~ in the subjEK:t employee's p=onncJ ~rd io 8 c.onfidemial lllllmler. All perfonoBIIDI! 3(1prai sa l5 are m:.intaiood in a~~-tll.illmat. Harnett Area Rura l Trans it System (HARTS) Syste m Safety Program Pla n 18 3 101915 HC BOC Page 230 HARTS Safety System Program Plan (SSPP) ll•mdt A~a Rurlll 1'nosit Sy1tMD PoUey -- Adllllu [sin lin PoUey JOB ADVP.kTISI NGIRECRUITM~NT TJUs ~ive po licy was ~<!opted by !he l-l amett County 1'rall!pot'tll!ion Ad~;sory Board on --(Day) (Month) (Year) I \J.,..,_,..# 7 Lf/ LO ~ ptr an#matioo Director ~ -.. :; Description: Ad .. ertlsemeal uf P05ilioo Opmi•CJ Hrnet1 .1\r(a Rlltll! lnaruit system will .ntere to the H.vnect County P<!rronncl Depanmc:ru adntinl$Ulith·e policie'.l ~ond prac:tiCQ. Evcey. re<t$0DIIble ctron will be made to n:cruit liom aU ethnic grou_"lS as well as the ~u lar medtll. Recruitmmt and Sdmlon . Selection sh.tl l he midc: on the basi; .,(""best q u alified.~ • Subject 10 policies swe-1 clscwbcrc herein, th e scolcc.tion of c.md.ida!"3 shall be roMe 0.!1 thco biL'S iJI of fait eva l11<1!ioo of quallficalion.~ 11nd without dillCriminlltion bccatlSe of rao., color, creed, nu.tional origin, age, religion. &ex, marit al ~;!u&, ~bility, or political affilia1ion . Hamct1 Area 1naruit System adhc:es to all rules and regul;lt.ions as governed by the American, .,.ojtb Disabilities Act , Harnett Ar ea Ru ra l Trans it System (H A RTS) System Safety Program Plan 184 101915 HC BOC Page 231 HART S Safety Sy stem Program Plan (SSPP) Har.en Ala R•nl Trulit SylleliJ (HARTS) Operatloul S.Jet,-P oUey Pelley llacriptlon ! Sufo::sy ts the ~~Umber ooe p;ioriy of HARTS.. ln Qlppo!1 ofdw i<Jal. the prim.ruy impo~ of !be PlmCI!geJ, VdlicJeaJid S}mern (PVS) SafUy policie$ and procechtres 11n: lhe mlliCWn of IICcidcots and ~uriet to IJ'lm5it ~ ~and tbe genentl public. Safety is a &bared respomibility between ~cmiJlaii!II!Cment and =Pio)'rel. It is the polk)· ofHARTII to provide a pboe of employmmt that h tree fi-om roco~ bmuds thai could result in dcatb or serious injwy to emplo)'CCII, customen~ Ot tbe general public. It is the responsibility of each ~yee to rq10rt aD inci6mts or unsai! couditioru; to 1J1e.U supei"\Uor. Supcrvisxll"$ ~JUt inmodiately tab~~ ac;Uon to~·~ UllSidC cooditlom. It is aho the policy oflJ ARTS to roquln! tbilt aakty traininJI 11011 tlx usc ohafe protectin~ c:qu.ipmcnl and procedt!I'C'l 8h! l'ldhem!to at all times . lndh"idual eroploycea arc expected to pc:rfonn lbeir dutie3 in a safe and re9pOnS!ble IIBIIIICf. as safe W()rk behavior is a c<~oditioo of cmJ*lymc:m . Ptob!blted ~iors are ~baviGrs that are in violation of the J'VS smty Plao. Suc:b beba•io~ ioolude bebll\iors tlw lhm11Cn the safety 0 r employees. cl.tltOmm; aDd the geoaal public , Other UDSOCeJ!Cablc: bc!mioH irll:hlde those that result in damage to sys-u:m, employee or public propelt)'. An ~:l'CC wbo iatmtiooally mlates !lllkty policy w pruOI:!du= will be ~o:r;t to appro prim d~ action, as detcmlincd by the findinp of an im<at lptkm. Such di9cipline 11111)" inclndc warnings, dc:Jmtion. sll!ipcruion or immedilltc di:smissal. In addition. sucb acticms may ca\1!10 the eqlloyee to be held legaJJy liahll uader Stale or FoduaiLaw. ~ 011lllil __ day of _______ __, 2004. HARTS Mmagcr(Signat~R) --------- Ad,oisory Board C!Wrmen (Signsture) ------- Harn ett Area Rural Trans it System (HARTS) System Sa fety Program Plan 185 101915 HC BOC Page 232 HARTS Safety System Program Plan (SSPP) H aradt Are• Rural Trnslt S)-strm Pollc:y __ AdaliDJslrat iTt Policy '; .· I t TRAJ!'Il~GlCERlU'JCA noN This adlninistn.tiv.: policy was adorlcd by the Harnett County TI'M.5pol1&1ion Advisory Ooard oo (Day)-(Month) .,., Dcacnptioo: .1\ll new employees arc IQ be intznduccd 10 tbe .salT b}' ~ ln.nsportatio.o Manager. In additioo, ~b n~ employee wlU reoc:i\•t in orientation to the Harnett Area Rural Transit System (HARTS) by lbe Tran1)1011ation Managet , This oneutatio.n will inelade, but DOt be limtlcd IO; • Distribution aod expl&n.ltion oflbc PtniOMC I Policy Manu;J, including: -An explanatioo of lbe iniunmoc and otbCf cmplo)'OC benefits. A brief history oflbe Harnett ~ ]{ural T~t System. An c::xplananon oflbe Hame:lt Arm Rural Tnmit Syjtcm orgaruutional clwt. • All cmplo)'Ce& must bavc a minimum of two bo\1/S $<1b5l.a0Ce .abw:.: trairull,i. including drllg abU>C: and ak;obol mtsusc. In addi tion, ~ employer's auiMuoce abuse policy must be review ed. • All H.AR TS personae! who an: in contact with the pub lic will rocci"• ~ettRcr usiswloe 110d sensith~ty t111ini~ tither bcfc•re bcginnmg tbcir duties or within three months of comrn~cctrl~t of tht'ir cmplo)'menl • All HARTS drivc:t'li t n.UJI bu·c completed a certified emerseocy procedures training oounc prior 1e drivitlg m~y HARTS vehic le. • HARTS driven arc required to oornplett CCitified tnlining oourses in defcmive dri\.•ins llDd other OOUJ's<::5 deemed .ppropriate by the T181lSp<lf1ation Manavr wifuin spectficd time limit&. Hamett Area Rural Transit System (HARTS) Syst em Safety Program Plan 186 101915 HC BOC Page 233 HARTS Safety System Program Plan (SSPP) lfarnect Aru Runl Traniit S)"5tetn PoUry __ _ Admiolstr.alf\re PoUey [ _._·:.:_;,_ .... ~ This administrntive poucy wa:s adopted by tbe Harnett County Transportation AdvisDJ)' Boan! 00 (b~)') (1\lon~--- De$criptlom : A full 8-bol.li day, 4(1.hoor wo~ is Q;protod lo be worked by ;a_IJ full -time employee$. Pro raw d~ ~<•il l be drtcnninod for t~ruporary pllt1-tirnc employees a.s !.be situatiOJt 'A•arrants. Employees woo are Unable to nport for wort at theii schodule<l time dl.le to illness. flllllily concerns, wC31ftcr condjrioos, and the like. sho ... l<l c.tll the Trnn~ioo Mllt);l ~cr or DiapatcfK:r immediately but 110 IC!:i 1ha11 r.r.•o hotm before tbe employee: ·s scheduled work time. The Hamet1 A=. kw-al Transit Systeto may from lime to time 5Cbedule spccin.l mec:lings, coofermoc.s, 3nd &cminars that ll1U5[ be Slleoded by all emplo~·ee:s S ocb Ktivitie~ coolrilxllc U\ still dC\·~I~pmcnt throup. the e~clwlgc of inf0Jm8.lk)D wxl oplmon.s . Hamctt Area Rural Transit System (HARTS) System Safety Pro gram Plan 187 101915 HC BOC Page 234 HARTS Safety System Program Plan (SSPP) Haruu Area R.ra l T.-.asit Syst em Opn-atiuo3 Polky [ CONFIDEN1lALnY Policy __ P1 gf 1 or 1 This op eration• polity was llldoptod b~· the Hame l! County Tra o8p0rt.ltion Ad 'isory &ardon (Oily) (Month) --· ~ Tr~n~ Description: Any and .,[1 infonnation n:gardiog any md.hidu.a.l perwn served by the Hameo J\Ju Rtual Tr.lllSlt Sy.stM> is suictly conliUemial . lnfon!Ulion shall liOl be n:Jeastd 1o An)' party m any form without the authoriutioo of the ondividual and Harncct AI~,; Rm-al TnUlSII S~ero. Harne tt A rea Rura l Transit Syst em (HART S) Syst e m Safety Progra m Plan 188 101915 HC BOC Page 235 HARTS Safety System P rogram P lan (SSPP) Haruu Aru Runtll'nullc Sytklll (HARTS) OpenttioiUIJ S.fety Foley Palicy Nuae: HART'S ~idcmlloc:idcnt Rqlorting Pelk1' Detmrtiott: It is the retpansibllil) of e\'el')' employee of the Hnmr:« Ami Rural Tmm:it System 1D report lillY lllJd all accidcO&Iinciclc:rll8 il:nlnaliBlel)'. Drivrrs will provide aocurare, dr:Wicd RpOrts of all aocidcnW""mcidcu.s wing tbe system's rqJOrting fom!.. Dri\-ms should 1111 om an IDcidcnt Repon Form if llll)'lhi.Qi uauwal ~~ws durine tbc.ir ro~e. locide:nls include accldenU, bljune$, Jlro!IMY ~ lll!d _, misses. Examples of lnddeDCes lbttC soouJcl be rcoordcd ioc:lude but liR: DDt limitrd ID: • ~ &lls witbom injariea • ~ i11juric$ (when il\il.ll')' O«:Ur&. fill out a passoe~~~gct id limn in add il ioo to the inc:ident ~rt) • Difficulties will! ~en tbat resull in damage t{) poople andlot ~ (nil~: pm~el" actions such u throwios objects, etc..) • Equipmeot flliJurn whim cuul!C dela~ n.KllliDg O\'CT objects which could cause tesldWII ~:1 to li= or a~; and BllY UI!USUBI ~orev~ I bat Cllu:scd or QDUJd -future. problems in the safe and reliable opera~ ion o f t!.e HARTS •-ehic:le . • ~nc.idmtl rcqlliring passcogc:r mcdica.lllcBlmCIII • Accideaul'lnddmu ..thc:b result in do.IW U~lue vdlicle damoge o.f o\<1% 1hoe hundred doiM-wtittco nocice of RJCb an inddmt mulll be given to tbc North Carolina Dq\ertmenl ofTTII18pOI'UII:io (NOOTIJ'TD) ~ ~ da)'s of the ir>eidem • lfmvoh'ed In ~tt~aociden!, dm-ms ~ rem~~inm the K>Coc of the aocldc.bt to make a report to lsw enfon>emeot office3. FATAL ACCIDENTS [f • falzll ~lknt ooous. HARTS must pnwiclt Y.-rkten nc>tioe 4blnsl lhr: accident to N(l)()TJFTD by tbc: clo9C of the bwiDess day the a.oeideol 0<:~~.7\.~n on. In addidoa, a n:pon indicaling lhe death of II peNOn ml.t$1 be ~vm lo NCOTIYTD "l''ithio 24 hoW'S of m acc.kl.eot victim's dea1h. A written l;l(IJI)" oflocal accidem in=tigation I'CJl()TU! offJ\1a l aocidcuts "fill be IUbmincd lo NCDWTIPTD lloithin 30 days after the Ateidmt, This opcratiooal policy wa.~ adopced by the Hameu C.omy Trmsportstioo Ad"·oory board oo thl5 day of • 2004. HARTS~ ($i8Jllllure) ---------- Advisory Board Oialrman (SisliiUUI\l) -------- Ham el! Area Rural Trans it System (HARTS) System Safety Program Plan 189 101915 HC BOC Page 236 HARTS Safety System Program Plan (SSPP) Damc11 Aru Rna I Tnuit S}-.ttm (HARTS) Opend•ul Safety Peli(')' Drug U9C and aloobo l mlsu9c is prollibitro b)• Harnett A1e11 Rural Transit S)'Sifl!ll'l ~·lo)oees. HARTS emplo)oee ill posscasioo of illicil druas or alcohol on or in Harnen Coumy property is prohibited. HARTS employees must compl::te 00.. &od dcobol ~ JeUlons. The Hamcn Area Rural Tmmit SYJ(c:m »ill irJl>lementltlld maiDtain 1m approwd dnlg IIDd .kobol tcstU. ~ lha1 iJ consiucll wilb Fcckral T~ Adminislfation {Ff.h) regu1a1ioos. Drug aod alcohol tnt in¥ wW be admlnl5ttr0d to al employees in 11 safety srnsiti•'C position. HARTS will compl)' wilb ..U fcckr.l ~ pertail1iDg to drug ll!ld alcoho l ~ requiTenalt.t. Emplo~ mast pus tbc drvg aod &kloboltem. Emplo~ 1Ailo do DOl~~ dnlg IIDd aklobolle$tll will be diimlsiled. This operAtioml policy WitS adoflted by the Hamc:u CoWJiy Tl1l.!l5p0no.tion Ad •i!lory Boarrl on this day of 2004 Transportation Mmln~ (Sifpvllure) --------- ActvDory Dowd ClJaitmm (Slgnarurc) ------ Harnett Area Rural Transit System (HARTS) System Safety Program Plan 190 101915 HC BOC Page 237 HARTS Safety System Program Plan (SSPP) (BARTS) o.,.ratic)aaJ Safety Poi")' l'olky NUie: ltxlemet¥ Wealhet Contiogcocy Hatl)fn A..ea RLnl Transit Syttcm is rc:sponsibk: ior !be sJo:: openrtloo laid m~ell)(nt oi tmmportatioo IICI"Vicc:. Jn order 10 UttY out this rcspoDSibil:ity with tbc assistance of othcc aa=x:ic::s. the followinJI prootdlln$ wUI be wed in tbc cwnr ofiDelcmcot wcatbcr. Tht ~rwloo Director .00 tbe 'I'rlo5poJtllli Maoaccr will coruct tho Emcqerxy M~ot Dim:tor (or des~) at tbc earliest pomble bour fur ~WC~mmcrxbtioo on the-~ tnsnsportadon openllion for tbc day. Coctllatioos "ill be fur tbe O'oenlllllkly of~ a HARTS per»ormeL [magi!IIC)' Mamgcmcnl will OOOlaC;I ~ted n 1/nadio aatiom with any inclement weather aMOIMIOemeii!S.. TbcK anoouncetDCU& may iowi\'C QOmJ"Icle cancel~ io..s or debty8. HWDIII aervi~ agcoc)e, -.bo~~e ~are affected by tbe dccjgon wiD be oo«acccd by HARTS no lata' 7:00a.m. 1m the following morning after tbc doci!ion is mwk In incJemem wc:.thcF OCCW'5 in midday, the ~~~~me notifoc:llion procedwu wUiappl)'. This opcraticmal policy waa lldoptcd b)· the Harnett Couuty T~rtation Advill:lry Board on d1is day of 2004 T11in$pC»1J11iotl ~faaaeer (Siglllllure) ----------- Advillor)· Cblimlllo (S~ture) ------------ Harnett Area Rural Transit Sys tem (HARTS) System Safety Program Plan 191 101915 HC BOC Page 238 HARTS Safety System Program Plan (SSPP) Hanu:n Am Rani Tr .. ,lt S>.Y•te• {BARTS) Openlioul S.ftt)' PeiJ,ey Poiey NaJDe: Wortpbce Violcnooe Policy Descrlptl .. lJiilliu All HARTS cmplo)'«' will ~ive llDI1Illll \li'Orq,l<!" ,icJ!eDOe awareness training. Tbc:.sc sessions wil.l up lain HARTS Safecy policy and ~ in .,.,Ja\pl&ce violence. as wen as QQ\'4!1' prooedlD'Eli for reporting and invest~ tbrcats, violmt acts, and unsafe woti<place QQDdl!ioos. lo additioD. cmplo)"ee8 will be lnfonDod of lbcir ~115ibilities and of lbc measun::~ ll.ey can talce to proe.ca tbemsc:~ IUid their co-Y;nrket'S .fonn workplace 'iolc:me. Pnhlbltcc! BUnMr l"rohlbll.ed beba\ok>rs are tbo9C bdla\iolli 111:11-O!!lined in lbc Drhu's HaDdbook .00 tbe Admioimative Policy scction. Prohibilcd be'-•ior llmSII be awidcd by all HARTS employee s. R101rtlu am! Jgmtjgat!on Any employee (~IP<iina managers) who has bcco th=tened, is a victim of a ~·iollml act, witnesses eoy tlnats Of >iolen( act$, Of learns of any thn:ats or viokot a.cu, Is to immediately n:pon :wch IIC!ivit)' to lhdr supcrvmr of the Pers:t1101::l [)qJoutme.n. c .. ftlkatlallcy lnfunnation abolll an iocU:nt or tbrc:ot will onJy be dl~sro on a noc:d-to-lnow '1:1am so that fair and thorough invMigation am be wOOuded. Additio!Wiy, HARTS will make f:'VCf'Y effort to clm'lll't die safety and pri\'IIC>' of tbc: iOOividiJII.li i""'Ol\'ed. WWIIIas Appropritrte c:orn:cth-e M:tioo will be· takco thst DB}' iDchxte ~MOP Or dl~mlssa.J of an employee who docs oot follow employee eooduet procedures. Thl s operational policy was adopted b>· tbe Hamen County Transporwioo Advisory ao.nJ oo thi! day of 2:004 . T~portmioo~~(s~~} ______________________ __ AdvDory Cbairmen (~>------------- Ham ett Area Rural Tran sit Syste m (HARTS ) Syst em Safety Program Plan 192 101915 HC BOC Page 239 HARTS Safety System Program Plan (SSPP) Harnett Aru Rural Trull! S)~em Description (Q<.>Ilfd): Polic:y __ raee 2 on PROVIDED, no IIIItllclt 1\rw Runt Tr.~Dsil Sy&t= or manllgiog cm1ploy" shall deem to lx:ncfil directly or iodim:.tly from IUl)' oon!nlct or grant fundc:d i:n whole or in part by State funds uok ss that person is p8Jt)' to the OOII01ICt or gnu:l t or could reced\'e a eommissioo on the conttacl Qr i$ on owner, par:tn~r. director, officer, or 1 0-p croc~ mi1«00Jder of the oon1nttting j)iU'ty or the =ipimt of the~; PROVIDED FURTIIER. th&A no H<unet1 Arc.l RUlli! Tn1m it S)'Ncm or managing employee shaU lx: decm~d to lx:ncfit dircctl)' or indirectly from a ~:ontl'ac( or gract funded in whole or in part by State funds if be or sbc roccive.s 011ly 1lx: salary or nipend d ue lb bini ocher in the no:nW course of anployrurot wi th or service to Harnett C011r1!)'. ·~~~~~~----------· (Catifying Official) -=~~~~~~~~----~do (Title ofCenifyi:ng OCikial) hcrroy certify th at1he shove ConltiCI of !merest Policy was appTO\'ed at a meeti•1g o f lhe H.aroc:n Counry Transpc>nati ou Ad~isol)' Board. dul)' held on -=-,---:----:--:-- (Date of meetins) (signature of certifying offH:ial) (sc:1l) Sub&enlled and SYo'Orn tom<: this---------day of200_ . .,..,.-----:----:--c:-:-----(DOUII)' seal} (s ignat~m ofl)Q(lll)' p11blic) My commission expires oo; --------------- (Add=) Harnett Area Rural Transit System (HARTS) System Safety Program Plan 193 101915 HC BOC Page 240 HA RTS Saf ety System Program Plan (SS PP) I'ASSt;NG.tR UtDA \101< This operational policy was adopled by thr Harnett Coomy Transportation AdviiiOl')' Boa1d on (011)") Ctlair Description: A pa:;seogcr's ngbt to Cli0lSp011ation o:.<111 b= tmnin..:cd by the H;unett An9. Ru.n~l Tnosil System due to mi sconduC-t of the pu&eoger Dimlprt--e or aburi•·e behavior 10 other passmg= or dlc driv"CJ" will oot be tolenucd. No profllllity or ,,.Jprily is allo"•ed wlulc oo boArd~ HNllctl Arcll Rlmll Traosit S~o:m vehicle.. No weapons (tnivc.s or firc.rms) wi ll be alloll'ed oo a HNliCtl Area R~m~l Tnosit S)'ltem Ychick PassengeH arc not pc:nnittcd to eat, drin1:. or a:mokc io Harnett Ami RanJ Tnosit S)lltcrn vehicles. Al l p useogcrs mlLSI wear ~ bell& to ins111 e the safety of ~II i::ndh•idoah in the vehicle. Passrogrrs will be dcnk~ tra."'Sporurion scn'icC$ if dlc:y cboosc: oot to abide by the •cat be~l t polic::) .. :-<a srn:am.ing, lood t..lline. sml:iog, or pla~mg of loud music is allo~ on » HnnteU .4.rca Rural Tnms:it System vehicle. No inappropriate display of affCCiion or sexual acti\'ily to the dri '•er or anotha passenger is allowed oo a Haroctt Area llurai1'1111\Sit Sy&tatl vehicle. No release of human waste, iDC iuding crewing. dipping or spitting. oo the vehi cle. This OOc:s oat inelllde ln:iunces of ~-ornitloa due to treaunents, modication, or illncas. Ham ett Area Rural Transit System (HARTS) System Safet y Progra m Pla n 194 101915 HC BOC Page 241 HARTS Safety System Program Plan (SSPP) Har~>ell Area Rnnl Traru:lt S)•rtem Pollt:y __ _ Pa1e 2 or2 l'ASS.t:NGf.R Bf.RA \'lOR (ront'd) Description (cont'd): The driver will reset\·e the rigl\1 to re.fusc Cransport to any passrogct" who a:ppc:an; to be imoxi~otcd or \UJdcr the inJlucm:~ of dl\las . Proood-un:s for viollltions of these ru]C$ are as followtO : • rirsJIIrcilleNJ: When:. ~='s bdoavior distupiS the dri\·cr or olhct passengc:rs., the ln>Tl$porlalit1n Man"tt"'• or hi.s.'hor .ag..,t will ~ privately ~;tb the paueni&r and the pM&e:oecr"s 5JIOI1&orilq: II&COC)' l'q)reseo~ti,•e (Jf the passeaser is a human &m-ice agency c:licot) about his.'hcr behavior. The TransporutiW• M:~~Da~ will t\llle to the pa.ssenger the re:woo hislbcr behavior ~ objcc;tionable and the steps the p&J:5enget ml151 tab to correct the bcbavior. The Tl"'llUJlDTtation M8lL8gc.r mu51 documen1 tt.i~ verbal \Oo'an'lill.!!. [r>(!;cating tbe date and time the di9Cussion took plaoe. • Sl!t:tind lhddmt: If the pasBrogi:r continLteS his/her disruptive behavior, the Tl'llllJpOruuio" Manase:r will speak ~~o'ith the passr:ngcr 8Dd the pasgeoger's sponsoriog ll~ncy repre~entatJ\<e (of tir e ra:~~enger is a human !ICrvicc agency client) a second time. During !his corwmliiW.O, the ~ger ~~o•ill be ptescoted with a writ!C11 '~ stilting the ~~ hi~ behavioc is objectiooable and the steps be/abe mUSl take to correct tbe behavior. The w<~min~ "ill ;Jooo ".ate that &>other incodenl win r<:SUlt io a suspcruion of privilege& to ride tbc tran5p0l'1<1tioo &ystem for up to 30 days. o Thltd lncillrnt : A thUd incidcn! will r<:SUlt io a suspcasioo of lllmSportation privU~ for up to W days. Tbe suspensioo notice will be written, 1100 h81ld deliven:d to the passenger a.od to the Pi!Sl!C08e:r's sponsoring l<Sency (if the p»~ is" hwnan serviocs agency client) or eeot by c:ernlied mail to bis•'be:r llddr= and to tlurt of the sponsoring ~cncy, if applicable. If a ~cr continues hilllhot disruptive bc.bavior following his.'bcr return from su~, ;a wriu~n ootiee will be hand de lh•eted to the passenger notif}ing himlh.cr that he/she: bas bccn pcnnancntly sw;pcodcd from riding o 1r1.113pOtW(on ag~ey vehlele. A cop)' ofthu notioc will also be 6alt to the climfs sponwrillg bwrum ~agency, if appli011ble. Harnett Area Rural T ra nsit System (HARTS) System Safety Program Plan 195 101915 HC BOC Page 242 HARTS Safety System Program Plan (SSPP) fbraett Al'ft Rural Traa1h Syuem PASSENGER ESCORTS ·. Polity __ race 1 or 1 Tbia operational policy was adop ted by th: Harnett Collllty T11111spor1BLion Adv1501)' Board ou (I>ay) ----(Month -) --(Yeu) Chait P;o~ who ni'Od a..o:sis~<moc: be yond b<wdins :llld exilin8 fr<m1 vehic le$ fihou ld ba~ Ill\ aide with tll.cm . Tbc driver i& not responsib le for ~>eeing lbill paneogm sign-io or for ll1kil1a puss=tt~= or their b agguge imide any bu ildins. Children 12 yean of u.ac: and under mut have an adLLit ~coornpany them to an d &om "''pointmr:rtts . Childr.:o &bull never be leA ~ttemlcd on any vehick. l!soom arc not ~uiJ-cd to puy for thcir trito:sportlltloo but th ey must be roc:;~tully md physica.ll)' a ble 10 ass~ant Cb e passenger. Harnett Area Rural Transit System (HART S) System Sa fety Program Pl an 196 101915 HC BOC Page 243 HARTS Safety System Program Plan (SSPP) Poll~y __ _ Op~nliou Polir) CASH HANDLING Thts operational ~licy was adopled by lhe Hamect <Mtnty Transporution ;\d,·isory Bo.m!on~ ~..\.},. Ql.Ov!, (Day) (Month) (Year) J () _ .J!J.-.O::::~;.t;~ ~~~ Description: The Harnc u Area Rural Transit System (HARTS) will accept only tbc exact fate from passe!l8etS. Drivers will not carry , nor have =~ to, any cas!t wtUie on ba.llrd the;r ve hicle:~. Pares l'·i ll be ~me<l in :.locked bo~ on the vettieles. Driver$ vdll not cm)'th~ key to $\ICh bo~e11 ; lfte keys to f01~ boxes will be held by the '-'Jlllo:rn m.,mgl:f or the manogcr's designee. Money c.o llecled on HARTS vc!ticJ~ is to be totaled b)' lhe ''ehi~Je driver on tile trip sbcel, and lllrncd o~·tt to lhc dispB!chcr at tbc end of C\'Cf)' day_ The dispatchct or other penon d es:igt.ated by the !1}'Sienl mllloagl!'f wi ll count the. t roeipts and \•e.-ifY !Mt tile ilml>lln.l of ~ash cqllliiS thr: amC>Un l RlOO!'decl on tltc lnp ~~. Funds wi ll be pl~d into a em ckposjt bag :u>d depo!ri1ed in HARTS' llCcottnl on" dlli ly bnsi $. All funds will be counted by tltc driwr and at leas! one odle> HARTS' pcn;on, ,.,d prcfc:rn bly two ind i,·idu all>, to inSIJre an m;cur~le to tal. Harnett Area Rural Transit System (HARTS) Syste m Safety Program P lan 197 101915 HC BOC Page 244 HARTS Safety System Program Plan (SSPP) lhrartt Area R..-111 Tnnslt System Operations Polley CURB-TO-CURB SERVICE Policy __ P ~lofl 111is ~ional JI(Jlicy "'~ ~ll"J>Icd by the H~m~ C11mly TlllCI~ion .o\d •·ioory J3ol!Jd m Description.; The Harnett Area Rural Transportation Systcm IAiJI ttansport pass>cngc::rs only from CUJb.. t<>-<:UJb . 'l'nm.1il drivl:t'S ar~ not allowed to leave thcir ''chicle to assist psuc:ogcn to and from btrildings. Passcogen who •wed 11$1i~uncc beyond boarding and e:titing fton1 the vehicle ihould &~TSnge for £1iCOrt a:ssilt:lnOe. The Hamctt Atea Rural T ransportstion Systero does 1t0t provide door-tcHioor S().f\'ice . Traruit drivenJ<re no4 ~llow....r 1<> eater into any p3U~'l home e•cept in I~ cue <>fan emflTJI<:nc)'. Harnett Area Rural Tran s it System (HARTS) System Safety Program Plan 198 101915 HC BOC Page 245 HARTS Safety System Program Plan (SSPP) lbrun Area Raral TrBDtlt System Polky __ _ P~lort HOLIDAYS .· Thi5 opcratiunu l poli'Y wu adopted by the Hmx:H County Tl'llll$pOJWtoo Advi50Q' Board on (l>;ly) o,i¢1111\) (YBII) DeK.ription; l hlltll:tt AI= RUt11l TTllol<il Sntem witl ob=ve holidays as adopted by the H*tt'len County Board of C.omminion~~ Ha mett Area Rural Transit System (HARTS ) System Safety Progra m Plan 199 101915 HC BOC Page 246 HARTS Safety System Program Plan (SSPP) Hrnotl M o Ruro l Tranopo.utlon SfSie m Op.-.!lans Policy CHllD SAFETY fd"f) [nmlh) l r1n:!p0Nlb1 Dreano Nl cti~ 1!68 l'>ln lr,l6 16 !llal ~ t>JciJej up &lla lfl Ue tool or rear 8!61;!,\ QlH'En IE6~ fllllllr,l6 5 arr.llel! INn 6~ f'Oll"..d• otuJ ~"'~on • dll:l ~ s...x A su1 beh r:•r ~ s Li>di>Jtoa hr lho "" $&:( o1 ago 6 or .tJ P<H"~'· "titfiii'IV ccme61i'B L t.• llle ~~~:~pcmtfflJ (J llle ll)olrq', Of lllec»"'l\ Nl&'lli or guwe·s . ~ ctew.~e sum a did so*!)"''"· The fbr:eh ku ~r.J Tr.nsocrt31Dn S,.mm cloes no! J=ide dlld s.ri:ly sods SmiJ <!llitll •hO dO nor ~~aYe a <!lid 5rtty 18!11: 1>1 1l>i r.tul&d te·a)la11lliln 11111 &Jm tma II! lila ~C'J or O'MI.U.!II tratlidesca r: Ham el! Area Ruml Trans it Syste m (HARTS) System Safet y Progra m Plan 200 101915 HC BOC Page 247 HARTS Safety System Program Plan (SSPP) HARTS Harnett Area Rural Transit System Darvin Springfield Transportation Services Manager Harnett Area Rural Transit System 250 Alexander Dr. Lillington, NC 27546 Phone: 910-814-4019 Fax: 910-814-4020 Email: dspringfield@hamett.org www .hamett.org Harnett Area Rural Trans it System (HARTS) Sys tem Safet y Program Pl an 201 101915 HC BOC Page 248 HARTS Safety System Program Plan (SSPP) THIS PAGE INTENTIONALLY LEFT BLANK Harn ett Area Rura l Transit System {HARTS) Syste m Safe ty Prog ram P lan 202 101915 HC BOC Page 249 Board Meeting Agenda Item Agenda Item 1f • r MEETING DATE: October 19, 2015 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: Award senrice weapon to retiree REQUESTED BY: Sheriff Rollins REQUEST: Sheriff Rollins is requesting to award Dean Nelson Hewitt his Glock Model 22 40cal service weapon (Serail # BVW821) upon his retirement fro the Harnett County Sheriffs Office in November 2015 . FINANCE OFFICER'S RECOMMENDATION: COUNTY MANAGER'S RECOMMENDATION: F:\20 15-20 16\age nda New po isti ons.doc Page I of I 101915 HC BOC Page 250 NORTH CAROLINA HARNETT COUNTY RESOLUTION THAT, WHEREAS , Dean Nels on Hewitt , began his Harnett County Law Enforcement career on January 1 , 2010; and WHEREAS , after five years of distinguished service to Harnett County , Dean Nelson Hewitt will resign; and WHEREAS , according to North Carolina General Statute 14-402 and 14 -4 09 .1, proper permits have been obtained (as attached) in order to receive the side arm. NOW, THEREFORE, BE IT RESOLVED by the Harnett County Board of Commissioners that Dean Nelson Hewitt be awarded the following service side arm for one dollar ( $1.00) . Glock Model 22 Serial Number BVW821 . Duly adopted this day of --------------' 20 __ __ HARNETT COUNTY BOARD OF COMMISSIONERS Chairman ATTEST: Clerk to the Board 101915 HC BOC Page 251 Pi s t o l Pu r c h a s e Pe r m i t No r t h Ca r o l i n a I, LA R R Y RO L L I N S Sh e r i f f of sa i d co u n t y , do he r e b y ce r t i f y th a t I ha v e co n d u c t e d a cr i m ina l ba c k g r o u n d ch e c k o f th e ap p l i c a n t DE A N NE L S O N HE W I T T , 1- · -- -2 0 1 s f a a 2 o o o 1 - - - -I wh o s e pl a c e o f re s i d e n c e is 40 3 1 CH R I S T I A N LI G H T RD . FU Q U A Y - V A R I N A . NC 27 5 2 6 - 2 7 5 2 6 - , in HA R N E T T Co u n t y , No r t h Ca r o l i n a an d ha v e re c e i v e d no in f o r m a t i o n to in d i c a t e th a t it wo u l d be a vi o l a t i o n o f th e St a t e or Fe d e r a l la w fo r th e ap p l i c a n t to pu r c h a s e , tr a n s f e r , re c e i v e o r po s s e s s a ha n d g u n . Th e ap p l i c a n t ha s fu r t h e r sa t i s f i e d m e as to hi s , he r (o r ) th e i r go o d mo r a l ch a r a c t e r . Th e r e f o r e a li c e n s e o r pe r m i t is is s u e d to DE A N NE L S O N HE W I T T to pu r c h a s e on e (1 ) pist o l fr o m an y pe r s o n , fi r m o r co r p o r a t i o n au t h o r i z e d to di s p o s e o f th e sa m e . Th i s li c e n s e or pe r m i t ex p i r e s fi v e ye a r s fr o m it s da t e o f is s u a n c e . ' Th i s 2 da y o f 0 ~ • g ~ ~ SH E R I F F 101915 HC BOC Page 252 Agenda Item EXTRACTS FROM MINUTES OF THE BOARD OF COMMISSIONERS A regular meeting of the Board of Commissioners (the "Board') of the County of Harnett, North Carolina (the "County") was held on Monday, October 19 , 2015, at 7:00 p.m. in the County Commissioners' Meeting Room, Harnett County Administration Building, 102 East Front Street, Lillington, North Carolina, Jim Burgin, Chairman of the Board presiding and the following Commissioners present: Commissioners Absent: Also Present: * * * * * * * * * Commissioner introduced the following resolution , a summary of which had been provided to each Commissioner, a copy of which was available with the Clerk to the Board and which was read by title: A RESOLUTION OF THE BOARD OF COMMISSIONERS OF THE COUNTY OF HARNETT, NORTH CAROLINA, APPROVING AN AMENDMENT TO AN INSTALLMENT FINANCING CONTRACT WHEREAS, the County of Harnett, North Carolina (the "Co unty") is a duly and regularly created, organized and validly existing political subdivision ofthe State ofNorth Carolina, existing as such under and by virtue of the Constitution, statutes and laws ofthe State ofNorth Carolina (the "State"); WHEREAS, the County has previously entered into an Installment Financing Contract dated as of November I , 2012 (the "20 12 Contract') between the County and Harnett County Public Facilities Corporation (the "Corporation"); WHEREAS, pursuant to an Indenture of Trust dated as of November 1, 2015 (the "Indenture") between the Corporation and U.S. Bank National Association, as trustee (the "Trustee"), the Corporation executed and delivered (I) its $1 ,105 ,000 Limited Obligation Bonds (County of Harnett, North Carolina), Series 2012A, of which $555 ,000 remain outstanding (the "2012A Bonds"), and (2) its $29,435,000 Taxable Limited Obligation Bonds (County of Harnett, North Carolina, Qualified School Construction Bonds), Series 20 12B, all of which remains outstanding (the "2012B Bonds," and together with the 20 12A Bonds, the "2012 Bonds"), each evidencing proportionate undivided interests in rights to receive certain revenues under the 20 12 Contract; WHEREAS, proceeds of the 20 12 Bonds remain un s pent, and the County wishes to expend such funds on certain improvements and repairs to various public school facilities located within the County, including roof, HV AC and alarm system improvements, all of which constitute qualified purposes under Section 54F of the Internal Revenue Code of 1986, as amended (the "Code "); WHEREAS, to do so, the County wishes to amend the 20 12 Contract so a s to expand the definition of"Projecf' thereunder as permitted under Section 9.04 of the Indenture ; PPAB 2870735v l 101915 HC BOC Page 253 WHEREAS, there has been presented to the Board of Commissioners ofthe County (the "Board") the form of an Amendment Number One to the Installment Financing Contract dated as of October 1, 2015 (the "Contract Amendment") between the County and the Corporation, which the County proposes to approve, enter into and deliver, to expand the term "Project as defined in the 2012 Contract; and WHEREAS, it appears that the Contract Amendment is in appropriate form and is an appropriate instrument for the purposes intended; NOW, THEREFORE, BE IT RESOLVED BY THE BOARD OF COMMISSIONERS OF THE COUNTY OF HARNETT, NORTH CA ROLINA, AS FOLLOWS: Section I. Ratification of Prior Actions. All actions of the County, the Chairman, the County Manager, the Finance Officer, the Deputy Finance Officer and the Clerk to the Board and their respective designees in effectuating the proposed expansion of the Projects financed with proceeds of the 20 12 Contract are hereby approved , ratified and authorized pursuant to and in accordance with the transactions contemplated by the Contract Amendment. Section 2. Approval, Authorization and Execution of Contract Amendment. The form, terms and content of the Contract Amendment are in all respects authorized, approved and confirmed. The Chairman, the County Manager, the Finance Officer and the Clerk to the Board are authorized, empowered and directed, individually and collectively, to execute and deliver the Contract Amendment for and on behalf of the County, including necessary counterparts, in substantially the form presented to the Board, but with such changes, modifications, additions or deletions therein as they may deem necessary , desirable or appropriate, their execution thereof to constitute conclusive evidence of the Board's approval of any and all such changes, modifications, additions or deletions. From and after the execution and delivery of the Contract Amendment, the Chairman, the County Manager, the Finance Officer, the Deputy Finance Officer and the Clerk to the Board (collectively, the "Authorized Officers") are hereby authorized, empowered and directed, individually and collectively, to do all such acts and things and to execute all such documents as may be necessary to carry out and comply with the provisions of the Contract Amendment as executed. Section 3. Further Actions. Each Authorized Officer is hereby des ignated as a County representative to act on behalf of the County in connection with the transactions contemplated by the Contract Amendment, and the Authorized Officers are authorized, individually and collectively, to seek opinions on matters of law from the County Attorney, which the County Attorney is authorized to furnish on behalf of the County, and opinions of law from such other attorneys for all documents contemplated hereby as required by law. The Authorized Officers are hereby authorized, individually and collectively, to designate one or more employees of the County to take all actions that they are authorized to perform under this Resolution. The Authorized Officers are authorized , individually and collectively, to execute and deliver for and on behalf of the County any and all additional certificates, documents, opinions or other papers and perform all other acts as may be required by the Contract Amendment or as they may deem necessary or appropriate to implement and carry out the intent and purposes of this Resolution . Section 4. Repealer. All motions, orders, resolutions and parts thereof in conflict with this Resolution are hereby repealed. Section 5. Severability. If any section, phrase or provision of this Resolution is for any reason declared to be invalid , s uch declaration will not affect the validity of the remainder of the sections, phrases or provisions of this Resolution . 2 PPAB 2870735v I 101915 HC BOC Page 254 Section 6. Effective Date. This Resolution is effective on the date of its adoption. On motion of Commissioner seconded by Commissioner the foregoing resolution entitled "A RESOLUTION OF THE BOARD OF COMMISSIONERS OF THE COUNTY OF HARNETT, NORTH CAROLINA, APPROVING AN AMENDMENT TO AN INSTALLMENT FJNANCING CONTRACT" was duly adopted by the following vote: AYES: NAYS: 3 PPAB 2870735vl 101915 HC BOC Page 255 STATE OF NORTH CAROLINA COUNTY OF HARNETT ) ) ) ss: I , MARGARET REGINA WHEELER, Clerk to the Board of Commissioners of the County of Harnett, North Carolina, DO HEREBY CERTIFY that the foregoing is a true and exact copy of a resolution entitled "A RESOLUTION OF THE BOARD OF COMMISSIONERS OF THE COUNTY OF HARNETT, NORTH CAROLINA, APPROVING AN AMENDMENT TO AN INSTALLMENT FINANCING CONTRACT" adopted by the Board of Commissioners of the County of Harnett, North Carolina, at a meeting held on the 19'h day of October, 20 15. WITNESS my hand and the corporate seal of the County of Harnett, North Carolina, this the _ day of October, 2015. PPAB 2870735vl MARGAR ET REGINA WHEELER Clerk to the Board County of Harnett, North Carolina 101915 HC BOC Page 256 AMENDMENT NUMBER ONE To THE INSTALLMENT PURCHASE CONTRACT THIS AMENDMENT NUMBER ONE TO THE INSTALLMENT FINANCING CONTRACT dated as of October I , 2015 (the "First Contract Amendment') between HARNETT COUNTY PUBLIC FACILITIES CORPORATION, a nonprofit corporation duly created and existing under the laws of the State of North Carolina {the "Corporation"), and the COUNTY OF HARNETT, NORTH CAROLINA, a political subdivision duly organized under the laws of the State of North Carolina (the "County"); WITNESSETH: WHEREAS, the Corporation and the County previously entered into an lnstallment Financing Contract dated as of November I , 2015 (the "2012 Contract''); WHEREAS, pursuant to an Indenture of Trust dated as of November I, 2015 (the "Indenture") between the Corporation and U.S. Bank National Association, as trustee (the "Trustee"), the Corporation executed and delivered (I) its $1, I 05,000 Limited Obligation Bonds (County of Harnett, North Carolina), Series 2012A, of which $555,000 remain outstanding (the "2012A Bonds"), and (2) its $29,435,000 Taxable Limited Obligation Bonds (County of Harnett, North Carolina, Qualified School Construction Bonds), Series 2012B, all of which remains outstanding (the "2012B Bonds ," and together with the 2012A Bonds, the "2012 Bonds"); each evidencing proportionate undivided interests in rights to receive certain Revenues under the 2012 Contract; WHEREAS, proceeds of the 20 12 Bonds remain unspent, and the County wishes to expend such funds on various improvements and repairs constituting qualified purposes under Section 54F of the Code; WHEREAS, to do so, the County wishes to amend the 2012 Contract so as to expand the definition of"Project'' thereunder as permitted under Section 9.04 of the Indenture; NOW, THEREFORE, THIS AMENDMENT NUMBER ONE TO THE INSTALLMENT FINANCING CONTRACT WITNESSETH: Section 1. Amendments to Article L The following definition set forth in Article I of the 20 12 Contract is amended to read as follows: "Project'' means, collectively, {I) the acquisition, construction, equipping and furnishing of a new High land Middle School and (2) certain improvements and repairs to various pub lic school facilities located within the County, including roof, HV AC and alarm system improvements. Section 2. Effect of Amendment. Except as expressly amended by this First Contract Amendment, the terms ofthe 2012 Contract shall remain unchanged and in full force and effect. Section 3. Miscellaneous. Each capitalized term used but not otherwise defined herein has the meaning given to such term in the 2012 Contract. This First Contract Amendment (a) may be executed in any number of counterparts, each of which is an original and all of which constitute but one and the same instrument, and (b) is to be construed, interpreted and enforced in accordance with the laws of the State ofNorth Carolina. PPAB 2870464v2 101915 HC BOC Page 257 IN WITNESS WHEREOF, the Corporation and the County have caused this First Contract Amendment to be executed in their respective names by their duly authorized officials or officers, all as of the date first above written. [SEAL] PPAB 2870464v2 HARNETT COUNTY PUBLIC FACILITIES CORPORATION By: _____________ _ Joseph Jeffries President [Signatures Continued on Following Pages] 101915 HC BOC Page 258 (SEAL] Attest: (COUNTERPART SIGNATURE PAGE TO AMENDMENT NUMBER ONE TO THE INSTALLMENT FINANCING CONTRACT BETWEEN HARNEH COUNTY PUBLIC FACILITIES CORPORATION AND THE COUNTY OF HARNEH, NORTH CAROLINA] COUNTY OF HARNETT, NORTH CAROLINA By: ________ ~------------- Joseph Jeffries County Manager Margaret Regina Wheeler Clerk to the Board of Commissioners [Signatures Continued on the Following Page] PPAB 2870464v2 101915 HC BOC Page 259 (COUNTERPART SIGNATURE PAGE TO AMENDMENT NUMBER ONE TO THE lNST ALLMENT FlNANCfNG CONTRACT B ETWEEN HARNEIT COUNTY PUBLIC FACILITIES CORPORATION AND THE COUNTY OF HARNEIT, NORTH CAROLfNA] Consented to and Accepted: U.S. BANK NATIONAL ASSOCIATION, as Trustee By: __________ _ Shawna Hale Vice President PPAB 2870464v2 101915 HC BOC Page 260 Board Meeting Agenda Item Agenda Item ..., .,. K MEETING DATE: October 19 ,2015 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: Revised Personnel Ordinance REQUESTED BY: Human Resources Director John Rankins and Staff Attorney Monica Jackson REQUEST: Approve revised Personnel Ordinance effective January I, 2016 . FINANCE OFFICER'S RECOMMENDATION: COUNTY MANAGER'S RECOMMENDATION: 101915 HC BOC Page 261 Harnett COUNTY NORTH CAROLINA HARNETT COUNTY PERSONNEL ORDINANCE j I 101915 HC BOC Page 262 Table of Contents Article I. Organization of the Personnel System ............................................................ 1-8 Section 1 . Purpose ...................................................................................................... 1 Section 2. Coverage ................................................................................................. 1-2 Section 3. Definitions ................................................................................................ 2-6 Section 4 . Merit Principle ............................................................................................. 6 Section 5 . Responsibilities of the Board of Commissioners ......................................... 7 Section 6 . Responsibilities of the County Manager .................................................. 7-8 Sectio n 7 . Responsibilities of the Human Resources Director ..................................... 8 Article II. Salary Grading System ..................................................................................... 8-9 Section 1. Adoption ..................................................................................................... 8 Section 2 . Allocation of Positions ................................................................................ 8 Section 3. Administration of the Salary Grading System ............................................. 8 Section 4 . Amendment of the Salary Grad ing System ................................................. 9 Article Ill. The Pay Plan ................................................................................................... 9-16 Section 1. Adoption ..................................................................................................... 9 Section 2. Purpose of the Pay Plan ............................................................................. 9 Section 3 . Maintenance of the Pay P lan ..................................................................... 9 Section 4 . Use of Salary Ranges ................................................................................ 9 Section 5 . Payment at a Listed Rate ........................................................................... 9 Section 6 . The 3/5 Plan .......................................................................................... 9-1 0 Section 7. Salary of Trainee ...................................................................................... 1 0 Section 8. Salary Compression ................................................................................. 11 Section 9 . Promotions , Demotions, Transfers, Reclassifications & Revisions ...... 11-12 Section 1 0. Cost of Living Adjustments ..................................................................... 12 Section 11 . Special Raises ........................................................................................ 12 Section 12. Overtime I Compensatory Time ......................................................... 12-13 Section 13. Time Sheets ........................................................................................... 13 Section 14. Other Forms of Time .............................................................................. 14 Section 15. Call Back Pay ......................................................................................... 14 Section 16. Payroll Deductions .................................................................................. 14 Section 17. Longevity Pay ......................................................................................... 14 Section 18. Overpayment, Underpayment, & Lack of Compensation ................... 15-16 Section 19. Emergency Operations Compensation ....................................... 16-17 Article IV. Recruitment and Employment ................................................................... 17-21 Section 1. Statement of Equal Employment Opportunity Policy ................................ 17 Section 2 . Implementation of EEO Policy .................................................................. 17 Section 3. Recruitment & Advertisement.. ................................................................. 17 Section 4 . Submitting Applications for Employment ............................................. 17-18 Section 5 . Qualification Standards ............................................................................ 18 Section 6. Selection .............................................................................................. 18-19 Section 7. Appointments ............................................................................................ 19 Section 8. Probationary Period of Employment.. ....................................................... 19 Section 9. Promotion ............................................................................................ 19-20 Section 10. Involuntary Demotion .............................................................................. 20 Section 11. Voluntary Demotion ................................................................................ 20 Section 12. Transfer .................................................................................................. 20 Section 13. Employment of Convicted Felons ........................................................... 21 ii 101915 HC BOC Page 263 Section 14. Driving Record Verification ..................................................................... 21 Section 15. Veterans Preference ............................................................................... 21 Article V. Conditions of Employment ......................................................................... 21-28 Section 1. Attendance .......................................................................................... 21-22 Section 2 . Work Week ............................................................................................... 22 Section 3. Gifts and Favors ....................................................................................... 22 Section 4 . Restrictions on Political Activity ........................................................... 22-23 Section 5 . Outside Employment Policy ...................................................................... 23 Section 6 . The Employment of Relatives ................................................................... 24 Section 7. Unlawful Harassment Policy ................................................................ 24-25 Section 8. Drug-Free Work Place Policy .............................................................. 25-26 Section 9. Internet Access Policy .............................................................................. 26 Section 1 0. Cell Phone Use Policy ....................................................................... 26-27 Section 11 . Emergency Operations ........................................................................... 27 Section 12. Performance Reviews ........................................................................ 27-28 Article VI. Leaves of Absence ..................................................................................... 28-48 Section 1. Introduction ............................................................................................... 28 Section 2. Holidays ............................................................................................... 28-30 Section 3. Vacation Leave .................................................................................... 30-31 Section 4 . Sick Leave ........................................................................................... 31-33 Section 5. Petty Leave ............................................................................................... 33 Section 6 . Leave Without Pay ................................................................................... 33 Section 7. Shared Leave Policy ............................................................................ 34-35 Section 8 . Workers Compensation Leave ............................................................ 35-37 Section 9. Military Leave ........................................................................................... 38 Section 10. Civil Leave .............................................................................................. 38 Section 11 . Educational Leave .................................................................................. 38 Section 12. Family and Medical Leave ................................................................. 39-44 Section 13. Adverse Weather Policy (Administrative Leave) ............................... .44-4 7 Section 14. Volunteer Leave .................................................................................... .48 Section 15. Parent Involvement Leave ..................................................................... .48 Article VII. Employee Benefits ..................................................................................... 49-55 Section 1. Insurance Benefits .............................................................................. .49-50 Section 2. Unemployment Compensation ................................................................. 51 Section 3. Social Security .......................................................................................... 51 Section 4 . Local Government Employees Retirement System ............................. 51-54 Section 5 . Death Benefits under LGERS ................................................................... 54 Section 6 . Life Insurance & Accidental Death and Dismemberment ......................... 54 Section 7 . Law Enforcement Officer's Separation Allowance .................................... 54 Section 8 . Supplemental Retirement Income Plan .................................................... 55 Section 9 . Direct Deposit ........................................................................................... 55 Article VIII. Separations, Departures, & Reinstatements ........................................... 55-58 Section 1. Types of Separations & Departures ..................................................... 55-58 Section 2 . Reinstatements ......................................................................................... 58 Article IX. Disciplinary Action Policy ........................................................................... 58-61 Section 1. Policy Coverage ....................................................................................... 58 Section 2. Adverse Actions ........................................................................................ 58 iii 101915 HC BOC Page 264 Section 3 . Responsibilities of the County Manager ................................................... 59 Section 4 . Responsibilities of Department Heads ...................................................... 59 Section 5. Review of Disciplinary Documents ........................................................... 59 Section 6. Disciplinary Conferences .......................................................................... 59 Section 7. Reasons for Discipline ......................................................................... 59-61 Article X. Grievance & Appeal Policy .......................................................................... 61-63 Section 1. Purpose .................................................................................................... 61 Section 2. Covered Employees ................................................................................. 62 Section 3. Grievance Defined .................................................................................... 62 Section 4 . Grievance Procedures ......................................................................... 62-63 Section 5. Grievance Records ................................................................................... 63 Section 6 . Other Remedies ....................................................................................... 63 Article XI. Whistleblower Policy ................................................................................... 64-67 Section 1. Purpose .................................................................................................... 64 Section 2. Scope of Policy ......................................................................................... 64 Section 3. Reportable Actions ................................................................................... 64 Section 4 . Whistleblower Defined ......................................................................... 64-65 Section 5. Retaliation ................................................................................................. 65 Section 6. Responsibilities & Reporting Procedures ................................................. 65 Section 7. Investigative Procedures ..................................................................... 65-66 Section 8. Violation .................................................................................................... 66 Section 9. Media Issues ............................................................................................ 66 Section 10. Sanctions ........................................................................................... 66-67 Article XII. Personnel Records and Reports ............................................................... 67 -69 Section 1. Personnel Record Retention & Storage .................................................... 67 Sectio n 2. Updating Personnel Records .................................................................... 57 Section 3 . Public Access to Personnel Records ................................................... 67-68 Section 4 . Remedies of Employees Objecting to Material in File .............................. 68 Section 5. Destruction or Removal of Records .......................................................... 68 Article XIII. Implementation of Policy ............................................................................... 69 Section 1 . Conflicting Policies Repealed ................................................................... 69 Section 2 . Separability ............................................................................................... 69 Section 3. Policy Violations ....................................................................................... 69 Section 4. Effective Date ........................................................................................... 69 Appendices .................................................................................................................. 70-111 Appendix A ................................................................................................................ 71 Appendix B ........................................................................................................... 72-91 Appendix C ......................................................................................................... 92-1 00 Appendix D ....................................................................................................... 101-103 Appendix E ....................................................................................................... 1 04-111 r- 1 iv 101915 HC BOC Page 265 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 provid ing 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 employee 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 plann ing 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 Harnett County. • To preserve the long-standing heritage of Harnett County and continue its tradition . v 101915 HC BOC Page 266 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 mainta in 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 Commissione rs ("BOC "), who are, however, subject to the following : 1. Article Ill, 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 Ill 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 Ill 4 . Article IV, Se ctions 1-5 5. Article V 6 . Article VI 7. Article VII 8 . Arti c le XII 9 . Article XIV F. Empl oye es and memb e rs of the Harn ett Co unty Boa rd of Edu cati o n f 1 101915 HC BOC Page 267 This policy will cover all Harnett County employees , however: A. Employees of the Register of Deeds and Sheriffs 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 . 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 action taken by Harnett County to discipline a County employee including , but not limited to : an oral or written warning , suspension, demotion, dismissal, involuntary resignation , or term ination . Adverse Weather: Any weather cond ition 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 or iginal date of employment with the County. Appointing Authority: Any individual or board who has the responsibility to assign or place a person into a pos ition . 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 end ing of vital processes of any County employee. 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 . Dismissal : The act of Harnett County excusing an employee from service be c ause the employee's current job performance , personal conduct, or other behavior is unsatisfactory or contrary to the mission and policies of Harnett C o unty. This word shall be considered as a synonym for an involuntarily resignation o r a termination. 2 101915 HC BOC Page 268 Employee: A. Full-Time Permanent Employee: A person appointed to a particular position , designated as full-time by the BOC, to perform duties and responsibil ities 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 . B. 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. C . Part-Time Employees: Any employee who is appointed to a particular position for which the average work schedule is less than 29 hours per week or no 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. 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. 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; or (3) 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 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 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, certifi cation , or document have not been complete d . I 3 101915 HC BOC Page 269 Insufficient: A form , certification , or othe r 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 separating 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 emp loyee'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 . Th is word shall be considered as a synonym for a dismissal or termination . 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 max imum 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, reach ing , 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 remiss ion 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 be cause their positions have been designated as such by their Department Head or the County Manager. f 4 101915 HC BOC Page 270 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 parent's 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 . 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 job duties and content. 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. 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 . 5 101915 HC BOC Page 271 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 . 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 separating 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 othe r behavior that is unsatisfactory or contrary to the mission and policies of Harnett County. Termination: The act of Harnett County terminating an employee 's 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 cons idered as a synonym for an involuntarily resignation or a dismissal. Transfer: The reassignment of an employee from one position or departme nt 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 influ e nce, pe rmanen tly stepping down from his or he r current position with the County. This word shall be c onsidered as a synonym for the a ct of an employee quitting his or her position. Section 4. Merit Principle All appointments, promotions , and other personnel transactions shall be made solely o n the basis of merit and the abil ity/fitne ss of the employee . The knowledge , skill , and educatio n of the employee ma y be ta ken into consideration fo r su c h det e rmina t ion s . f 6 101915 HC BOC Page 272 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. C . The Harnett County Deputy Tax Collector in accordance with NCGS §1 05-349 (f) D . The Harnett County Tax Collector in accordance with NCGS §105-349 . E . The Harnett County Tax Supervisor in accordance with NCGS §1 05-294. F . 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 § 1 OBA- 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 , VI I, 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 . 7 101915 HC BOC Page 273 B . Determine wh ich employees shall be subject to the overtime provisions as provided for in Article Ill , 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 SOC. G . Perform such other duties as may be assigned by the SOC . 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 duties, responsibilities, working conditions, or other factors affecting the grading of any existing positions . New positions are only to be established with the approval of the SOC 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 SOC amend the Salary Grading System to establish a new grade for the new position. When the County Manager finds that a substantial change has occurred in the nature or level of duties and responsibilities of an existing position , the County Manager shall (1) direct that the existing grade specification be revised, (2) reallocate the position to the appropriate grade within the existing Salary Grading System , or (3) recommend that the SOC amend the Salary Grading System to establish a new grade for the position. 8 101915 HC BOC Page 274 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. ARTICLE Ill. 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 Plain 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. Section 6. The 3/5 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 . 9 L 101915 HC BOC Page 275 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. Employees hired after January 1, 2016, section A through C does not apply. The normal 3/5 plan will apply based on the position in the grade following the promotion. Special Circumstances Involving Promotions: To ensure that an employee is not penalized for taking a promotion or receiving a reclassification, his or her current salary should be higher than if he or she had remained in the old position or the old grade. Therefore, the new salary for a promoted or reclassified employee should be at least $500 more if a 3/5 salary increase was due. For example: A. John is currently in a grade 60 position with 5 years of County service and a salary of $40,999. The grade 60 job rate is $42,7 46. John is due for a 5-year salary increase that would move his salary to $42,746 . Before this increase takes effect, however, John gets promoted to a grade 65 position with a new salary of $43,622. This new salary is $500 greater than what John 's salary would have been had he not taken the promotion, therefore, John does not receive a 5-year salary increase and his salary remains at $43,622 with the promotion. B. Mary was hired in February 2003 in a grade 63 position . She was promoted to a grade 64 position in June 2008 and her current salary is $43,734. If she had remained in her old grade 63 position she would have been eligible for a 5-year salary increase to the grade 63 job rate of $45,956 . Because Mary's current salary is less than the grade 63 job rate and she was due for a 5-year salary increase, her salary will be adjusted to the grade 63 job rate of $45,956, plus $500 for a new salary of $46,456. C. If, in the above example, Mary would have been eligible for a 3-year salary increase instead of a 5-year salary increase, the County would determine what her salary would have been if she had not taken the promotion . If this salary is greater than her current salary, the County would correct her salary as in the above example, minus the additional $500 increase . Section 7. Salary of Trainee 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 a trainee and continue at this pay rate until the Supervisor or Department Head certifies , and the County Manager approves, that the trainee 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 a trainee status every six (6) months or more frequently as necessary to determine when the trainee is qualified to assume the full responsibilities of the new position. 10 101915 HC BOC Page 276 Section 8. Salary Compression The annual salary of Supervisors may be at least $500.00 more than the highest paid employee supervised. This pay rate is subject to the request of the Department Head and at the discretion of the County Manager. Section 9. 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 1 0% ( between 6% and 1 0% 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. Demoted: An employee who is voluntary or involuntary 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 at the job 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 job rate of the new pay range, whichever is higher. C . Any employee who is currently above the job 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. 11 101915 HC BOC Page 277 D . 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 . Section 10. 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 the ir annual pay. Section 11. Special Raises A special raise may be given to an employee upon written recommendation of the County Manager and approval by the BOC for very unusual circumstance in which an employee does exceptional work and/or additional money is needed to retain the employee. Section 12. Overtime I Compensatory Time Definition: Overtime work or work that will result in the accumulation of compensatory time shall be considered ( 1) any hours worked greate r 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 representat ive , 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 least $455 per week , 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 rece ive 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 . All overtime hou rs or accrued compensatory time in excess of forty (40) hours as of December 31 51 of eac h year shall be converted to annual leave. Each two-hour period of compensatory time, or fraction thereof, shall be converted into one- quarter (1/4) day of annual leave . 12 101915 HC BOC Page 278 C. In the event that a salaried employee is terminated, they shall be paid for accrued compensatory time up to two hundred and forty (240) hours at the regular rate. D. In special circumstances , the SOC 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 entit led 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 ~)hours for each hour of overtime worked . 1. Regular work schedule emp loyees who accrue compensatory time in excess of 80 hours shall be paid overtime pay . 2 . In the event that a regular work schedule employee accrues compensatory time in excess of two hundred and forty (240) hours or four hundred and eighty (480) as appropriate, they shall be paid overtime pay. In this case , overtime pay shall be computed on an hour-for-hour basis for each hour of excess compensatory time. B. Irregular work schedule employees , shall not accrue compensatory time off because the granting of such time would unduly d isrupt the work schedules of such positions. 1. Such employees shall be paid overtime pay at one and one-half (1 and~) 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 . Law Enforcement Officers: Sworn law enforcement officers shall only receive overtime pay at the rate of one and one-half (1 and ~) 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 a rate of compensation not less than : (1 ) the average regular rate received by such employee during the last three (3 ) years of the employee 's employment; or (2) the final regular rate rece ived for such an employee , whichever is higher. Section 13. Time Sheets Any time sheets required by County policy shall accurately reflect the hours worked by employees. Such time sheets shall be signed and certified by the employee and Supervisor prior to submission to Payroll. 13 l 101915 HC BOC Page 279 Section 14. 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 any adverse actions 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. Section 15. 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 16. 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 17. 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 30th 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 30th of each calendar year and paid annual 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% 14 101915 HC BOC Page 280 Section 18. 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. 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 ($1 00.00) 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 _f 15 101915 HC BOC Page 281 (3) that payment is to be received within 30 days unless a Repayment Agreement is put in place . If payment is not received with 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. 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. Section 19. Emergency Operations Compensation In the event of a major emergency or natural 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 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. Such employees, who work under the direction of the Emergency Operation Center Director during such an emergency or natural 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 during this period for the Emergency Operations Center will be compensated as described below: A. Nonexempt employees, as defined above in Article Ill , Section 12 and in the FLSA, will be paid one and one-half (1 and Y2) times their regular rate of pay for actual hours worked beyond the regular 40 hour workweek. B. Exempt employees, as defined above in Article Ill, Section 12 and in the FLSA, will be paid one (1) time their regular rate of pay for actual hours worked beyond the regular 40 hour workweek. C . In the event a holiday occurs within this period, both nonexempt and exempt employees, as defined above in Article Ill, Section 12 and in the FLSA, will be paid one and one-half (1 and Y2) times their regular rate of pay for each hour worked that day in addition to the normal holiday pay. County Officers 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 during this period for the Emergency Operations Center will be compensated as described below: A. Nonexempt employees, as defined above in Article Ill, Section 12 and in the FLSA, will be paid one and one-half (1 and Y2) times their regular rate of pay for actual hours worked beyond the regular 40 hour workweek. This compensation will be in addition to any other compensation the employee is entitled to. B. Exempt employees, as defined above in Article Ill, Section 12 and in the FLSA, will be paid one (1) time their regular rate of pay for actual hours worked beyond the regular 40 hour workweek. C. In the event a holiday occurs within this period, both nonexempt and exempt employees, as defined above in Article Ill, Section 12 and in the FLSA, will be paid one and one-half (1 and }'2 ) times their regular rate of pay for each hour worked that day in addition to the normal holiday pay. f 16 l - 101915 HC BOC Page 282 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. 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 phys ical 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 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 emp loyment 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- disc riminatory practices in the Human Resources Department and on the internet at www.Harnett.org . 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 websi tes, 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 oppo rtunity to fil e a n applic ati o n f or employm e nt directly thro ugh the Harnett C o un ty r 17 101915 HC BOC Page 283 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 complete, each applicant shall be directly informed of the availability of current job openings that they may or do qualify for. Appl ications , 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 Comm ission guidelines. Once submitted and filed all applications become the property of the County. Section 5. Qualification Standards For an appl icant 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 responsibility. 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 is ok to continue or another applicant should be selected. The County Manager has final approval or disapproval of any selected candidate regard less of t hat applicant's curre nt position in th e se lection process . 18 101915 HC BOC Page 284 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 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 comm itment is made to such an applicant, the County Manager shall approve or reject this appointment. In accordance with NCGS §153A-1 03 , the BOG 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 emp loyee serving a probationary period following a promotion shall be demoted , in accordance with Article Ill , 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 follow ing : 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 . Section 9. Promotion Cand idates 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 subm it said appl ication online at www .Harnett.org . 19 101915 HC BOC Page 285 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 Ill, Section 9 for information on pay increases when promotion occurs. 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 adverse actions in accordance with Article IX of this policy. All full-time employees who are demoted may, however, appeal their demotio n in accordance with the appeal rights addressed in Article X of this policy. See Article Ill , 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 Ill, 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 Ill, Section 9 for information on pay increases or decreases when a transfer occurs . 20 101915 HC BOC Page 286 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. 21 101915 HC BOC Page 287 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 8:00a.m.-5:00p.m . All full-time County employees should be he ld to a Monday-Friday work week consisting of five eight-hour days (8:00a.m.-5:00p.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 f 22 101915 HC BOC Page 288 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 make complete and submit an Outs ide Employment Request form to the appropriate Supervisor or Department Head. This form may be found in Appendix B of th is 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 employee 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 outs ide 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 outs ide employment performed by the employee while in a FMLA status. 23 101915 HC BOC Page 289 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 wh ich could influence the other's employment. Section 7. Unlawful Harassment Policy Notes: The policy expressed below is a summary of the policies and procedures found within the Harnett County Workplace Violence Prevention Policy. This policy, in its entirety may be found in Appendix 8 of this Ordinance. 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: 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 . 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 Human Resource. If a Supervisor or Department Head is notified of an instance of unlawful workplace harassment, he or she must inform Human Resource within three (3) working days through the use of the Workplace Violence Incident Report provided in Appendix 8 of this Ordinance. B. Once the report or complaint is received , along with any supporting evidence and/or documentation, the Human Resource Department 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 f 24 l 101915 HC BOC Page 290 Resources Department shall notify all conce rned parties that a complaint has been f iled and begin an investigation into the matter. C. The investigation may, if necessary, 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, however, may be granted by an agreement between the Human Resources Director and the County Manager. 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 complete, the Human Resource Department shall inform the concerned parties, the appropriate Supervisor or Department Head , and the County Manager of the outcomes of the investigation. Once this has been completed , the Human Resources Department, along with the County Manager, shall ensure that all appropriate actions are taken to remedy the situation and to reprimand the perpetrator. F . After the investigation all complaints, investigatory files, and other pertinent documents will be held as confidential unless these documents must be released because of federa l, state, or local law. G . Retaliatory actions , not sanctioned by the Human Resources Department or County Manager, against any of the concerned parties , the alleged offender(s), witnesses, or those conducting the investigation will not be tolerated and is against Harnett County Policy. Any County employee, Supervisor, Department Head , Administrator, County Manager, or member of the SOC found in violation of this policy is subject to disciplinary actions in accordance with Article IX of this policy, along with any and all penalties under federal, state, or local law. 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, al cohol, and other illegal substances out of the County work force and community, and i n accordance with the Drug-Free Work Place Act of 1988, Harnett County hereby implements the follow ing Drug-Free Work Place Po licy. It is the policy of Harnett County that no employee shall possess , use , or distribute illicit drugs, al cohol , or other illegal substances on any property or facilities used , owned , or occupied by the County o r 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 w ill work with the employee to resolve the situation . In accordanc e with the previou s 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 driver's , safety sensitive positions , and the Harnett Area Trans it System Drivers . This policy , in its entirety may be found in Appendi x B of this Ordinance. 25 l 101915 HC BOC Page 291 Any County employee , Supervisor, Department Head, Administrator, County Manager, or member of the SOC 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. 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 politica l 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 additions, Supervisor or Department Heads must also monitor an employee 's internet access in order to avoid violations . B. The IT Department shall monitor all internet traffi c of all County employees t o ensure that this policy is followed and adhered to. Violations: Any violation of th is policy shall subject an employee to any number of adverse actions as described in Article IX depending on the number, nature , and severity of the offense . 26 101915 HC BOC Page 292 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 . 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 Ill, Section 19 of this policy. Section 12. Performance Reviews A performance review 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 review conducted by his or her Supervisor and/or Department Head on at least an annual basis . This review should be conducted around the employee's yearly anniversary date of the current position. All performance reviews should be completed with impartiality and are to be based around the merit principle . I 27 l 101915 HC BOC Page 293 The purpose of the performance rev iew is to provide a mechanism for communication between Supervisors, Department Heads, and employees, to evaluate strengths and weakness, and to set future goals . Performance reviews 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 reviews should be placed in the employee's personnel file and are subject to the rules and regulations addressed in Article XII of this policy. 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 SOC 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 Memorial Day 1 Independence Day 1 Labor Day 1 Veterans Day 1 Thanksgiving 2 Christmas 3 r 2a l _ 101915 HC BOC Page 294 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, such as Emergency Services, will be compensated eight (8) hours of paid time off for any of the holidays above . D. Full time employees who work a (9) hour rotation shift will be off the recognized County holiday and receive the standard (8) hours of holiday pay. 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 each day off for any of the holidays above, along with compensatory time off 29 101915 HC BOC Page 295 equal to the hours worked based on their status under the FLSA and in accordance with Article Ill , 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 w ill earn eight (8) hours of time for each day off for any of the holidays above , along with compensatory t ime off equal to the hours worked based on their status under the FLSA. C . Full-time employees who work on rotating shifts, such as Emergency Services , wh ich work on a recognized County holiday, regardless of what day said holiday falls on, will be compensated four (4) additional hours to the already allotted e ight (8) hours of time off. 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 (9) hour rotation shift on the recognized County holiday will be paid the standard (8) hours of holiday pay and paid for any hours worked . Failure of Use: Employees who fa il to use their accumulated holiday time off before November 3Q 1h of each calendar year will lose this accumulated time . Section 3. Vacation Leave Use for Permanent Employees : Vacation leave may be used at any time by any employee as earned with the approval of the approp riate 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 . 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 . F II T" u -•me 40 H our w k or wee kE mp1oyees Years of Service Hours Accrued Days Accrued Monthly 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 1 0 but less than 15 12 .00 18 At least 15 but less than 20 14.00 21 20 or more 16 .00 24 I 30 101915 HC BOC Page 296 Sheriffs (42.75 Employees) Years of Service Hours Accrued Hours Accrued Monthly 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 1 0 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 Hours Accrued Monthly 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 1 0 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 Emplo 1ees} Years of Service Hours Accrued Hours Accrued Monthly 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 1 0 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 December 31 st of each calendar year. On December 31 st, however, any employee with more than 240 hours of accumulated leave shall have the excess amount transferred to sick leave . The remaining 240 hours of vacation time will transfer over beginning on January 1st . 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 pa id 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 3 1 101915 HC BOC Page 297 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 F. Death in the employee's immediate family. Such leave, however, may not exceed three (3) days for any one occurrence, except by permission . 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. Sick Hours Accrual Month/Year Type of Employee (Workweek) Hours Accrued Hours Accrued Monthly 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. J 32 101915 HC BOC Page 298 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 January 30 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 November 30 of each calendar year. After November 30 any petty leave an employee may have will be terminated and will not roll over to the next year. Section 6. 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. 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. 33 101915 HC BOC Page 299 Retention and Continuation of Benefits: Any employee who takes leave without pay ceases t o accrue any form of leave addressed in Article VI of this policy. The employee , however, may continue to be eligible for benefits under the County's group insurance plans, but such benefits are subject to any regulations adopted by the BOC, the FMLA, and any regulations of the respective insurance carriers. However, an employee must work at least half the month to accrue leave. Section 7 . Shared Leave Policy Purpose: The Harnett County Shared Leave Policy provides an opportunity for County employees to assist one another in t imes 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. Eligibility: Any full-time County employee is eligible to donate leave, request donative leave, or receive donated leave . Any employee receiving leave, however, is required to apply and follow the procedures of the FMLA and must be unable to work due to an accident, chronic illness or major medical condition of themselves or that of an immediate family member. Ineligibility: Part-time County employees are not eligible to donate leave, request donative leave, or received donate leave. Also , any employee experiencing, undergoing, or receiving the following is inel igible to participate : A. Short term or sporadic conditions or illnesses B . Elective Surgery C . Normal Pregnancy D. Worker's Compensation benefits The Application Process: A. 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. This form should be accompanied by, if not already filled out and submitted by the employee , a Comprehensive Information Release Form found in Appendix E of this Ordinance. B. These forms 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 re commendation for approval or disapproval. C. 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. D. 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. E . Once approved, the Human Resources Department shall advise all county employees regarding the request for shared leave. F . Direct solicitation of employees for shared leave donations by the employee requesting shared leave is not permitted under any circumstances. The Donation Process : 34 101915 HC BOC Page 300 A. Any employee who wishes to donate a specified number of hours from their vacation leave 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 accrued leave 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. 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 . Employees requesting shared leave may only receive a maximum of 480 hours of donated leave each calendar year. 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 35 101915 HC BOC Page 301 provide a clear and accurate record for financi al and management audit purposes. Such a system should include the following : A . Maintain ing 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. Section 8. Worker's 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 his 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 Family Medical Center 7 East Duncan St. Lillington, NC 27546 (91 0)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. 36 101915 HC BOC Page 302 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 pharmacy including , but not limited to , the following : CVS , Rite-Aid , Walgreens, Wai-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 Coord inator 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 f iled 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 employees 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 . 37 101915 HC BOC Page 303 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 . 3 . FMLA leave will run concurrently with any employee 's workers compensation leave. Section 9. 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 uninformed services : (1) are not disadvantaged in their careers with the County because of their service, (2) are promptly reemployed in thei r County jobs upon their return from duty, and (3) are not discriminated against i n 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 uninformed services will be allowed 96 hours annually (127 .68 hours annually for Emergency Services and Sherriff Department employees) 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 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 given leave without pay status as addressed in Article VI , Section 6 . D . 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. E . Any time spent in military leave will not run concurrently with FMLA leave. Section 10. Civil Leave 38 101915 HC BOC Page 304 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. Wh ile on civil leave , all benefits and forms of leave shall continue to accrue as normal. Section 11. 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 Append ix 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 12. 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) fac ilitates 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 m i nd 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 requ i rement. 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 Artic le 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 . Policy: 39 101915 HC BOC Page 305 A. Leave for Qualified Reasons: Harnett County will hereby grant all eligible County employees a total of twelve ( 12) workweeks of job-p rotected family and medical leave within a single twelve-month period for one o r more of the following qualified reasons : 1 . Birth & Bonding Leave: Leave may be granted for the b irth of a son or daughter. i. Restrictions and Limitations: a) Entitlement to th is 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 responsibilit y 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 ch i ld 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) Th is 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 makes the employee unable to work. i. Restrictions and Limitations : a) An employee is considered unable to work where a l icensed physician finds that the employee is: (1) unable to work at all or (2) unable to perform any of the essentia l 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 www.dol.gov to his or her Supervisor or Department Head in accordance with Arti cl e VI , Section 12 , Subsection D-3 of th is Pe rs o nn e l Ordinan ce . f 40 101915 HC BOC Page 306 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 his 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 . 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 make 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. 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. 41 101915 HC BOC Page 307 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. 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 42 101915 HC BOC Page 308 Department at www.harnett.org or at www.dol.gov to his or her Supervisor o r 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 Mil itary 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. On ly 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: 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 certificatio n form within 15 calendar days after he or she has submitted th eir completed FMLA Leave Request Form that may be found in Appendix C of thi s Ordinance. Med ica l ce rt ifi catio n fo rm s sho ul d 43 101915 HC BOC Page 309 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 certificat ion 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 stati ng 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 fa ils to provide a complete and sufficient form despite the opportunity to cure any deficiencies, the County shall deny the employee's request fo r FMLA leave. vi. If the County has received a completed med ica l 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 employee's utilizing FMLA leave are entitled to the continuation of the County's group health insurance and any benefits therein on the same terms as if he or she had continued to work. However, if the employee fails to return to work the County may recover any premiums paid . 2 . All County employee's 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 v irtually identical to the original job in terms of pay, benefits , and other employment terms and cond itions . F. Protections for Individuals: The FMLA prohibits the follow ing 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. 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 unde r or related to the FMLA; ii. Given , or is about to give , any information i n 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 13. Adverse Weather Policy (Administrative Leave) 44 101915 HC BOC Page 310 Purpose: 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 wo rk , 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 . 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 a non-essential personnel. Essential personnel shall be designated in writing through a formal memorandum and each essential employee shall acknowledge this designation in writing . 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 and should perform to the best of their abilities during this time. 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 Ill, 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 the non-essential employee 's status at the time of the announcement , when the adverse weather develops, and how it affects County operations. 45 101915 HC BOC Page 311 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 , but failure to report to work will result in the employee being charged absent. ii. The County Manager, in his 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 discretion , chooses to cease all non- essential operations for the entirety of the day, the day will be considered a non-work day and non-essential personnel will be administratively excused . Note: The chart below details the previous information and is a complete summary of the same . 46 101915 HC BOC Page 312 Event Employee Action Non-Essential (Non-exempt) Non-Essential Essential Employees (Exempt) Paid adm inistrative leave from regular start time to County opening t ime . All essential Does not report Employees may use any of his or her accrued leave time to recei ve fu ll personnel, compensation for the remainder of the work day. regard less of exemption Employee is paid for his or her actual statutes, must Reports to work time worked & receives administrative report to work leave from regular start time to County during an adverse opening time . weather situation Employee is paid for his or her actual Receives full day pay. and will be compensated in Reports later than t ime worked & rece ives administrative accordance with Late announced leave from regular start time to time this Ordinance . Opening opening County opening time&, if necessary, may use any accrued leave to receive compensation equal to a full standard (This requirement does work day. not apply to those County Paid administrative leave for time County offices are closed , but accrued leave employees in an Has scheduled time is used to receive full compensation for the remainder of the work day. approved leave without use of accrued pay stat us) leave time. Any Leave without Leave without pay is still charged Pay status Is scheduled to Awarded administrative leave for the day. work Has scheduled Awarded administrative leave will not be granted. Closed use of accrued leave time . Any Leave without Leave without pay is still charged . Pay status (FMLA, Military Leave) Paid administrative leave for time County offices are closed. Employees may use Does not report any of his or her accrued leave time to receive full compensation for the remainder of th e work day. Employee is paid for his or her actual Reports to work time worked & receives administrative leave from County closing time to regular quitting time to receive full compensation for the remainder of the work day. Employee is paid for his or her actual Gets full da y pay Early Leaves work time worked & receives administrative Closing earlier leave from County closing time to regular quitting time &, if nec essary, may use a ny accrued leave to receive compensation equal to a full standard work day~ Paid administrative leave for time County offices are closed, but accrued leav e Has scheduled time is used to re ceive full compensation for the remainder of the work day. use of accrued leave time. Any Leave without Leave without pay is still charged Pay status 47 101915 HC BOC Page 313 Section 14. 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 Y:z) hours of administrative leave each week to perform volunteer work at any Harnett County school 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. 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 15. 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 . 48 101915 HC BOC Page 314 ARTICLE VII. EMPLOYEE BENEFITS Section 1. Insurance Benefits Revised Insurance Benefits Policy: All full-time employees hired on or after July 151, 2015 , or those employees who leave the employment of the County and return to work on or after July 151, 2015, shall be eligible for insurance benefits in accordance with the follow ing pol icy. 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. 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. Standard amount of supplement is to be determined by the BOC . Retirement Health Benefits (Employees less than 65 not Medicare eligible) Minimum Years of Consecutive Harnett Percentage of Cost Paid by County County Service for Eligibility 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 Percentage of Cost Paid by County County Service for Eligibility After Age 65 or Medicare Eligible 20 Years 50% 25 Years 75 % 30 Years 100% Grandfathered Insurance Benefits Policy: Full-time employees as of June 301h, 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 hospitaliz ation and de ntal insurance for any dependents he or she may have in a ccordance with the provisions of the County's insurance contracts . I 49 L 101915 HC BOC Page 315 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. Standard amount of supplement is to be determined by the BOC. Retirement Health Benefits (Employees less than 65 not Medicare eligible) Minimum Years of Consecutive Harnett Percentage of Cost Paid by County County Service for Eligibility Until Age 65 or Medicare Eligible 10 Years of Harnett County Service Plus an additional 20 Years of Local 50% Government Service 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 Percentage of Cost Paid by County County Service for Eligibility 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% 50 101915 HC BOC Page 316 30 Years 100% Section 2. Unemployment Compensation County employees who are laid off, d ismissed, or terminated from their current position with the County may apply for unemployment compensation through the local Employment Security Commission office . 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 monthly contribute 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 employees 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 Constitutio n of North Carolina from being used fo r any purpose other than ret irement system benefits and expenses. 51 101915 HC BOC Page 317 Employer Contributions : Harnett County, in accordance w ith LGERS , will contribute an actuarially-determined percentage of the g ross 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 . 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% 52 101915 HC BOC Page 318 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 w ill be reduced in accordance w ith 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 % 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 % 5 1 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 25 1h of the month follow ing the month the first retirement check is ma iled (whichever is earlier), unless an employee sele cts Options 2 , 3 , 6-2 , or 6-3 or if the employee is reh ired 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, w ill 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 d ies , h is or her monthly survivor beneficiary will receive the same amount month ly 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 employees reduc ed retirement payments after age 62 , plus the employees allowance from the Social Sec urity 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 empl oyee dies his o r 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 month ly payments will increase to the maximum allowed payment. E . Option 6-3 (Modified Joint & Survivor): Under this option an employee will re ceive reduced monthly payments for life, but after the employee dies his or her monthly survivor beneficiary will re ceive % the amount monthly for life. However, if the employee's beneficiary dies before the employee does, his or her monthly payments will in crease to the maximum all owed payment. 53 101915 HC BOC Page 319 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. 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. 54 101915 HC BOC Page 320 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. 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 temporarily separated 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. 2. Any employee separated in this manner shall be provided by his or her Department Head with 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 execut ing 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. Any employee separated from the County in this manner will be allowed his or her appeal rights as addressed in Article X. -f 55 l 101915 HC BOC Page 321 B. Investigatory Suspension: 1 . Any County employee may be temporarily separated 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 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 separation in this manner 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. i i. The employee will be subjected to appropriate d isciplinary actions based on the results of the investigation in accordance with the disciplinary policy as addressed in Article IX . C. Voluntary Resignation I 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 oral or 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. 2. 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 . Separation or departu re in th is manner will not occur until the employee 's Department Head and/or the Human Resources Director has made all reasonable efforts to contact the employee by calling the employee's last known telephone number or sending the employee a certified , return receipt requested letter to the employee's address. 3 . 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 I 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 policy addressed in Article IX. 2. Before a full-time permanent County employee may be dismissed , terminated, or asked to resign from his or her position , the following must occur unless the sound and considered judgment of the County Manager or Department Head executing the dismissal believes immediate action is warranted because of the number, nature, and severity of the offense causing the dismissal , termination , or involuntary resignation . i. The Supervisor or Department Head recommending dismissal should discuss the recommendation with , and receive approval of, the Human Resources Director and the County Manage r. ii. After approval is received a dismissal conference shall be held between the Supervisor, Department Head , Human Resource Director, the employee, and a witness or security personnel, if necessary. The Supervisor or Department Head recommending dismissal shall present the employee with the specific reason(s) for the proposed dismissal along with a brief summary of any information that supports the dismissal. The employee has a right 56 101915 HC BOC Page 322 to respond with any information or documentation that he or she believes does not warrant his or her dismissal. iii. If, at the end of this dismissal conference , the Department Head determines that dismissal is still justified , he or she must present the employee with a completed Disciplinary Action Report that explains the specific reasons for dismissal and the employee 's appeal rights if any exist. However, if the Department Head believes that dismissal is not warranted based on the information presented by the employee , he or she may elect to defer the dismissal. The Disciplinary Action Report may be found in Appendix D of this Ordinance . iv . Upon dismissal on the basis of unsatisfactory job performance as addressed in Article IX, Section 7, Subsection B , an employee may be given up to two weeks notice before he or she is permanently dismissed from service to the County. In exceptional circumstances , and with the approval of the County Manager, payment of up to two weeks salary may be given in lieu of a notice. 3 . 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 Article VI, Section 12, Subsection D-3 . 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 . 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. 57 101915 HC BOC Page 323 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 Reconciliat ion 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 w ith 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 w ith 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 actions 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 employee are considered at-will employees and may be separated from their service to the County without justification or warning. Section 2 . Adverse Actions An adverse action is considered to be anything done by Harnett County to discipline a County employee including , but not limited to : an oral or written warning , suspension , demotion , dismissal, involuntary resignation, or termination . The type of adverse action taken shall be based upon the sound and considered judgment of the County Manager or Department Head executing the action and may depend on the number, nature, and severity of the offense. 58 101915 HC BOC Page 324 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 m ission and policies of Harnett County, the County Manager may use any adverse 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 Department Heads 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 may use any adverse action sanctioned by the County to discipline the employee depending on the number, nature, and severity of the offense. Section 5. Review of Disciplinary Documents All written documents pertaining to any disciplinary actions covered under this policy, whether prepared by a Department Head 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 . Section 6 . Disciplinary Conferences After a Department Head 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 or County Manager shall provide the employee with a disciplinary conference. At this conference the employee may present any response to the proposed adverse action to be taken to the Department Head or County Manager. The Department Head 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 adverse action being taken, its recommended effective date , and the reason(s) the action is being taken against the employee . Section 7. Reasons for Discipline A . Discipline for Just Cause 1. Discipline for just cause refers to any situation where the County Manager or a Department Head executes some form of adverse action in order to discipline an employee for some justified reason. 2 . Any adverse action sanctioned by the County may be used to discipline any County employee for just cause . 3. Any discipline executed by a Department Head or the County Manager for just cause does not require any sort of warning or other written notice. 59 101915 HC BOC Page 325 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 at a disciplinary conference and shall include the nature of the proposed action , its recommended 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 fi le and are subject to Article XII. i. First Offense: For the first offense , at least one (1 ) oral warning detail ing 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 . 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 Manage r 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 . The following actions or conditions relating to unsatisfactory job performance are representative of those actions or conditions considered to be adequate grounds for discipline in accordance with this policy: 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 h is or her position w ith 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 poli c ies of Harnett County may be subject to any form of adverse action sanctioned by the County. Such behavior is unbecom ing of a County employee and any adverse consequences from such unsatisfactory or contrary condu ct will reflect poorly on the entirety of Harnett County. r 6o 101915 HC BOC Page 326 2 . Any adverse actions taken under this policy will be determined by the sound and considered judgment of the County Manager or Department Head executing the action, taking into consideration the number, nature , and severity of the offense . 3 . The following actions relating to unsatisfactory or contrary personal conduct are representative of those actions considered to be adequate grounds for discipline in accordance with this policy: 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 . 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 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 . 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, visible or nonvisible handicaps, or pregnancy, (2) have been the subject of any adverse 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. 61 101915 HC BOC Page 327 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. Any part-time or probationary employee 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 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 IX; or (3) any unfair application , misinterpretation, or lack of established County policy. Section 4. Grievance Procedures Note: Before initiating any steps of the following grievance procedures, employees are strongly encouraged to seek informal resolution of disputes 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 his or her Supervisor or Department Head or 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, non-disqualifying handicap, or age. Step Two: Whoever receives the grievance, whether the Supervisor, Department Head or Human Resources Director, shall meet with the employee and issue a written response within five (5) calendar days of receipt of the grievance. To prepare this written response the Supervisor, Department Head , or Human Resources Director may contact and consult any other County employee's 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 . Step Three : If the employee is unsatisfied with the determination of the Supervisor, Department Head , or Human Resources Director, he or she may appeal this 62 101915 HC BOC Page 328 determination by preparing and submitting an Appeal Packet to the County Manager within thirty (30) calendar days after receipt of the Supervisor, Department Head , or Human Resources Director's written determination. This Appeal Packet shall consist of the employee 's first written grievance, the written determination of the Supervisor, Department Head, or Human Resources Director, and any other documentation he or she feels is necessary. Step Four: Once this Appeal Packet has been received, the County Manager, in conjunction with the Human Resources Department, may, if the situations warrants , create a Grievance Committee within thirty (30) calendar days of receipt of the Appeal Packet. This Grievance Committee may consist of four (4) employees selected by the County Manager, Human Resources Department, and the County Attorney. Step Five: The gathered Grievance Committee , if appointed , will hear all parties involved and, after careful consideration of the submitted documents, shall render a written determination to the County Manager within five (5) working days . Step Six: After receipt of the written determination of the Grievance Committee, the County Manager and the Human Resources Department shall notify the employee of the Grievance Committee'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 Seven): Employees subject to the jurisdiction of the North Carolina Personnel Commission shall have the right to appeal to the State Personnel Commission through the Office of Administrative Hearings not 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 state Personnel Commission shall be binding in appeals of local employees subject to the State Personnel Act if the commission 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 State Personnel Commission 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. 63 101915 HC BOC Page 329 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, crim inal, or otherwise improper activities by any County employees, Supervisors, Department Heads , Administrators , and/or elected officials . By implementing th is 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 officia l. 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 . Section 2 . Scope of Policy This po licy 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 wh ich the SOC 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 repo rting 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. Authoriz ing or re ceiving 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, Supe rviso r, De partm ent He ad, Admin istrat o r , or e le cted offi cia l. 64 101915 HC BOC Page 330 Insofar as possible, the confidentiality of the whistleblower will be maintained unless the whistleblower waives h is o r 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 refra in 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 emp loyee . 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 . 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 Atto rney have the primary resp o nsibility for investigating the reported fraudulent, criminal, or otherwise improper activities ; however, other individuals may be selected to assist in the investigative p ro cess . 65 101915 HC BOC Page 331 Members of the investigative team will have : A. Free and unrestricted access to all County records and prem ises , whether owned or rented , as permitted by law; AND B . The authority to exam ine, copy, and /or remove all o r any portio n of the contents of f i les, desks, cab inets, and other storage facil it ies 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 activ ity , 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. 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 discipl i nary actions by the County as addressed in Article IX and any other civil remedies a ll owed by law. Section 9. Media Issues County employees, Supervisors, Department Heads, Administrators , or elected offic ials 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, Administrato rs , or elected officials suspected of participating in any improper activities may be suspended w ithout 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. 66 101915 HC BOC Page 332 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, w ith 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 . 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 SOC 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 c urrent or former County employee is public information that may be requested , viewed , and seen by all persons : A. Employee Name and age B. Orig inal employment or appointment date C. Current position and titl e D. Current salary E. Date and amount of most recent change in salary, whether in c rease or decrease . F. Date of most recent promotion , demotion , transfer, suspension , or any oth e r change in position classification . G . Harnett County Department or Offi c e to whi c h the employee is currently assig ned. 67 101915 HC BOC Page 333 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. 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 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 ($1 0 .00) nor more than five hundred dollars ($500 .00) as provided in NCGS §132-3. 68 101915 HC BOC Page 334 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. Separability If any provision of this policy is held invalid , the remainder of this pol icy will not be affected by the invalidation . Section 3. Policy Violations Any employee found in violation of this policy shall be subject to any adverse actions discussed in Artic le IX, in addition to any civil or crimina l 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 Jim Burgin, Chairman ATTEST: Margaret Regina Wheeler, Clerk This Ordinance has been prepared as an overview of the personne l ordinance, and contains general statements on the United States and North Caro lina Genera l Statutes, Supreme Court Decisions and other Acts that apply to Personnel Management with in Harnett County. Since this ordinance cannot provide all the specific deta i ls 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. r 69 101915 HC BOC Page 335 APPENDICES The following appendices are grouped under the article in which they appear in the Personnel Ordinance. Therefore , all forms , reviews, certifications, or other po licies that are found within Article Ill will appear in Appendix A : Article Ill. Table of Contents Appendix A: Article IV Forms ..................................................................................... 71 Driver Disclosure Form ....................................................................................... 71 Appendix B: Article V Forms ................................................................................. 72-91 Outside Employment Request Form ................................................................... 72 Workplace Violence Prevention Policy ........................................................... 73-76 Workplace Violence Incident Report .............................................................. 77-78 Drug and Alcohol Testing Policy .................................................................... 79-90 Personal Cell Phone Use Employee Reimbursement Form ................................ 91 Appendix C: Article VI Forms ................................................................................ 92-99 Leave Without Pay Form ..................................................................................... 92 Application to Receive Shared Leave Form ........................................................ 93 Shared Leave Donation Form ............................................................................. 94 Workers Compensation Leave Form & Employee Injury Report .................... 95-96 Educational Leave Request Form .................................................................. 97 -98 FMLA Leave Request Form ......................................................................... 99-1 00 Appendix D: Article VIII Forms .......................................................................... 101-102 Direct Deposit Form .......................................................................................... 1 01 Disciplinary Action Report .......................................................................... 1 02-103 Appendix E: Miscellaneous Forms .................................................................... 104-111 Employee Information Form .............................................................................. 104 New Employee Policies Form .................................................................... 1 05-110 Comprehensive Information Release Form ....................................................... 111 I 7o 101915 HC BOC Page 336 APPENDIX A: ARTICLE IV FORMS - Harnett COUNTY t. l II ~ I ~ ~ Driver Disclosure Form I understand that personal information contained in my Motor Veh icle Record is protected by the Driver Privacy Protection Act and NCGS §20-43 .1. I hereby authorize the release of my personal information to Harnett County. 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: __ I __ I __ Driver's License Number: ________ Driver's License State: _____ _ Street Address: __________________________ ___ City State Zip Phone: ( ___ ) ___ -____ Alternate Phone:( ___ ) ___ -___ _ 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 . By signing this form, you are also granting Harnett County access to your personal information under exception number 13 of the Federal Drivers Privacy Protection Act and NCGS §20-43.1. Employee Signature Date For Harnett County Use only. My signature on this document acknowledges that I understand that improper re lease 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:------------------------ Requesting Agency Authority:---------------------- Requester's Title:-------------------------- Requester's Signature Date 71 101915 HC BOC Page 337 APPENDIX B: ARTICLE V FORMS Harnett COUNTY t 01 I (ARC N Outside Employment Request Form Request Date: __ 1 __ 1 __ Employee Name:---------------------------- Last First Middle Social Security Number: ___ --__ --____ Date of Birth: __ I __ I __ 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 r ight 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 __________ 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 re viewed your request for outside employment your request is hereby: Approved Denied Department Head/Director Signature Date 72 101915 HC BOC Page 338 APPENDIX B: ARTICLE V FORMS Harnett COUNTY t>ORII ( AROI INA Workplace Violence Prevention Policy Section I. Purpose Harnett County recognizes that employees are its most important asset, and that a p lace 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 proh ibited 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 w ith other employees to the attention of their Supervisors , Department Heads, or the H uman Resources Direc tor 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 ra ising 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 bus iness. Section Ill. 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 crim inal penalty that may be imposed . Section IV. Definitions Workplace violence: Any assaultive act within the workpla c e including intentional harassment, phys ical attack, communicating threats, and/or verbal or written threats of such acts, as well as actions that are perceived as violent or threaten ing and which investigatio n confirms were reasonably interpreted to be violent. Workplace violen ce may include , without limitation , stalking , threatening communications , shoving , kicking , spitting or violation of restrain ing orders. Workplace violence may be : A. Violence against an employee where a stranger to the workplace th reatens or commits violence . B. Violen ce against an employee where a client or customer threatens or commits violence . C . Violence between employees, in c luding against a Superviso r or Department Head. D . Any form of do mestic violen ce involving employees. Th is may in cl ude spouses or domestic partners coming to the work site . Threatened violence : The legally unjustified threat of imminent or future fo rce, or of imm inent or future physi cal injury on an o ther, under circumstance s where the inte ntion or ability to carry 73 101915 HC BOC Page 339 out 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). 74 101915 HC BOC Page 340 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 preventi on 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 securit y 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, conduc t, 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 D irector. 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 a ct 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 officia l response . In the i nterim, the County may take measures and respond as appropriate under the c ircumstances to maintain the continuity of County operations and assure workplace safety. Harnett County w ill not retaliate against an employee f or good fa ith 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 XI of the Personnel Ordinance. Section VIII. Post-Incident Procedures After an act o f 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 s hall include the name s and telephone numbers of any employees involved as well as physical descriptions of anyone who engaged in threatening and or violent condu ct. The 75 101915 HC BOC Page 341 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. 76 101915 HC BOC Page 342 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~lncident _________________________ ~ Street City State Type of Incident Reported (Check all that apply): ~Harassment ~Physical/Verbal Abuse~ Stalking ~violating a Restraining Order ~Threatening Communications (Wr itte n)~ 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 Zip _O~er(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 an Adverse Action _Reaction to a demotion , reduction in force , or other form of term ination _Family/domestic dispute _Receiving a poor performance appraisal _Racial tens ion _Resisting Arrest _Other (Explain)------------------- Injuries (Check all that apply): _Physical Injury _Trauma/Emotional Injury _Death Brief Description of Incident:----------------------- 77 101915 HC BOC Page 343 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. 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 d iscovered 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: ____ I ___ / ___ Reported Date: __ I __ I ___ Department: __________________ Title:-------------- Witness Phone Number: ( ____ ) ____ -___ _ Address of Witness:-------------------------- Street City State Z ip Brief Description of Incident: ------------------------------------------------ 78 101915 HC BOC Page 344 APPENDIX B. ARTICLE V FORMS - Harnett COUNTY ., I t Drug & Alcohol Testing Policy Section I. Federal Mandate The following policy is implemented pursuant to and in compl iance wi t h multiple federal agencies , statutes , and regulations including , but not limited to , the Un ited States Federa l Government passing the Drug-Free Workplace Act of 1988 and the Omnibus Transportation Employee Testing Act of 1991 , the Federal Transit Administration publish ing 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 workp lace , 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 econom ical 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 (COL). 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 abi lity to perform the ir assigned duties . Harnett County is dedicated to a fair and equitable application of th is 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 pol icy , 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 pu rpose of th is 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 i ntended 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 Ill. Policy Coverage The following policy shall cover all Harnett County employees , including those employees holding positions that require a commercial driver's license , safety sens itive positions , and any employee of the Harnett Area Transit System . 79 101915 HC BOC Page 345 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 di lute. Such a result will be treated as a verified positive . f 80 101915 HC BOC Page 346 Direct Observation: In an effort to make it more difficult to adulterate or substitute specimens, federal regulations require that specimens be collected under d irect observation any time there is a specific reason to believe that any employee may be attempting to thwart the regulations or has sufficient reason(s) to evade the test ing process. The employee who i s being observed wi ll 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 emp loyee. Failure of the employee to permit any part of the direct observation procedure is a refusal to test. The reason why the d irect observation testing is being conducted must be expla ined 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 -1 00°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 d i rected 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 proh ibited 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 a lcohol 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 ai r blank prior to each collection of brea th and perform ing an external calibration check. Gas Chromatography/Mass Spectrometry (GC/MS): Self-conta ined urinalysis drug tests that detects the presence of drug metabolites in urine within minutes . 81 101915 HC BOC Page 347 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 med ical condition . 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 e x planation 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. 82 101915 HC BOC Page 348 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 includ ing instructions to raise your clothing above the waist, lower cloth ing and underpants, and to turn around to perm it the observer to determine if you have any type of prosthetic or other device that could be used to i nterfere with the collection process. 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 dex terity could have disastrous consequences. Examples of these positions include: A. Positions (full or part time) requiring the use of weapons (or potentia l 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 veh icle. 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 e xcept 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 rece ipts 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 physici an, psycholog ist , socia l 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 period ic, 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. 83 101915 HC BOC Page 349 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. 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 . 84 101915 HC BOC Page 350 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. 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 e ight (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 fa ils 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. 85 101915 HC BOC Page 351 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 c riminal 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. 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 . 86 l 101915 HC BOC Page 352 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 med ications is 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. 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 breathe alcohol concentration is 0.00 or greater. 3 . Using alcohol or prohibited drugs while on duty, in uniform, while performing his or her job duties , nor just before or just after performing his or her job duties. 4 . 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 . f 87 101915 HC BOC Page 353 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 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 . 88 101915 HC BOC Page 354 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 preced ing . 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 w ill 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 t he emp loyer 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 supervis ion has committed a violation , will be subject to disciplinary action as addressed in Articl e IX of t he Personnel Ordinance. 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 phys ical , 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 m ight 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 . 89 101915 HC BOC Page 355 F . Notify his or her Supervisor or Department Head, if arrested off the job for Driving While Impaired (OWl) 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 consequence of drug use on personal health , safety, and the work environment. The training must also include manifestations and behavioral clues that may ind icate prohibited drug use. 90 101915 HC BOC Page 356 APPENDIX B: ARTICLE V FORMS Harnett COUNTY ~ I 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: __ / __ I __ 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 9 1 101915 HC BOC Page 357 APPENDIX C: ARTICLE VI FORMS Harnett COUNTY 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 92 101915 HC BOC Page 358 APPENDIX C: ARTICLE VI FORMS Harnett COUNTY Application to Receive Shared Leave Any employee who wishes to receive leave that has been given to them by other generous employees must complete and submit this form to the Human Resources Department. A Family Member or Employee Medical Certification Form should be attached to this form so as to document the need to receive and use shared leave during an extended absence . Employee name: ) Last First Middle (Maiden) Social Security Number: ___ --__ --_ _ _ _ Date of Birth: __ / __ I __ StreetAddress: __________________________________________________ __ Street City State Zip Phone: ( ___ ) ___ -____ Alternate Phone:( ___ ) ___ -___ _ Department: ---------------------Title: --------------------- Number of Leave Hours Requested (May not exceed 480 hours):----------- Employee Statement: I, as an employee of Harnett County, hereby request to participate in the Harnett County Shared Leave Program. I and/or a member of my immediate family has a serious medical condition that has been certified as such by a licensed physician and will require me to be absence from work for a prolonged period of time that has exhausted all of my leave . This serious medical condition is not an elective surgery, normal pregnancy, or other uncovered medical illness . 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 accrued leave has already been exhausted and I am requesting donated Shared Leave hours as specified above. _I hereby authorize Harnett County to release information indicating that I, or a member of my immediate family, has a serious medical condition which would otherwise be confidential personnel record information and that I desire Shared Leave donations. _I do not authorize Harnett County to release information indicating that I, or a member of my immediate family, has a serious medical condition . I understand that in refusing to share this information I reduce the willingness of my co-workers to donate leave. By signing below I 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 I am not, nor will I ever, provide the County with false information. Employee Signature Date Department Head Signature Date 93 101915 HC BOC Page 359 APPENDIX C: ARTICLE VI FORMS Harnett COUNTY Shared Leave Donation Form Any employee who wishes to donate a specified number of hours from their vacation leave to an employee requesting shared leave must complete and submit the following form to h is or her Department Head who shall forward it to the Human Resources Department. Any employee donating leave may elect to donate a minimum of 4 hours of their accrued leave 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 cou ld earn in a year. Once this amount of leave is donated and transferred to the receiving employee , any leave not used may be returned to all donating employees on a pro-rata basis. Employee name: _____________________________________________________ __ Last First Middle (Maiden ) Social Security Number: ______ --___ --_ _ __ _ Date of Birth: ___ / ___ I ___ StreetAddress: _____________________________________________________ ___ Street City State Zip Phone: ( ___ ) ___ -_____ Alternate Phone:( ____ ) ___ -___ _ Department: ---------------------Title: ---------------------- Number of Leave Hours Donated (Must be in 4 hour increments): __________ __ If the employee requesting shared leave has approved the release of his/her name and condition , or the name and condition of his or her affected fam ily member, you may designate the employee below. If the employee has not approved the release of his or her name, you are donating to an anonymous beneficiary. Employee to Receive Shared Leave: ----------------------------------------- Last First Middle Employee Statement: I, as an employee of Harnett County, would like to donate the specified amount of hours above to the employee listed above, or to the anonymous employee, who so needs my leave. I meet all the above specified shared leave donation requirements and understand those requirements, restrictions, and limitations placed on me by the Harnett County Personnel Ordinance. I give up any right of ownership to the leave I am donating, but understand that repayment of my leave is not guaranteed and even if my donated leave is not used I may only receive a portion of my leave back. I further understand that the leave I donate will be transferred to the employee in need beginning on the 1st pay period after receipt of this authorization form . By signing below I acknowledge that all the information contained on th is form is a true and correct representation and I am not, nor w ill I ever, provide the County w ith false information . Employee Signature Date Department Head Signature Date 94 101915 HC BOC Page 360 APPENDIX C: ARTICLE VI FORMS Harnett COUNTY NOPTH CAROLINA Workers Compensation Leave Form and Employee Injury Report Any full-time County employee absent from duty because of sick ness 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 wh ile in the service of the ir employer, (2) be written out of work by a li ce n sed physi c ian , and (3) be out of work for an initial seven day period . Once the in itial seven day period has passed an employee will be e li gib le for lost wage benefits , but must complete and submit the following form . Submission of this form w ill allow the employee to begin receiving workers compensation checks to cove r two-third (2/3) of his her salary. The remaining 1/3 will be recouped by using the employee's accrued leave until all t he employee's leave is exhausted. This will result in an employee us ing one (1) entire day of leave for every three (3) days an employee rema ins on workers compensation . While on workers compensation leave an employee will continue to ac c rue a ll forms of leave as addressed in Art icle IV of t he Harnett County Personnel Ordinance. FMLA leave will run concurrently with any employee's workers compensation leave and will count aga inst that employees allotted 12 weeks of FMLA leave . Additiona l information on workers compensation may be found in the Harnett County Personnel Ordinance at Article VI , Section 8. Employee name :----------------------____ _ Last First Middle (Maide n) Social Security Number: ___ --__ --_ _ _ _ Date of Birth: __ I __ I __ Street Address: ___________________________ _ Street City State Z ip 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 Da y Worked : __ / __ / __ ) _Working With Restri ctions (Restrictions : _________ _ _ Worki ng Without Rest riction s Brief Description of Illness/Injury: --------------------- 95 101915 HC BOC Page 361 Treatment Information: _Treated at Lillington Family Medical Center _Treated at other facility ( ) _Taken to Hospital by Ambulance By sign i ng below I ack nowledge that all the information contained on th is form is a true and correct representation and I am not, nor will I ever, provide the County w ith fa lse information . Employee Signature Date Supervisor/Department Head Signature Date APPENDIX C: ARTICLE VI FORMS 96 101915 HC BOC Page 362 - Harnett COUNTY , '' Educational Leave Request Form 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 regu lar 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. 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: __ / __ / __ StreetAddress: __________________________ ___ City State Zip Phone: ( ___ ) ___ -____ Alternate Phone:( ___ ) ___ -___ _ Department:---------Title: _________ Years of Service: Highest Level of Education Completed: _High School or GED __ Year Earned _College Degree Year Earned Graduate Degree Year Earned Course Title: _____ Credit Hours: Dates: __ / __ / ____ / __ / __ Institution Name & Address:---------------------- Name Street City State Zip Brief statement showing relationship between current job duties and educational course to be taken along with a brief summary of how this course may benefit the County. 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 Department Head Signature Date 97 101915 HC BOC Page 363 Human Resources Director Signature Date County Manager Signature Date 98 101915 HC BOC Page 364 APPENDIX C: ARTICLE VI FORMS Harnett COUNTY 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 cond ition 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 . Fa ilure 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 . Date of Request: __ / __ / __ Reason for Request: ------------- FMLA Leave Begin Date: __ / __ / __ FMLA Leave End Date: __ / __ I __ Type of FMLA Leave Requested: _ Birth & Bonding Leave_ Adopti on & 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: __ / __ / __ StreetAddress: _____________________________ __ City State Zip Phone: ( ___ ) ___ -____ Alternate Phone:( ___ ) ___ -___ _ Department: Title: Years of Service: ---------------------- 99 101915 HC BOC Page 365 *********All Federal Mandated Forms Must Be Attached********* Employee Signature Date Department Head Signature Date Human Resources Director Signature Date County Manager Signature Date APPENDIX D: ARTICLE VII FORMS 100 101915 HC BOC Page 366 - Harnett COUNTY t I Direct Deposit Form Employees are required to electronically deposit all paychecks from the County to a federally recognized bank or credit union . All new or changed direct deposit information is pre-noted so that account information can be sent and verified by the employee 's bank. An employee 's net pay and/or deduction(s) will be directly deposited after the pre-note process has been completed. An employee may have up to one checking and one savings deduction . If an employee elects to change from a savings deduction to a checking deduction, or vice versa , he or she must cancel the fi rst deduction ; otherwise, the second deduction will pre-note as a new deduction . 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: __ / __ / __ StreetAddress: ___________________________ _ City State Zip Phone:( ___ ) ___ -____ Alternate Phone:( ___ ) ___ -___ _ Department:---------Title: _________ Years of Service: Bank Name :-----------Bank Routing Number:---------- Directly Deposit Net Pay into: _Checking (Account Number: _______ ) _Savings (Account Number: ) Cancel Direct Deposit: _ Checking (Account Number: _______ ) _Savings (Accou nt Number: ) Change Direct Deposit: _ Checking (Account Number: _______ ) _ Savings (Accou nt Number: ) Take Deductions From: _ Checking (Account Number: _______ ) _Savings (Account Number: ) Deduction Amount: $ ___ . __ Change Deduction Amount to: $ ___ . __ Cancel Deduction: _Checking (Account Number: _______ ) _Savings (Account Number: ) *******"'*Dep osit Slip or Voided Check Must Be Attached********"' Employee Signature APPENDIX D: ARTICLE VII FORMS Date 10 1 101915 HC BOC Page 367 ~Harnett .x.COUNTY Disciplinary Action Report The following report should be completed by a Supervisor or Department Head , and sha ll not be supplemented by the help of othe r non-advisory employees. Th is re po rt wi ll act as a written notice of offense by an employee a nd will be considered an adverse acti on aga inst an emp loyee as addressed and defined in the Harnett County Personnel Ord inance Disciplinary Action Pol icy found in Article IX. A full -time Harnett County employee may directly appeal the adverse action taken aga inst them , as described in this report, in accordance with the Grievance 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: _Absenteeism_ Attendance _Carelessness_ Insubord ination _ Lateness/Early Quitting _Failure to Follow Instructions _ Substandard Work _ Unsatisfactory Work Qual ity_ Safety Violations _Violation of County Policies and /or Procedure s _Working on Personal Matter on County Time Other:------------------------ Previous & Current Warnings Oral Warning Written Warning_ Date of Warning Warning Issued By: 1st Warning 2"d Warning 3rd Warning Description of Offense (If the Harnett County Personnel Ordinance has been v iolated please list the violated portion):-------------------------- Plan for Improvement:-------------------------- Adverse Action Taken: _Oral Warning _Written Warning _Suspension _ Dism issa l Other:------------------- Consequences Should Offense Occur Again : ----------------- By signing thi s form , you c onfirm , acknowledge , and understand the i nfo rma t ion in th is disci plin ary acti on report. Yo u a lso co nfirm , ackn owl edg e , a nd und e rsta nd th at you and you r 102 101915 HC BOC Page 368 Supervisor or Department Head have discussed the adverse 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 i ndicate that you agree with this adverse 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 APPENDIX E: MISCELLANEOUS FORMS Harnett COUNTY 103 101915 HC BOC Page 369 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 APPENDIX E: MISCELLANEOUS FORMS Harnett COUNTY 104 101915 HC BOC Page 370 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 em ployment 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 D 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 Ill, 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 D Initial Employees are hired with the understanding that they are responsible for reporting to work on time for every regularly sc heduled 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 :00a.m .-5:00p.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 excee d 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 D Initial Each employee has a civic responsibility and duty to support good government by every available means and in every appropria te manner. In accordance with the United States Constitution, the North Carolina Constitution , and federal state, and local laws , each County employee has the righ t to (1) join or affiliate with civ ic 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, wh il e 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 polit ical 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 violat ion of this section shall subject such employees to any disciplinary actions addressed in Article IX of the Personnel Ordinance. Outside Employment D 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 incompatib ility and conflict of intere st. If the Department Head requests that the employee terminate the outside employment, and the employee refuses ; the employee w ill be subject to disciplinary actions as addressed in Article IX of the Personnel Ord inance. 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 the ir supervisory chain. Employees will not be approved to perform outside work while in a Family Medical Leave status. Any violation of this sect ion shall subject such employees to any d isciplinary actions addressed in Article IX of the Personnel Ordinance. 105 101915 HC BOC Page 371 Unlawful Harassment 0 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 adverse action addressed in Article IX of the Personnel Ordinance, along with any penalties under law. Emergency Operations 0 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 0 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 the ir 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 0 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 0 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 0 Initial Harnett County does not discriminate in recru iting , 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 0 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 a lso 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 Pol icy. 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 adverse action addressed in Article IX of the Personnel Ordinance, along with lawful penalties. Approved Use of Computers 0 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 leg itimate 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 v iews, 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, f iles, or images that may contain explicit language, excessive v iolence , nudity, or any other form of indecent content. 106 101915 HC BOC Page 372 Family Medical Leave Act U 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 ) mil itary 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 e ligibility 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 0 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 opportun ity 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 c hange 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 statu s c hange and may result in a premium change for you . Promotional Opportunities 0 Initial All vacant positions are posted at www.harnett.org . These announcements provide info rmation about the position such as : duties, salary, qualifications requirement, and deadline for submiss ion of appl ications . All Harnett County employees a re 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 promotio n an employee must wait before they may apply for other positions in the County. Grievance Procedure 0 Initia l In order to mainta in 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 w ill be answered and dec ided fairly, qu ickly, and without interference , coercion , restraint , discri m ination, penalty, or reprisal. The grievance policy, therefore, provides grievance and appeal procedures for all fu ll -time permanent employees of Harnett County who : (1) fee l they have been d iscriminated against because of age , sex, race, relig ion, color, national origin , visible or nonvisible handicaps, or pregnancy, (2) have been the subject of any adverse 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 o f County policy. Uniform Policy 0 Initial If you are occupying a posit ion that requires the wearing of a Harnett County furnis h ed uniform , the County w ill 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 respons ible 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 no t pa id for beforehand , all shortages or damages w ill be collected from the employee's paycheck. Pay Periods/Direct Deposit 0 Initial Employees are pa id on the last working day of the month and are required to d irect ly deposit all paychecks from the County to a federally recogni zed bank or credit union . This direct deposit of an employee funds redu ces the amount of time the employee has to spend at the bank and is safer than manual deposit. To take full advantage of th is program an employee should complete t he Harnett County Direct Deposit form , however, employees will rec ei ve a paper check the f irst month after enrolling or making a change in their d ire ct de posit prefere nces . 107 101915 HC BOC Page 373 3/5 Salary Adjustment U Initial The purpose of the 3/5 plan is to give County employees a way in which to gain and look forward ~o pre-determined pay increases after they have been 1n service to the County for 3 and 5 years. 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 and the job rate of the employee's current position . 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 employee's current position. To ensure that an employee is not penalized for taking a promotion or receiving a reclassification , his or her current salary should be higher than if he or she had remained in the old position or the old grade. Therefore , the new salary for a promoted or reclassified employee should be at least $500 more if a 3/5 salary increase was due. Overtime/Compensatory Time D Initial 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. 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. Any overtime, however, must be duly authorized by a Supervisor or Department Head before payment for such services are rendered. Exempt employees, as defined by the Fair Labor Standards Act ("FLSA"), 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. Non-exempt employees, as defined by the Fair Labor Standards Act ("FLSA"), 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. Sworn law enforcement officers shall only receive overtime pay at the rate of one and one-half (1 and Y2) times their regular rate of pay for any hours worked over the first 171 hours worked in a 28-day cycle. Holidays U 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 d observed holi ay. Holiday Number of Days Off New Year's Day 1 Martin Luther King , Jr 1 Day Good Friday 1 Memorial Day 1 Independence Day 1 Labor Day 1 Veterans Day 1 Thanksgiving 2 Christmas 3 Vacation f llnitial Vacation leave may be used at any t1me 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 approv ed . 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 LeaveD 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. 108 101915 HC BOC Page 374 Sick Leave D 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 immed iate 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 D 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 D 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 spec ified num ber 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 le ave in accordance with the Personnel Ordinance . Workers Compensation LeaveD Initial Any full-time County employee absent from duty because of sickness or disability covere d by the North Carolina Workers Compensation Act ma y receive worker's compensation benefits and elect to use their accumulated leav e as a supplemental payment for the difference between his regular salary and the payments received under the NCWCA. Workers Compensation Leave D Initial Any full-time County employee absent from duty because of sick ness 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 sala ry and the payments received under the NCWCA. Military Leave D Initial Any full-time County employee who is a member of the Armed Forces , Reserves, Nation al Guard , or other uninformed services will be allowed 96 hours annua lly ( 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 partia l 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 t he 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 D Initial When any full-time County employee is called for jury duty or as a court wi tness 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. Educational Leave D Initia l Any full-time County employee may request and have granted a leave of absence with full or partial pay in order to take one (1) educational course during or after regular County working hours. The employee may take one (1) course during or after regular County working , but not both . An employee may so choose to take more courses , but he or she will not be reimbursed for any of that time. 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. 109 101915 HC BOC Page 375 Adverse Weather Policy 0 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 Ord inance. 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 deve lops , and how it affects County operations. Volunteer Leave 0 Initial Harnett Cou nty seeks to foster a workforce that cares for the surrounding community and offers support to those individuals th roughout the County that ma y need support. With this in mind the County allows all full-time County employees one and one-half (1 %) hou rs of administrative leave each week to perform volunteer work at any Harnett County school , any school in wh ich 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 h is or her Supervisor or Department Head with some form of ev idence or documentation that the volunteer service was actually completed . Parent Involvement Leave 0 In it ial Harnett County believes that parent involvement is an essential component of school success and posit ive 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 w ith 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. 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 cond itions 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 pol icies and conditions of employment found on this form and any found w it hi n the Harnett County Personnel Ordinance. Employee Signature Date 110 101915 HC BOC Page 376 APPENDIX E: MISCELLANEOUS FORMS - Harnett COUNTY I ' 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 publ ic 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 g iven 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 w ill 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 fo und 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 Midd le (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: StreetAddress=----------~------~~----------- City State Zip Years at Residence: ____ _ Previous Address (If Any): _______________________ _ City State Z ip 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 w ith false informatio n. Employee Signature Date 111 101915 HC BOC Page 377 AGENDA ITEM 6 OCTOBER 19, 2015 APPOINTMENTS NEEDED ADULT CARE HOME COMMUNITY ADVISORY COMMITTEE We need eight additional members appointed to serve on this committee. Members receive mileage reimbursement as claimed. This Committee was established to work to maintain the spirit of the Rest Home Bill of Rights and to promote community involvement and cooperation ""ith rest homes, family care, and an integration of these homes into a system of care for the elderly. This group holds quarterly training and facility visits. Members receive mileage reimbursement as claimed. HARNETT COUNTY PUBLIC FACILITIES CORP. BOARD OF DIRECTORS We have a vacancy for an at-large member on this board. HARNETT NURSING HOME COMMUNITY ADVISORY COMMITTEE We need two additional member appointed to serve on this committee. This Committee was established to work to maintain the intent of the Nursing Home Resident Bill of Rights and to promote community involvement and cooperation with nursing homes. This group holds quarterly training and facility visits. Members receive mileage reimbursement as claimed. HISTORIC PROPERTIES COMMISSION We currently have vacancies for regular members in Districts 2 and 5 on this commission. HOME AND COMMUNITY CARE BLOCK GRANT COMMITTEE We currently have four vacancies on this committee. SANDIDLLS CENTER BOARD OF DIRECTORS We have a vacancy on the Sandhills Center Board of Directors. Page 1 -Appointments 101915 HC BOC Page 378 Agenda Item __ ,....._ __ Board Meeting Agenda Item MEETING DATE: October 19, 2015 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: Proposed Text Amendments-Primitive Campground REQUESTED BY: Mark Locklear, Planning Services Director REQUEST: Proposed Text Amendments: Harnett County Unified Development Ordinance Article V (Use Regulations) Section 7.3.4 (Recreational Vehicle Park) Article V (Use Regulations) Section 1.2 (Tables of Use Types & Regulations) Article XIV (Definitions & Certifications) Section 2.2 (General Definitions) This proposed Text Amendment is a citizen request for a general "primitive campground". The applicant & staffed worked together to formulate these basic regulations, therefore staff recommends approval. Also, after discussion and a few suggested changes, on October 5th the Harnett County Planning Board voted unanimously ( 4-0) to recommend approval of this proposed Text Amendment. FINANCE OFFICER'S RECOMMENDATION: COUNTY MANAGER'S RECOMMENDATION: C: \Users\gwheeler\A ppData \Locai\M icrosoft\ Windows\ Temporary I ntemet Files\Content.Outlook\98RKKOE5\I OCCAgendaform20 15PCamps iteT A. doc I of I Page 101915 HC BOC Page 379 ATTACHMENT 1 Re: To establish use regulatio ns for a Primitive Ca mpground. ARTICLE V . USE REGU LAT IONS S ECTION 7.3 LODGING SERVICES 7.3.4 Recreational V:ehiele Pat'k Cam w o und General Requirements In dtstrtqs which perrrut such acunue~ the followmg shall appl}. \. There shall be no permanent stmcnues. excludtng pteruc shelter~. erected witlun am area deemed "Flood Zone" "\\ ctland". or "Consen·ation Zone". B Adequate restroom facilmes must be pro\'tded for campers to mamtam sanitao condmons 111 accordance \Vtth the re quirements of the I !arnett Coun~ Health Department. C:. Installation and prm 1s1on for water and sewage disposal shall be accordmg to the standards of the I Iarnett Coun~· Department of Public L uliues and the I I arnett Count> I lealth Department. D . An emergencr plan must be subtrurted and approved by the Ilarnett Coun~· Develop ment Rcvtew Board along wtth the CommerCial Slte P lan. E Staff shall be on-site or a,·:ulab lc 24 hours a da) to all campers. This contact mformauon shall be posted on site. I• .\campground shall not be utihzed as permanent residence. G The park owner shall keep all park <mned facilities spaces imprm ements. eqmpmcnt. open space. recreauonal open space. and all common areas in good repatr and mamtamed m such a manner as to prevent the accumulauon or storage of matenal wluch would consrinnc a fire hazard or would cause insect or rodent breedmg and harborage. Tim mcludes prm·idtng receptacles for the dtsposal of trash . H . Prohibited l'ses \\.'lthm an) Recreational Campground Park I Junk ~1otor \'chicles 2. Storage of recreational Yeh.icles. cars. boats. lumber. or other construction materials. Recreational Vehicle Campground A. All parks shall have a gross land area of at least three (3) acres. B . Size o fl ndivid ual Recreational VehicleS -~~~-------------------· [ Minimum Space Size ft I Minimum Space Width C. Recreational Vehicle s shall be separated from each other and from other srrucrures by at least 10 feet . N o more than one (1) recreatio nal vehicle m ay be parked o n any one (1) space and shall not be permitted o n lots other than those approved through these regulation s. 101915 HC BOC Page 380 D. A recreation al open space area will be developed and maintained that shall be located for safe and convenient access to all campers a~d sh all meet the followmg stze requirements: Gross Land Area (Acres) I Percentage of Recreational Open Space -3.00-6.00 7% 6.01 -9.00 6% Lr_> __ 9~.o_1 ___________ ._ __ 5°~~------------·___j E. No recreational vehicle space within a park shall directly access a public right-of-way and such access shall be approved b y the North Carolina Department of Transportation (NCD01). Access to all campers and accessory structures within the campground shall be made using internal streets. F. Internal streets s hall have a minimum width of 15 feet and shall be compacted and layered with four (4) inches of aggregate base course. Cui-de-sacs in a recreational vehicle park shall be limited to a maximum length of 500 feet and shall be provided with a permanent turnaround not less than 60 feet in diameter. All entrances in a recreational vehicle park shall be paved a minimum of 20 feet or to NCDOT Standard s, whichever is greater. Maintenance of all internal streets and drainage facilities shall be tl1e responsibility of the owner of the campground. G. Each recreational vehicle space shall have off-street parking for o ne (1) trailer and parking space for at least o n e (1) ca r. Each space shall be sited so that ilie parking, loading, or maneuvering of a recreational vehicle shall not necessitate t he use of any public right-of-way, sidewalk, or any private grounds not part of the park. I I '1 ent ca mpm~ shall a lso be al lowed 1t1 such camp gro unds. Primitive Campgro u nd: \. ·1 raYel trailers. R\''s. or an) other form of m ob1le shelters shall nor be allowed 1n areas mtended for p ruruti,·e camp111~. B An adequate all weath er access road m ust be pto\'ided 1n accordance w1th the l larnett Count} L'nified De,·elopmcnt O rdinance. C No provis10n o f unhucs o r "hookups " sh all be co ns tructe d on su e. Additional Information After discussion & a few suggested changes, October S th the Harnett County Planning Board voted unanimously (4-0) to recommend approval of this proposed Text Amendment. Suggested Statement-of-Consistency Staff concludes that this requested Text Amendment would not have an unreasonable impact on the surrounding community and will maintain the public health, safety, and general welfare because since a Conditional Use permit would be requi r ed to ensure compatibility with surrounding areas. It is recommended that this Text Amendment be APPROVED. 101915 HC BOC Page 381 ATTACHMENT 2 Re: To establi sh the definitio n o f a Primitive Campground . ARTICLE XIV. D EFINITIONS & CERTIFICATIONS SECTION 2.2 GENERAL D EFINITIONS Primitive Campground A desrgnated tent site of an undeveloped character, provided at carefully selected locations typically in forested areas . The campground will be located so as to accommodate the need for shelter in a manner that is least intrusive to the surrounding environment. These campgrounds shall be developed without hookups for water, power, sewage, or many of the other amenities found at developed campgrounds . 101915 HC BOC Page 382 ATT ACHMENT 3 ADD or AMEND t he following to A rticle V "Use Regulatio n s" Harnett County Unified Development Ordinance Use Table 1.2 Table of Use T ypes & Regulations i---. -----------------~-~--· ------~ --~--~ --~~-~--~ ~ ; ~ J ~ ----------~ s-··~i] 1---~~~~-~bra-.-----------·----------------~--_;_~: -: '~~ J~ p ~ ~-l p~;: -~~~~~ • ______ _!L__ ----------------__ [_______ ------· ------4-----4----4-~-__ j ___ , __ __] I Social Ins tit utio n s I --~n~C-= Centers -p --f P P P lpf-1 pee~·~· -·-·-;-1 ~-l l-s<icial I falls, Lodges, Fraternal Organizations, Clubs, & p j 1 C C C I C I I pee 200 sq. 2 t\~ I Similar Acti,•ities . , 1 h. 3 I I COMMERCIAL USES "II -·-= ---~-~ . .=J il p -~.--,, f.c!.cil c I As requtred by I I Existing Commercial Uses Applying for Permits to Expand undccl>••ng usc . ~m al Services , ___ J ~--K~~~~s, Board•:g Stables, & ~cher Sirmlar Regulated Land L C L <:__ill __ l_j_ C ! C j _ _:J_:j ~~~~~~~~~ 3 --~--] I. Vc:_c enn~_n Sc!;••ce, Indoor -------------------~--~~--.!__~~--~ -~-_j_~-~ ~ i-C* ~-~-~r ~~~:_ _______ 1~_11 I _!<_ .... ;,m-"'--'---""--"' •e" '''i.oo• ''"'""--______ J -~·:__]_I'' __ ::·_!' c~j _j ~·-:~~ e< ~-c:J.;;,.';~ _ 1 ___ :.~]-1 !_ Zoo &_Pct_!.~oo --·---------------·-------·1-__ j_ ____ c~ ____ l_j ___ j_*_l~j __ ::__L __ ;;;;~L-----~--·- 1 E::~~~!~~~~--------r*li~:_!I_P_::jl=-=r-~r-----~11. ~-t II r '~.::.:·. 3' FAdl ' P* P~ P* p~ I C* i * l C"' C"" I pee 2 r-....:..::==:..:..:.... _______________ _,1 __ _, ___ .1... _ _. ___ .1..-._ i I _I __ employees I !--.::Bc:::::d::..:&::..·..:::B:.::re:::ak:.:,:fa::::SI:...__ ______________ +I I r-=~r ~ ! C * I c~ 11:.:·.~:):. 1--:r-l Boarding I louse I Se rvices I [J ___ I~.t:.C:!.~.:l_tiona~!!':~:.:f::!.± < ".~llli:" •und ! Offices, Ge n era l •~·--·-----·-----· ·----·-·--------------·-·----_M ___ ··--.. [ _ _!~incss Se rvice Es~~shmen_c ________________ j_~--J ~ ' II p p L Offices (Bu siness or ProfessionaQ j Offices (Go,·crnmencaQ lr p i Person al Se rvi ces li Laundry Mac p I c i c I c i c 1 pee 150 sq. I i I I I ft. I ~ I I c C* I c~ 3 per hccnscd I I * lhcn.ptSI I --Massage & Bodywork Spa, o r Therapy Practice, Licensed 101915 HC BOC Page 383 APPLICATION FOR TEXT AMENDMENT Har n e tt Pl ann ing Department 108 E. Front Street COUN T Y P.O . Box 65, Lillington, NC 27546 Phone : (91 0) 893-7525 Fax: (910) 893-2793 Total Fee:if;)..i>GJ Receipt: 1 S • ..,..:J"c::J. ~ Permit: Hearing Date: Jw l n-tci /"-1:$ ·J5 fa t'_/()-.5-JS __ Appli cant Information Owner of Record: Name: -;'"' • Address: _J_;_~"J_-_£..:.1.·----'~~:.__::::~~~~~----:r c i ty I S tate/zip: ......l<::::..!.'f.LL..CJ...\......!1-29~-f--~----.2:..._:_~<:.___ E-mail: , /,:,. @ C V\a< '(;,N ;.JtF'nltlr t:',{ C:-7.-tt I Phone: ~~~~~-~3~~~~~7~--------- Fax: Type of Change ~ New Addition D Revision Aoolicant: ~· [" Name: ;Lu.11 _ 'vftlf?rJ "V -·>~~~~----~--------Address: 1·'/r'J · J (z,~/1 ./%.. :12 . 5:/ _ City/State/Zip: 1..-i'tf,!:z_t i _,,v /1/ L:-;) 75'(!6 _ E-mail: rli~ (?c. ,:t.pe ?cQ\ro-J(/·'~?h., ( s c •7.r0 Phone: '1f~ q J<-1-3.)5"'1 Fax: Ordinance: _...J,U.~ .... Do!J.C.-!.,:> ______________ _ Article: 73. lf ' Section: Jls.,.:_/~)J_', __ Current Text: (Attach additional sheets if necessary) dj4 -------- -------------------------- PropO~f!!d Tex_t: (Att:J add itional sheets if necessary) _ ....) <?c:' d tfac_l ~ ----__ --------------- --------------------- ------------------------ ---------------- Reason for Requested Change: (Attach ad d1 t1 ona 1 s heets if necessary ) _ --Add r'kc;_n _{p £1 fl~ -------------- --:J<lc;e 1 rJ f 2 APPLICATION FOR TEXT AMHW1v1ENT 101915 HC BOC Page 384 .· A'uthorization I hereby g1ve Harnett County Planning Department Staff the authorization to amend proposed changes as necessary to comply with current Ordinance text: 0 Yes 0 No I hereby request that all amendments to proposed Ordma nce text made by Plann·,ng Staff are reviewed by owner and /or appl icant, as represented on this application, pri or to review by the Harnett County Planning Boa rd and /or Boa r d of Com missioners: 0 Yes 0 No Pa~e 2 of I APPLICATION FOR TEX T AMENDMENT 101915 HC BOC Page 385 Harnett .,.-....~~, C 0 U N T Y ~-:;;;..-.--NORTH CAROLINA www.harnett.org A RESOLUTION AMENDING THE HARNETT COUNTY UNIFIED DEVELOPMENT ORDINANCE WHEREAS, the Board of Commissioners of Harnett County adopted the UDO on October 17 , 20 II for the purpose of promoting the health, safety, and general welfare of the county residents; and WHEREAS, this ordinance was adopted under authority granted by the General Assembly of the State ofNorth Carolina, particularly G.S. 153A-340; and WHEREAS , the UDO contains provisions for amending said ordinance and those provisions have been followed; and WHEREAS, the Harnett County Planning Board has reviewed the amendment to the article of the UDO as listed below and recommends the adoption of the following amendment. NOW, THEREFORE BE IT RESOLVED BY THE BOARD OF COMMISSIONERS OF HARNETT COUNTY, NORTH CAROLINA that Article V "Use Regulations", Section 7.3.4 Recreational Campgrounds and Section 1.2 Table ofUses & Regulations, and Article XIV "Definitions & Certificates" Section 2.2 General Definitions of the UDO shall be amended to read as indicated in "Attachment ". "Attachment" is filed with the Unified Development Ordinance in the Clerk to the Board 's Office. Duly adopted this 19th day of October, 2015 and effective upon adoption. HARNETT COUNTY BOARD OF COMMISSIONERS Jim Burgin, Chairman ATTEST: ________________ .Margaret Regina Wheeler, Clerk to the Board strong roots • new growth 101915 HC BOC Page 386 Board Meeting Agenda Item Agenda Item -~B.,..._ MEETING DATE: October 19, 2015 TO: HARNETT COUNTY BOARD OF COMMISSIONERS SUBJECT: FY 17 Community Transportation Program Application (HARTS) REQUESTED BY: Barry A. Blevins, General Services Director REQUEST: General Services requests a public hearing to allow citizens an opportunity to comment on transportation needs and the proposed 5311 Community Transporation Program application, 5310 and ROAP funding to be submitted to the North Carolina Department of Transportation, Public Transportation Division (NCDOT/PTD) no later than November 6, 2015. Following the public hearing General Services requests the Board of Commissioners consider and approve the application and resolution to apply for FY17 funding. Requires matching funds totaling$ 46,045. Finally, as required by NCDOT/PTD funding, General Services seeks a Board resolution to apply, enter an agreement with NCDOT and provide the necessary assurances and required match. Specifically, the Section 5311 program intends to enhance the access of people in non- urbanized areas to health care, shopping, education, employment, public services and recreation. Section 5311 assists in the maintenance, development, improvement and use of public transportation systems in non-urbanized areas. FINANCE OFFICER'S RECOMMENDATION: COUNTY MANAGER'S RECOMMENDATION: C:\Users\bblevins\Desktop\My Workin g Folder\Transportation\FY 17 53 11 \FY 17 CTP Applicatio n\HAR TS agend a request -Public Hearing.doc Page l of l 101915 HC BOC Page 387 COMMUNITY TRANSPORTATION PROGRAM RESOLUTION Section 5311 FY 2017 RESOLUTION Appl icant seeking permission to apply for Community Transportation Program funding , enter into agreement with the North Carolina Department of Transportation , provide the necessary assurances and the required local match . A motion was made by (B oard M ember's Name ) ----------:-------and seconded by (B oard Membe r 's Na me or N!A, if not requi red) for the adoption of the following resolution , and upon being put to a vote was duly adopted . WHEREAS , Article 28 of Chapter 136 of the North Carolina General Statutes and the Governor of North Carolina have designated the North Carolina Department of Transportation (NCDOT) as the agency respons ible for administering federal and state public transportation funds ; and WHEREAS , the North Carolina Department of Transportation will apply for a grant from the US Department of Transportation , Federal Transit Administration and receives funds from the North Carolina General Assembly to provide assistance for rural public transportation projects; and WHEREAS , the purpose of these transportation funds is to provide grant monies to local agencies for the provision of rural public transportation services consistent with the policy requirements for planning, commun ity and agency involvement, service design, service alternatives, training and conference participation, reporting and other requirements (drug and alcohol testing policy and program , disadvantaged business enterprise program, and fully allocated costs analysis); and WHEREAS , County of Harnett hereby assures and certifies that it will provide the required local matching funds ; that its staff has the technical capacity to implement and manage the project, prepare required reports , obtain required training , attend meetings and conferences; and agrees to comply with the federa l and state statutes, regulations , executive orders, Section 5333 (b) Warranty, and all ad m inistrative requirements related to the applications made to and grants received from the Federal Transit Adm inistration , as well as the provisions of Section 1001 of Title 18, U. S . C. NOW, THEREFORE, be it resolved that the Chairman of Harnett County Board of Commissioners is hereby authorized to submit a grant application for federal and state funding , make the necessary assurances and certifications and be empowered to enter into an agreement with the NCDOT to provide rural public transportatio n services . Margaret Regina Wheeler Clerk to the Board of Commissioners do hereby certify that the above is a true and correct copy of an excerpt from the minutes of a meeting of the Harnett County Board of Commissioners duly held on the ____ day of . 2015 . Signature o f Certifying Official *Note that the authorized official, certifying official, and notary public should be three separate individuals. i ::;ff..;:~~;~;:;;s~~;n.;;:; ' Seal Subscribed and sworn to me (d a te) -------- Notary Public * l ' Printed Name and Addre ss My commission ex pires (date) ................................................................................................. / 101915 HC BOC Page 388 FISCAL YEAR 2017 Federal (FTA) and State (NCDOT) Certifications and Assurances for Public Transportation Programs will be distributed upon receipt of federal documents from the FTA. Documents Include: • Certifications and Assurances • Applicant and Attorney Affirmations • Certifications and Restrictions on Lobbying • Certification of Equivalent Service • Special Section 5333(b) Warranty 101915 HC BOC Page 389 SE C T I O N 53 1 1 o r 53 1 0 TI T L E VI PR O G R A M RE P O R T Pa r t A - No co m p l a i n t s o r La w s u i t s Fi l e d Le g a l Na m e of Ap p l i c a n t : ~ (C o m p l e t e ei t h e r Pa r t A o r Pa r t B) I ce r t i f y th a t to th e be s t of my kn o w l e d g e , No co m p l a i n t s o r la w s u i t s al l e g i n g di s c r i m i n a t i o n ha v e be e n fi l e d ag a i n s t Ha r n e t t Ar e a Ru r a l Tr a n s i t Sy s t e m (H A R T S ) (T ra nsi t Sy s t e m Na m e) du r i n g the pe r i o d Ju l y 1, 20 1 4 th r o u g h Ju n e 30 , 20 1 5 . Si g n a t u r e o f Au t h o r i z e d Of f i c i a l Da t e Ji m Bu r g i n , Ch a i r m a n Ha r n e t t Co u n t y Bo a r d of Co m m i s s i o n e r s Ty p e Na m e an d Ti t l e o f Au t h o r i z e d Of f i c i a l Pa r t B - Co m p l a i n t s o r La w s u i t s Fi l e d I ce r t i f y th a t to th e be s t of my kn o w l e d g e , th e be l o w de s c r i b e d co m p l a i n t s or la w s u i t s al l e g i n g di s c r i m i n a t i o n ha ve be e n f il e d against __ Transit Sy s t e m Na m e ) du r i n g th e pe r i o d Ju l y 1, 20 1 4 th r o u g h Ju n e 30 , 20 1 5 . Co m p l a i n a n t Na m e / A d d r e s s / T e l e p h o n e Da t e De s c r i p t i o n Status/Outcome Nu m b e r (A t t a c h an ad d i t i o n a l pa g e if re q u i r e d . ) Si g n a t u r e o f Au t h o r i z e d Of f i c i a l Da t e Ty p e Na m e an d Ti t l e o f Au t h o r i z e d Of f i c i a l Pa r t C - Ti t l e VI Pl a n Do yo u cur r e n t l y ha v e a Ti t l e VI Pl a n : _ Em b e d d e d wi t h HA R T S SS P Da t e of la s t pl a n up d a t e : _ Au g u s t 20 1 4 . _ _ _ ____ _ n y ~~ 3 ? :::> 101915 HC BOC Page 390 EEO QUESTIONNAIRE Threshold Requirements: Any applicant, recipient, or sub-recipient is required to comply with program requirements in Chapter Ill if it meets the following thresholds: a. Employees 50 or more transit-related employees*; and b. Requests or receives capital or operating assistance under Sections 3, 4(i), or 9 of the FTA; assistance under 23 U.S.C. 142(a)(2) or 23 U.S.C. 103(e)(4), or any combination thereof, in excess of $1 million in the previous Federal fiscal year; or c. Request and receives planning assistance under Sections 8 and/or 9 in excess of $250,000 in the previous Federal fiscal year. Name of Organization:_Harnett Area Rual Transit System (HARTS) __________ _ ____ State DOT ___ MPO __ x __ Transit Agency ____ City TEAM ID:. _______ (if applicable) 1. How many employees do you have in your organization? ____ 39 ____ _ 2 . How many of those employees are *transit related? _____ 39 _____ _ *A transit related employee is an employee of an FTA applicant, recipient, or subrecipient who is involved in an aspect of an agency's mass transit operation funded by FTA. For example, a city planner involved in a planning bus routes would be counted as part of the recipient's work force, but a city planner involved in land use would not be counted. 3 . How much did your organization receive in capital or operating assistance the previous fiscal year? 4. How much did your organization receive in planning assi stance the previous fiscal year? _$0 ________ _ 5. Does your agency submit an EEO Program? ___ Ye s _X __ No . If yes, what is the date of your last submission ?--------- 6. Do you contract out any of your transit services? ___ Yes _X __ No . If no, skip to question 7 . If yes, a. What is the name of agency (s)? __________________ _ b. How much does the agency receive in capital or operating assistance? _________ _ c. How much does the agency receive in planning assistance ? _________ _ d. How many transit employees does the agency have ?------------ e. Doe s the agen cy submit an EEO Program to you? ____ Yes ___ _ No Page 1 of 2 101915 HC BOC Page 391 If yes, what is the date oftheir last EEO submission? ___________ _ 7. What is the date of your last Triennial Review (If applicable)? N/A _________ _ a. Were there any deficiencies? ___ Yes ___ No . If yes , in what area(s) ______________________ _ b. Are any of the deficiencies still open ___ Yes ___ No . If yes, in what area(s)? ______________________ _ 8. What is the date of your last State Management review (If Applicable)? N/A. ______ _ a. Were there any deficiencies? ___ Yes ___ No . If yes, in what area(s) ________________________ _ b. Are any of the deficiencies still open ___ Yes ___ No . If yes, in what area(s)? _______________________ _ 9. Has your agency participated in a EEO compliance review? _____ N/A ________ _ If yes, a. Were there any deficiencies? ___ Yes ___ No. If yes, in what area(s) ________________________ _ b . Are any of the deficiencies still open ___ Yes ___ No . If yes, in what area(s)? _______________________ _ I declare (or certify, verify, or state) that the foregoing is true and correct. Signarure _____________ ___ Date ----------- Title ---------------- Page 2 of 2 .... :80-:.:-.. -:-:-: .:.:.: ... ... .. :::::::.:::::: 2:cn m-:aC mz 101915 HC BOC Page 392 DBE GOOD FAITH EFFORTS CERTIFICATION This is to certify that in all purchase and contract selections (L egal Nam e of Applicant) County of Harnett is committed to and shall make good fa ith efforts to purchase from and award contracts to Disadvantaged Business Enterprises (DBEs). DBE good faith efforts will include the following items that are indicated by check mark(s) or narrative: Required Check all Description byPTD that apply 0 Write a letter to Certified DBEs in the service area to inform them of purchase or contract opQ_ortunities; * ~ Document telephone calls, emails and correspondence with or on behalf of DBEs; 0 Advertise purchase and contract opportunities on local TV Community Cable Network: ~ Request purchase/contract price quotes/bids from DBEs; ~ Monitor newspapers for new businesses that are DBE eligible Encourage interested eligible firms to become NCDOT certified. Interested * ~ firms should refer to httg://www .ncdot.gov/business/ocs/dbe/#F AO I 0 or contact the office of contractual services at (919) 707-4800 for more information * ~ Encourage interested firms to contact the Office of Historically Underutilized Businesses at (919) 807-2330 for more information. Consult NCDOT Certified DBE Directory. A DBE company will be listed in * ~ the DBE Directory for each work type or area of specialization that it performs. You may obtain a copy of this directory at httQ :/ /partner.ncdot. rz.ovN endorDirectorv/default.html 0 Other efforts: Describe: 0 Other efforts: Describe: You may obtain a copy of the USDOT Disadvantaged Business Enterprise Program Title 49 Part 26 at httg ://ecfr.gQoacce ss.gov/cgi/t/text/text-idx?c=ecfr&tgl=%2Findex.tgl Reminder: Documentation of all good faith efforts shall be retained for a period of five (5) years following the end of the fiscal year. I certify that , to the best of my knowledge, the above information describes the DB E good faith efforts. Signature of Authorized Official Jim Burgin, Chairman, Harnett County Board of Commissioners Name and Title of Authorized Official Date 101915 HC BOC Page 393 N O R T H C A R O L I N A D E P A R T M E N T O F T R A N S P O R T A T I O N P U B L I C T R A N S P O R T A T I O N D I V I S I O N DB E / M B E / W B E / H U B A N T I C I P A T E D VE N D O R AW A R D S in FY 2 0 1 7 AP P L I C A N T ' S NA M E : _C . : : . . . . : : . . . o u = n = t y < - . . : . o = - f H = a r n =e " - ' tt _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ PERIOD COVERED MA I L I N G AD D R E S S : PO Bo x 75 9 , Li l l i n g t o n NC 27 5 4 6 Fr o m : July 1, 2016 VE N D O R N U M B E R : - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - To: June 30, 2017 W e ex p e c t to ut i l i z e th e fo l l o w i n g li s t of D B E / M B E / W B E / H U B Ve n d o r s in FY 2 0 1 7 : DB E / M B E I W B E / H U B Ma i l i n g Ad d r e s s 10 # fr o m NC D O T De s c r i b e Se r v i c e / I t e m to be Anticipated Ve n d o r / S u b c o n t r a c t o r 's Na m e Ci t y , St a t e , Zi p We b s i t e 0 Th e ab o v e li st in c l u d e s th e DB E / M B E I W B E I H U B Ve n d o r s th e ap p l i c a n t ex p e c t s to ut i l i z e in FY 2 0 1 7 . X Th e ap p l i c a n t d o e s NO T ex p e c t to ut i l i z e an y DB E / M B E I W B E / H U B Ve n d o r s in FY 2 0 17. Si g n a t u r e of Au t h o r i z e d Of f i c i a l Da t e Pu r c h a s e d Expenditure ($) TOTAL .. .... . . . ' zfn m-~Q mz 101915 HC BOC Page 394 PUBLIC HEARING NOTICE This is to inform the public that a public hearing will be held on the proposed County of Harnett Community Transportation Program Application to be submitted to the North Carol ina Department of Transportation no later than November 6, 2015. The public hearing w ill be he ld on October 19, 20 15 a t 7 :00PM before the Harnett County Board of Commissioners. Those interested in attending the public hearing and needing either auxiliary aids and services under the Americans with Disabilities Act (ADA) or a language translator should contact Darvin Springfield on or before October 16, 2015, at telephone number 910-814-616 or via email at dspringfield@harnett.org. The Community Transportation Program provides assistance to coord inate existing transportation programs operating in Harnett County as well as provides transportation options and services for the communities within this service area. These services are currently provided using demand response and subscription routes. Services are rendered by center-aisle. min ivans and light transit vehicles . The total estimated amount requested for the period July 1, 2016 through June 30, 2017 Project Total Amount Loca l Share Adm inistrative $275,446 $ 41,317 (15%) Capital (Vehicles & Other) $ 56,500 $ 5,650 (10%) Operating (Small fi xed-ro ute, $ $ *(50%) or more region al, a nd co nsolidated urba n-rura l *Note : S mall F ixed Route sys tems only) systems must con tri bute more th an 50% TOTAL PROJECT $331,946 $46,967 Total Funding Request Total Local Share This application may be inspected at Harnett Area Ru ral Tansit System (HARTS) Admin istration Office, 250 Alexander Drive, Lillington , NC 2 7546 from 8 :00AM -4 :00 PM M-F. Written comments s ho u ld be directed to Mr. Darvin Springfield before October 16, 2015. End of Notice Note: AN ORIGINAL COPY of th e publi she d Public Hearing Notice m ust be attach ed to a signed Affid av it o f Publ ica ti on . Both the Publ ic Hearing Notice and the Affidavit of Publication m ust be subm itted w it h th e CTP g ra nt applica tion . 101915 HC BOC Page 395 Important-A public hearing MUST be conducted whether or not requested by the Public. PUBLIC HEARING RECORD APPLICANT: County of Harnett DATE: October 19.2015 PLACE: Harnett County Administration Building@ 102 E. Front Street, Lillington, NC TIME: 7:00 PM How many BOARD MEMBERS attended the public hearing? How many members of the PUBLIC attended the public hearing? Public Attendance Surveys 0 (Attached) 0 (Offered at Public Hearing but none completed) I, the undersigned , representing (Legal Name of Applicant) County of Harnett do hereby certify to the North Carolina Department of Transportation, that a Publ ic Hearing was held as indicated above and During the Public Hearing 0 (NO public comments) 0 (Public Comments were made and meeting minutes will be submitted after board approval) The estimated date for board approval of meeting minutes is : ------------------------ AffiX S eal H ere Si gnature or Clerk to the Board Margaret Regina Wheeler Printed Name and Title 101915 HC BOC Page 396 PUBLIC HEARING OUTREACH APPLICANT: County of Harnett Provide a detailed description of public hearing outreach efforts by the applicant to inform the public ESPECIALLY MINORITY, WOMEN, ELDERLY, DISABLED, LIMITED ENGLISH PROFICIENCY-(LEP) AND LOW INCOME INDIVIDUALS about the scheduled public hearing and the opportunity to comment on the proposed Community Transportation grant application . Outreach may include efforts such as distribution of information on vehicles, at human service agencies, at local community events, at public events, local organization , etc . Click on gray box and begin typing the detailed description . Public Hearing Notice was published in the Dunn Daily Record , 10 days prior to the Public Hearing . All local government Human Services organizations were contacted and information distributed. Transportation Advisory Board members were notified of public hearing date and place . Public Hearing was posted on Harnett website, www.harnett.org 101915 HC BOC Page 397 Date Voluntary Title VI Public Involvement Title VI of the Civil Right's Act of 1964 requires North Carolina Department of Transportation to gather statistical data on participants and beneficiaries of the agency's federal-aid highway programs and activities. The North Carolina Department of Transportation collects information on race, color, national origin and gender of the attendees to this public meeting to ensure the inclusion of all segments of the population affected by a proposed project. The North Carolina Department of Transportation wishes to clarify that this information gathering process is compl etely voluntary and that you are not required to disclose the statistical data requested in order to participate in this meeting. This form is a public document. The completed forms will be held on file at the North Carolina Department of Transportation. For Further information regarding this process please contact Sharon Lipscomb, the Title VI Manager at telephone number 919.508 .1808 or email at slipscomb@ncdot.gov. Project Name: I Date: Meeting Location: Name (please print) Gender: D Male D Female General ethnic identification categories (check one) [ ] Caucasian J[ ] Hispanic American L J American Indian/Alaskan Native [ ] African American I [ ] Asian/Pacific Islander Other: Color: National Origin: After you complete thi s form , please fold it and place it insid e the des ignated box on the regi stration tabl e. Thank you for your cooperation . 101915 HC BOC Page 398 AVISO DE AUDIENCIA PUBLICA Esto es para informar al publico que se celebrara una audiencia publica sobre Ia propuesta FY 17 comunidad transporte programa aplicaci6n a presentarse en el Departamento de transporte de Carolina del norte no mas tardar el 6 de noviembre de 2015. La audiencia publica se celebrara el19 de octubre de 2015 a 19:00 antes de Ia (Consejo) Harnett County Board de Comisarios. Los interesados en asistir a Ia audiencia publica y que necesitan o ayudas auxiliares y servicios bajo las Americans with Disabilities Act (ADA) o un traductor de idiomas deberan contactar con Darvin Springfield en o antes del16 de octubre de 2015, en el telefono numero 910-814-6161 o via email a dspringfield@harnett.org. El programa de transporte de Ia comunidad proporciona asistencia para coordinar programas de transporte existentes operan en el Condado de Harnett, asi como proporciona las opciones de transporte y servicios para las comunidades dentro de esta area de servicio. Estos servicios son proporcionados actualmente usando las rutas de respuesta a Ia demanda y suscripci6n. Servicios son prestados por el pasillo central. equipado con ascensor camionetas. microbuses y vehiculos de transporte ligero. La cantidad total estimada solicitada para el periodo 01 de julio de 2016 a traves de 30 de junio de 2017 Proyecto Cantidad total Parte local Administrativa $275,446 $41,317 (15%) Capital (vehiculos y otros) $113.000 $11.300 (10%) TOTAL DEL PROYECTO $388,446 $52,617 Solicitud de financiamiento total Total participacion Local Esta aplicaci6n puede ser inspeccionada en Harnett Zona Rural transite sistema oficina administrativa, 250 Alexander Drive., Lillington, NC 27546 de comentarios escritos de lunes- viernes 8:00-16:00 deben ser dirigidas a Darvin Springfield antes de 16 de octubre de 2015 . 101915 HC BOC Page 399 Important -A public hearing MUST be conducted whether or not reques ted by the Pub lic. PUBLIC HEARING RECORD APPLICANT: County of Harnett DATE: October 19, 2015 PLACE: Harnett County Administration Building@ 102 E. Front Street, Lillington, NC TIME : 7:00 PM How many BOARD MEMBERS attended the public hearing? How many members of the PUBLIC attended the public hearing? Public Attendance Surveys D (Attached) D (Offered at Public Hearing but none completed) I , the undersigned , representing (Legal Name of Applicant) __ do hereby certify to the North Carol ina Department of Transportation, that a Public Hearing was held as indicated above and During the Public Hearing D (NO public comments) D (Public Comments were made and meeting minutes will be submitted after board approval) The estimated date for board approval of meeting minutes is : ------------ Affu: S eal H e re Signature or Clerk to the Board Margaret Regina Wheeler Printed Name and Title Date 101915 HC BOC Page 400 PUBLIC HEARING OUTREACH APPLICANT: County of Harnett Provide a detailed description of public hearing outreach efforts by the applicant to inform the public ESPECIALLY MINORITY, WOMEN, ELDERLY, DISABLED, LIMITED ENGLISH PROFICIENCY-(LEP) AND LOW INCOME INDIVIDUALS about the scheduled public hearing and the opportunity to comment on the proposed Community Transportation grant application . Outreach may include efforts such as distribution of information on vehicles, at human service agencies, at local community events, at public events , local organization, etc. Click on gray box and begin typing the detailed description . Public Hearing Notice was published in the Dunn Daily Record, 10 days prior to the Public Hearing . All local government Human Services organizations were contacted and information distributed . Transportation Advisory Board members were notified of public hearing date and place. Public Hearing was posted on Harnett website , www.harnett.org 101915 HC BOC Page 401 Voluntary Title VI Public Involvement Title VI of the Civil Right 's Act of 1964 requires North Carolina Department of Transportation to gather statistical data on participants and beneficiaries of the agency's federal-aid highway programs and activities . The North Carolina Department of Transportation collects information on race, color, national origin and gender of the attendees to this public meeting to ensure the inclusion of all segments of the population affected by a proposed project. The North Carolina Department of Transportation wishes to clarify that this information gathering process is completely voluntary and that you are not required to disclose the statistical data requested in order to participate in this meeting. This form is a public document. The completed forms will be held on file at the North Carolina Department of Transportation . For Further information regarding this process please contact Sharon Lipscomb, the Title VI Manager at telephone number 919.508.1808 or email at slipscomb@ncdot.gov. Project Name : I Date: Meeting Location: Name (please print) Gender: 0 Male 0 Female General ethnic identification categories (check one) [ ] Caucasian ll J Hispanic American l J American Indian/Alaskan Native [ ] African American l_[ ] Asian/Pacific Islander Other: Color: National Origin: After you complete this form , please fold it and place it inside the designated box on the registration table. Thank you for your cooperation . 101915 HC BOC Page 402 LOCAL SHARE CERTIFICATION FOR FUNDING County of Harnett Requested Funding Amounts Project Administrative Capita l (Veh icles & Other) Operating (S m all fixed route, regio nal, an d co nsolidated urban-rura l systems) TOTAL Total Amount $275,446 $ 56,500 $ $331,946 Total Funding Requests The Local Share is available from the following sources: Source of Funds General Funds TOTAL Amount $46,967 $ $ __ $ $ __ Local Share $ 41,317 (15%) $ 5,650 (10%) $ *(50% or more} *Note : Small fixed ro u te systems contribute m ore th a n 50% $46,967 Total Local Share ** Fare box revenue is not an applicable source for local share funding I, the undersigned representing County of Harnett do hereby certify to the North Carolina Department of Transportation , that the required loca l funds for the FY2017 Commun ity Tra nsportation Program w ill be available as of July 1, 2016 , wh ich has a peri od of performance of July 1, 2016 -June 30 , 2017 . Signature of Authorized Official Jim Burgin , Cha irman Harnett Cou nty Board of Com missioners Type Name and T itl e of Authorized Official 10-19-2015 Date 101915 HC BOC Page 403 Su r f a c e Tr a n s p o r t a t i o n Pr o v i d e r s (o p e r a t i n g in yo ur se r v ic e ar e a ) Li s t al l pr i va te tr a nsp o r t a t i o n pr o v i d e r s an d in d i c a t e if re p r e s e n t e d by un i o n . Th i s in f o r m a t i o n is ge n e r a l l y av a il ab l e in yo u r te l e p h o n e di r e c t o r y or th r o u g h th e Co u n t y 's business licensing office. If yo u co n t r a c t o ut an y pa r t o f yo ur se r v i c e or ma n a g e m e n t / a d m i n i st r a t i o n o f yo ur tr a n s i t sy s te m and th e co n t r a c t o r ' s em p l o y e e s ar e re p r e s e n t e d by a la b o r un ion . remember to include them here. Pr i v a t e Tr a n s p o r t a t i o n Pr o v i d e r s 1 Cr o s s w a y Tr a n s p o r t a t i o n 2 Va n g o Tr a n s p o r t a t i o n 3 Ri g h t Fo u n d a t io n 4 5 6 7 8 9 10 11 12 13 1 4 15 16 17 18 19 20 21 22 23 24 25 Sur f ac e Tr a n s p o r t a t i o n Pr o v i d e r s Co u n t y of Ha r n e t t Le g a l Na m e of Ap p l i c a n t • • .. , .. ~ · - o J . J v .. . . . . . . . . .. . . . a . . . . .. . Un i o n Re p r e s e n t a t i o n [8 : 1 No D Y e s [8 : 1 No D Y e s [8 : 1 No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s D No D Y e s l f y e s - Pr o v i d e Na m e of Uni o n and the affiliated Local Br a n c h N um b e r , (e . g . ACME Local #458) Page I of2 101915 HC BOC Page 404 Pr i v a t e Tr a n s p o r t a t i o n Pr o v i d e r s 26 27 28 29 30 31 32 33 34 35 36 37 38 39 40 41 42 43 44 45 46 47 48 49 50 51 52 5 3 - - - - - - - - - - - - - - - - - - - - - - - - -- Su r f a c e Tr a n s p o r t a t i o n Pr o v i d e r s Co u n t y o f H a r n e t t Le g a l Na m e o f Ap p l i c a n t \ " · - ~ ···· - - - ·- · · - . ·- -- - - , Un i o n Re p r e s e n t a t i o n D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s D No DY e s I f y e s - Pr o v i d e Na m e of Un i o n and the afflliated Local Br a n c h Nu m b e r , (e . g . ACME Local #458) Page 2 of2 101915 HC BOC Page 405 Pa g e 1 of 1 53 1 1 Tr a n s i t Ad v i s o r y Bo a r d (T A B ) Co m p o s i t i o n Se r v i c e Area Demographics low Hispanic Elde r l y Mi n o r i t y Disabled Income or Latino Ap p l i c a n t : I Ha r n e t t Co u n t y I 14 % 32 % 20% 11% 11% Nu m b e r o f Pr o j e c t e d TA B Me e t i n g s fo r FY 2 0 1 7 : IT ] 20 0 0 Ce n s u s da t a us e d fo r Di s a b l e d Ca l c u l a t i o n s 20 0 5 - 2 0 0 9 AC S Es t im a t e s us e d fo r El d e r l y & Lo w In c o m e Calculations Nu m b e r o f T AB Me e t i n g s he l d in FY 2 0 1 6 as o f : I 9/ 2 9 / 2 0 1 5 I I 2 20 1 0 Ce n s u s da t a us e d fo r Mi n o r i t y & Or i g i n Ca l c u l ati o n s Th is pe r s o n knows the Wh a t be s t de s c r i b e s th e ro l e or po s i t i o n of th i s bo a r d me m b e r in th e co m m u n i t y ? t ran s p o r t a t i o n needs of Board Service t hi s gr o u p or groups. ! Se l e c t on l y on e de s c r i p t i o n pe r bo a r d mem b e r Ch e c k as ma n y as apply Cu"ent Term Status u ·c: "' c: TA B Me m b e r ' s Na m e c. .r: "' Cll u Cll .!!! Cl "'0 "'0 :c J: Ql c: ... Ql Hu m a n Se r v i c e o r Tr a n s p o r t a t i o n c;, Ql lXI w 0 ~ Bu s i ne s s G v m t or Gv m t Af f i l i a t e Tr a n s i t Us e r :: I ... c: E E "'0 Ql No n -Pr o f i t Ag e n c y Pr o v i d e r Q. 0 w 0 E II) "' 0 ?: u ... ... .!-o ;; ; >- Ql "'0 .5 Ql Ql .5.!! Cll ... -.: : :i i ·;:: ~ ~ ~ ... Ql 0 ... ... 0 u "' c: Ql 01 ·e ~ Q.GI Ql "' 0 I l l c: "' 01 Ql i 0 :. :. 1:~ > (! ) j j j 2i :J ...J 'It 1 Ca r l Da v i s Go v e r n m e n t St a f f 0 0 0 0 0 0 2009 2015 A 6 2 Be t t y Lo u Da r r o c h Sh e l t e r e d Wo r k s hop 0 0 0 0 0 0 1991 2015 A 20+ 3 Jo h n Fi n g e r Ve t e r a n s Ad m i n 0 0 0 0 0 0 2005 2015 A 10 4 Pa t r i c k Fi t z g e r a l d Go v e r n men t St a f f 0 0 0 0 0 0 2013 2015 A 2 5 Li s a Gu y Go ve rn m e n t St a f f 0 0 0 0 0 0 2007 2015 A 8 6 Jo e s p h Je f f r i e s Go v e r n m e n t St a f f 0 0 0 0 0 0 2014 2015 A 2 7 Ga r y Po p e Go ve rn me nt S ta ff 0 0 0 0 0 0 2006 2015 A 9 8 Jo h n Ro u s e Se n i o r Se r v ice s G ov e r n me n t St a f f 0 0 0 0 0 0 2004 2015 A 11 9 Ki t t r a n e Sa n d e r s Em p lo y m e nt Se c u r i t y 0 0 0 0 0 0 2014 2015 A 2 10 Ma r y Ja n e Sa u l s Se n i o r Se r v i c e s Go v e r n m e n t St a f f 0 0 0 0 0 0 2002 2015 A 13 11 Da r v in Sp r i n g f i e l d Go v e r n m e n t St a f f 0 0 0 0 0 0 2014 2015 A 2 12 Go r d o n Sp r i ngl e El e ct e d Of f i c i a l 0 0 0 0 0 0 2015 2015 A 1 13 Te r r i St r i c k l a n d Gov e r n m e n t St a f f 0 0 0 0 0 0 1992 2015 A 23 14 Er ic Tr u es d a l e Ve t e r a n s Ad m i n Go v e r n m e n t St a f f 0 0 0 0 0 0 1998 2015 A 13 15 Ba r r y Bl e v i n s Go v e r n m e n t St a f f 0 0 0 0 0 0 2014 2015 A 2 16 0 0 0 0 0 0 17 0 0 0 0 0 0 18 0 0 0 0 0 0 19 0 0 0 0 0 0 20 0 0 0 0 0 0 101915 HC BOC Page 406 Harnett Area Rural Transit System (HARTS) Transportation Advisory Board Conflict of Interest Statement In accordance with Harnett County policies and related legislation, no employee, officer, agent, immediate family member, or board member shall participate in the selection, award, or administration of a contract supported by Federal and/or State funds if a conflict of interest, real or apparent, would be involved. Such a conflict would arise when any of the following has a financial or other interest in the firm selected for award: • The employee, officer, agent, or board member, • Any member of his/her immediate family, • His or her partner, or • An organization that employs, or is about to employ, any of the above. Harnett County officers, employees, agents, or Board members will neither solicit nor accept gifts, gratuities, favors , or anything of monetary value from contractors , potential contractors, or parties to sub agreements. The undersigned hereby acknowledge, understand , and agree to abide by this policy. (~e) (S,g-7/a.,___ __ (Date) LOi I\ s,·,~ s~ (i)::) \D-e 0 b+c4 () TA-E) M-e.N.'o-ers ~01\,S. 101915 HC BOC Page 407 Harnett Area Rural Transit System (HARTS) Transportation Advisory Board Conflict of Interest Statement In accordance with Harnett County policies and related legislation, no employee, officer, agent, immediate family member, or board member shall participate in the selection, award, or administration of a contract supported by Federal and/or State funds if a conflict of interest, real or apparent, would be involved. Such a conflict would arise when any of the following has a financial or other interest in the finn selected for award: • The employee, officer, agent, or board member, • Any member of his/her immediate family, • His or her partner, or • An organization that employs, or is about to employ, any of the above. Harnett County officers, employees, agents , or Board members will neither so licit nor accept gifts, gratuities, favors, or anything of monetary value from contractors, potential contractors, or parties to sub agreements. The undersigned hereby acknowledge, understand , and agree to abide by this policy. (Printea Name) (Signature) ;- (DatefYF 101915 HC BOC Page 408 Harnett Area Rural Transit System (HARTS) Transportation Advisory Board Conflict of Interest Statement In accordance with Harnett County policies and related legislation, no employee, officer, agent, immediate family member, or board member shall participate in the selection, award, or administration of a contract supported by Federal and/or State funds if a conflict of interest, real or apparent, would be involved. Such a conflict would arise when any of the following has a financial or other interest in the firn1 selected for award: • The employee, officer, agent, or board member, • Any member of his/her immediate family, • His or her partner, or • An organization that employs, or is about to employ, any of the above. Harnett County officers, employees, agents , or Board members will neither solicit nor accept gifts, gratuities, favors , or anything of monetary value from contractors, potential contractors, or parties to sub agreements. The undersigned hereby acknowledge, understand , and agree to abide by this policy . (Printed Name) C .Y (Signature) I~-& -IS" (Date) 101915 HC BOC Page 409 Harnett Area Rural Transit System (HARTS) Transportation Advisory Board Conflict of Interest Statement In accordance with Harnett County policies and related legislation, no employee, officer, agent, immediate family member, or board member shall participate in the selection, award , or administration of a contract supported by Federal and/or State funds if a conflict of interest, real or apparent, would be involved . Such a conflict would arise when any of the following has a financial or other interest in the firm selected for award : • The employee, officer, agent, or board member, • Any member of his/her immediate family, • His or her partner, or • An organization that employs, or is about to employ, any of the above. Harnett County officers, employees, agents, or Board members will neither solicit nor accept gifts, gratuities, favors, or anything of monetary value from contractors, potential contractors, or parties to sub agreements. The undersigned hereby acknowledge, understand, and agree to abide by this policy. 101915 HC BOC Page 410 Check If New Sub-Recipient 0 1. GENERAL INFORMAnON FY2017 COMMUNITY TRANSPORTATION PROGRAM GRANT APPLICATION NORTH CAROLINA DEPARTMENT OF TRANSPORTATION FEDERAL SECTION 5311 & STATE FUNDING TRANSIT SYSTEM DESCRIPTION APPLICANT'S LEGAL NAME : "-IH.;.;;a""'rn""'e'-tt'-C"-'o'"'"u'-nty.;;.._ ________________ ___, APPLICANT'S CONGRESSIONAL DISTRICT: j2 tfincorTKt, entercotTKtprimarydistrict:l If Applicant's city is included in more than one district, enter p'-:-rim_a_ry_d::-is-:-=tric_,t only MAILING ADDRESS: ~..:..IP...:O:...:B::..;o:.:.;x...:8;.::.5-;:;:::-~-:-:-::::---:-:-:--:-:-:-------------J PO Box or Street Address !Lillington, NC 27546 City, State Zip (!kligit zip) PHYSICAL ADDRESS: I~2;.::.5~0~A;;..;Ie:.:.;x;.::.a~nd~e:.:.;r;.::.D~ri~v~e---------------------------------' Street Address !Lillington, NC 27546 City, State TAXPAYER IDENTIFICATION NUMBER: L.;;I5..:.6.;.;;-6..:.00.:..;0;...:3..:.0.:..;6 _________________ -J DOING BUSINESS AS (DBA) NAME: ""' H.;.::a:.;.;rn:.:.;e;...:tt;...:A..;.;r-":e:':'-a""'R;..;;u~ra'-1 ~T.;.;;ra;..;.n;.::.s:..:,it..:.SLys~te.;;.;m.;.;._ __ ~::---.,...,:-----::--:--------' Normally the transit system name, if different than applicant name APPLICANT DUNS NUMBER: ~~0~9~15;...:6-::-59~8~6::---:--:---:~::--::-=---:-~~--:-......,..,-:-....,...,...-:-:--~ Unique 9-Digit number issued by Dun & Bradstreet. May be obtain ed free of charge at: http://fedgov .d nb.com/webform DUNSNUMBEROFPARENTAGENCY:~I0;.::.91~5;...:6;.::.59::..:8;...:6~-:-~~~~~--=-~--=----------' Required only if different than Applicant CONTACTPERSON:~ID;.;;a:.:.;N:.:.;in~S~pr:.:.;in~g~fi..:.el;.::.d __________________________________ _, PHONENUMBER:j~(9;...:1..:.0)~8;...:1;..;.4-'-4~01~9~~~~~-------------~ Area Code & Phone Number FAX NUMBER: j(910) 814-4020 Area Code & Phone Number EMAIL ADDRESS: jdsprinofield@harnett.org SERVICE AREA'S CONGRESSIONAL DISTRICT : 12 I If incorrect, enter correct primary district: IL..-___,__,...,...... If Service Area is included in more than one district, enter primary district only SERVICEAREA :~IH~a~rn~e~tt~C~o~u_nty~--------------------------J FEDERAL FINANCIAL ASSISTANCE TRANSPARENCY ACT (FFATA): FFATA mandates the disclosure of the names and total compensa t ion of the five most highly compensated officers of an entity if: • The Applicant received 80% or more of its annual gross revenues in the preceding fiscal year from the federal government (all federal sources, not just FTA); and • Those revenues were greater than $25M ; and • The public does not have access to the information through Securities and Exchange Commission or Internal Revenue SeNice filings as specified in FFAT A. Applicant should select "Yes" if they are subject to the reporting requirements of FFATA and "No" if they are not subject to Ex ecutive Compensation Reporting. > No EXECUTIVE COMPENSATION REPORTING: If "Yes" is selected above, enter the Names and Compensation amount s for the top five officers of the Applicant. 1. ----~-:-~-------------Enter full name $ Total compens ation 2 ----~-~--------------Enter full name $ Tote/ compensation 3 . ___ ~-~--------------Enter full name $ Tote/ compensation 4. ----~---------------Enter full name $ Total compensation 5. ----~-:-~-------------Enter full name $ Total compensation Page 1 101915 HC BOC Page 411 2 . TYPE OF APPLICANT 3. TYPE OF TRANSIT SYSTEM 4 . TYPE OF SERVICE-(check all that apply) 0 Demand Response 0 S ubscription 0 Deviated Fixed Route 5. SERVICE OPTIONS -(check all that apply) 0 General Public 0 Human Service Public County Government Single-County 0 Fixed Route 0 Other: (specify below) 0 Brokerage (Contractual service not a referra l) 0 Other: (describe below) 6 . PURCHASE SERVICE -List agencies that purchase service from the transit system. Note: List agency ONCE Agency 1 County of Harnett Department of Social Name: Services 0 Check if agency purchased service last year List Programs Served : 1) Work First 2) Adult Services 3) Medicaid 4) ________________________ ___ 5) ________________________ ___ Agency 3 Name: County of Harnett Health Department 0 Check if agency purchased service last year List Programs Served : 1) Medical Transportation 2) ________________________ ___ 3) ________________________ ___ 4) ________________________ ___ 5) ________________________ ___ Agency 5 Name: Joblinks Career Center 0 Check if agency purchased service last year List Programs Served: 1) Workforce Development 2) __________________________ ___ 3) _______________________ ___ 4 ) _______________________ ___ 5) _______________________ ___ Agency 7 Name: Central Carolina Community College -GED 0 Check if agency purchased service last year List Programs Served : 1) Education 2) Comprehensory Program 3) ________________________ ___ 4) _______________________ ___ 5) _______________________ ___ Agency 2 Name: Mid-Carolina Council on Aging 0 Check if agency purchased service last year List Programs Served : 1) Medical Transportation 2) General Transportation 3) __________________________ __ 4) __________________________ __ 5) __________________________ __ Agency4 Name: Daymark Recovery Services 0 Check if agency purchased service last year List Programs Served : 1) Psycho-Social Program 2) Substance Abuse Program 3) Rehabilitation 4) Medical 5) __________________________ __ Agency 6 Name: Johnston County Industries 0 Check if agency purchased service last year List Programs Served: 1 ) Employment 2) Vocational Rehabilit ation 3) Workshop 4) _________________________ _ 5) -------------------------- Agency 8 Name: NC Vocational Rehabilitation 0 Check if agency purchased service last year List Programs Served : 1) Vocational Rehabilitation 2) _________________________ __ 3) __________________ _ 4 ) _________________________ ___ 5) __________________________ _ Agency Agency 9 10Name :~-~~---~-~---~-------O-:C::-:h-e-c-;-k~if;-a-g_e_n-cy--pu_r_c=-ha_s_e--:d;-s-e_rv....,ic-e--:l;-a-:st;-y-e-a-r--0 Check if agency purchased service last year List Programs Served: List Programs Served: 1) 1) ----------------------------2) 2) __________________________ __ 3) 3) _____________ ___ 4) 4) _____________ ___ 5) 5) _____________ ___ 0 Check box at left if you serve more than 10 agencies and comple te Continuation worksheet. Page2 101915 HC BOC Page 412 Page3 101915 HC BOC Page 413 7. REVENUE VEHICLE INVENTORY BY CATEGORY ---. Important-(If a vehicle has been replaced and the transit system has received the title from PTD, the vehicle should not be included in this inventory. Identify vehicles awaiting disposition in 8B below.) 8 3 6 4 Center Aisle Van Conversion Van Lift-Equipped Van Minivan (no ramp) Minivan (w/ramp) Crossover ( 4/AII-wheel drive) Transit Bus 8. FLEET SIZE A. ACTIVE FLEET 25 Total Revenue Vehicles in Fleet Backup Revenue Vehicles 9 Total Lift-Equipped Vehicles B. INACTIVE FLEET 2 20-Ft LTV (Cutaway) (no lift) 20-Ft LTV (Cutaway) (w/lift) 22-Ft LTV (Cutaway) (wllift) 25-Ft LTV (Cutaway) (w/lift) 28-F t LTV (Cutaway) (w/lift) Sedan Other: (describe below) 0 Enter number of vehicles awaiting disposition. This includes vehicles for which replacements have been received and titles have been received from PTD. It also includes fleet reductions for which titles have been received from PTD . 9. DAYS AND HOURS OF SERVICE (Check all that apply and enter corresponding service hours): DAYS Beginning Time SERVICE HOURS 0 Seven (7) days per week Qr 0 Monday-Friday 0 Saturday 0 Sunday 0 Holiday 10. SYSTEM MANAGEMENT & OPERATION 4:00AM 4:00AM A. Is the Management/Administration of the transit system currently subcontracted? If~ answer the following: Name of the Management provider: When will the new RFP process begin? Are employees of the subcontractor represented by a labor organization (union)? If so, provide the following: Name of Union: Example : Amalgamated transit Omon Local #1431 B. Is the Operation of the transit syste m currently subcontracted? If ru. answer the following: Name of the service provider: When will the new RFP process begin? Are employees of the sub contractor represented by a labor organization (union)? If so, provide the following: Name of Union: Example : Amalgamated transit UnKm Local #1431 C. Does another public transit system contract with your system for any part of its service? If~ answer the following : Name of the public transit system : Type of service that you provide: Are employees of the other transit system Q! its subcontractor(s) represented by a labor union? If so, provide the following: Name of other system's subcontractor (if applicable): Name of Union: Example : Amalgamated transtl Omon Local #1431 11. PUBLIC INVOLVEMENT-Please complete the chart below to document outreach efforts. Ending Time 6:00PM 6:00PM No No No Page4 101915 HC BOC Page 414 Organizations I Events Date /Time Location ) First Choice Community Health Center 8/15; 8-2 40 Autumn Fern Trail, US-401, Lillinaton, NC 2 ) Angier Senior Citizens Club 6/9; 10-2 508 Raleigh St Angier, NC 3 ) Wings over Harnett 10/18 8-2 615 Airport Road Erwin , NC 2 4) Veterans Standown Event 11/7;8-2 205 Jackson Rd , Dunn, NC 5) Association of Retarded Citizens 5/19; 6-8 311 W Cornelius Blvd, Lillington, NC 6) Harnett County Senior Fair 5/24 • 8-2 311 W Cornelius Bl vd, Lillington, NC 7) Lillington Kiwanis Club 6/30 , 11-1 Nanna 's Restaurante • Lillinaton , NC 8) Dunn-Erwin Kiwanis Club 9/16, 11-1 313 E. Broad Street, Dunn NC 9) 10) 11) 12) 13) 14) 15) A . Is a governing board approved formalized public involvement plan in use? If yes (complete questions below) Is that p lan evaluated and updated at least annually? Does that plan have defined objectives? Are those objectives being met? If no-Describe below how the effectiveness of the public involvement efforts are evaluated and/or improved. B. Describe Public Outreach Methods: Select the ONE word that most accurately completes the sentence Always Usually Sometimes Seldom Never Information dissemination is Usually written. Public meeting times are Usually between 8 AM and 5 PM. Information is Usually available in an audible format. Information is Usually available in a language other than English. Reasonable access is Usually available for those with a disability. TiUe VI Number of Forms Attendees Primary Audience Comp leted 200 General Public 100 Elderly 1500 General Public 300 General Pub lic 50 General Public 200 General Public 20 General Public 21 Genera l Public Yes Yes Yes Yes Page 5 101915 HC BOC Page 415 12. ADMINISTRATIVE CHANGES-Describe administrative changes to be incorporated during FY2017 in the space below. A new job description must be attached for (1) any new administrative positions or (2) any increase in the percentage of a position dedicated to transportation. If NONE check here: 0 Check here if job description(s) attached : 0 New administrative change will be staffing new position. The position will be a utility position providing additional scheduling/dispatch duties, answering telephones, billing processing help as well as backup data processing . Justification: Harnett County continues to experience a large population growth. The 1990 Census count in Harnett County was 68,030; 2010 was 115,757 and 2013 estimates are at 124,987. HARTS transportation requests have mushroomed also and beginning in July 2015, HARTS staff began the administration, oversight and maintenance of ali human service transportation in the county with the Department of Social Services providing reimbursement for Medical transportation. No longer does DSS contract with individual contractors to provide transportation above and beyond what HARTS can provide. DSS and HARTS have an Memorandum of Understanding to provide transportation and contractors contract with HARTS to provide overflow demand response transportation. The bigge st downfall for HARTS is increased demand on man-power for scheduling, dispatching and billing. HARTS staff believe additional office s taff is required for not only contract transportation but the increasing demand from the general population as well as other human service organizations as a direct result of booming population growth througout the county but mostly in the western part of the county along NC 87. 13. SERVICE CHANGES -Describe any service changes and/or provide justification/need for expansion vehicle(s) in the space below. If NONE check here: 0 FY2017 -Complete Project Funding Request Form for FY 2017 (Note: Include in your description the rationale for the anticipated change in service. For example. the anticipated change is due to customer feedback. marketing or other efforts.This narrative should match what is inch.Jded your project funding request form) How will the public be notified of the service changes described above? How much lead-time is given before service changes take effect? Page6 101915 HC BOC Page 416 14. CAPITAL-In the chart below, list and provide narrative justification for any of the following FY2017 capital requests • Advanced I Baseline Technology • Radio Equipment • Telephone Equipment If NONE check here: 0 List in order of priority. See Capital Replacement Schedule for documentation requirements Capital Category Narrative Description I Justification Supporting Documentation Page 7 101915 HC BOC Page 417 DATA/ADMINISTRATIVE SUPPORT SPECIALIST-HARNETT AREA RURAL TRANSIT SYSTEM General Statement of Duties Performs a variety of clerical, dispatch/scheduling, record processing, data entry, program assistant, or support duties in an office requiring an understanding of the department's services . Minimum Salary: $23,915 Annual Distinguishing Features of the Class Employee is this class will provide assistance to primary dispatcher/scheduler by fielding incoming calls -for cancellations, bookings, general information; will provide dispatching/scheduling operations on split shifts ; will be primary billing data processor and assist Transit Manager will biling issues, Department of Social Services medical transportation requests, reimbursement requests and back fill primary data processor. An employee in this class will be overseeing communications call center for daily call intake for all demand-response questions, and processing . Employees in this class perform a variety of journey level clerical, records processing, data entry, and program assistance. Work generally requires that employee handle day-to-day activities such as call center operations, driver dispatching, scheduling using existing software/information and records processing. Clerical and administrative support duties are Office Assistant-type work in terms of variety, complexity, and working with independence. The work at this level requires more self-initiative in activities and the ability to resolve most daily issues by applying standard operating procedures. Unusual situations may be referred to others for guidance. General knowledge is required of the department and related County functions. Guides may include a variety of written manuals and instructions; skill is required for operating more advanced computer programs for billings and receivables and for processing narrative information . Some judgment is required in selecting and applying the appropriate guides for handling work; deviations from established procedures are referred to others. Work is performed under the supervision of the Transit Manager or other supervisor and work is evaluated through observation, conferences, and the quality and effectiveness of work completed. Duties and Responsibilities Essential Duties and Tasks Serves as clerical , program , accounts receivables/payables, data entry, or other administrative support for departmental functions and services; screens calls and inquiries; secures and gives information on a variety of rules, programs, or County services. Receives and greets visitors; gives information concerning visitors' needs; may handle requests independently. Secures information via telephone or personal contact; selects appropriate materials or researches records to answer questions; may process mail for the unit; may handle confidential items and/or customer accounts . Makes appointments and coordinates arrangements for demand response transportation. Handles accounts receivables from sources of revenue from departments ; makes deposits and reconciles financial records; posts payments to customer accounts; works with other Finance Department staff in deposits; processes timecards on weekly and monthly employees. Inputs data into computer systems for the department; generates records, reports, bills and/or other departmental requirements from the data; verifies and edits data , as needed. Operates a computer or word processor to generate correspondence, memoranda, electronic mail , minutes , reports; reviews work for compliance with instructions, spelling, punctuation and 101915 HC BOC Page 418 Administrative Support Specialist -HARTS Page 2 basic grammar; proofreads final copies of materials . Types a variety of materials including tabular charts, spreadsheets, and statistical materials from typed, handwritten copy or machine dictation; proofreads final copies for spelling , punctuation, grammar, and format. Reviews and verifies records and reports for correct information ; processes documents based on review and verification; files and retrieves materials based on limited information and performs periodic follow-up activities. Screens and routes materials according to content of communications. Maintains activity records and files ; initiates appropriate follow-up or further action based on the status of office activity. Additional Job Duties May handle cash transactions and post to the financial records for the department. Provides backup assistance to other roles in the department -dispatcher/scheduler, data processor, administrative assistant Performs related duties as required . May perform lead worker duties in the absence of the supervisor. Recruitment and Selection Guidelines Knowledges. Skills, and Abilities General and working knowledge of office practices and procedures . General and working knowledge and ability to use correct numbers , arithmetic, bookkeeping, grammar, vocabulary, and spelling . Ability to communicate effectively in person and by telephone . Ability to gather and give basic information and instructions on departmental programs based on inquiries. Ability to operate a variety of office machines such as a computer, typewriter, fax, copier, and other technology required in the position . Ability to use judgment in organizing and establishing priorities of the work assigned. Ability to record financial transactions and balance figures ; ability to meet deadlines with payrolls and related actions with strict timelines. Ability to compile information based on general instructions. Ability to arrange and place records , reports and files into a proper sequence . Ability to establish and maintain effective working relationships with supervisors , employees, and the general publ ic. Physical Reguirements Must be able to physically perform the basic life operational functions of fingering , grasping, talking, hearing, and repetitive motions. Must be able to perform sedentary work exerting up to 1 0 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects . Some positions assigned to this class may require light work exerting up to 20 pounds of force occasionally, and/or up to 1 0 pounds of force frequently, and/or a neglig ible amount of force constantly to move objects. Must possess the visual acuity to prepare and analyze data and figures , operate a typewriter or computer terminal, and determine the accuracy, neatness , and thoroughness of the work assigned . Some roles in this class may be required to take and transcribe dictation or take minutes. 101915 HC BOC Page 419 Administrative Support Specialist -HARTS Page 3 Desirable Education and Experience Graduation from high school and one year of experience as an office assistant, secretary, or elated position; or, an equivalent combination of education and experience. Harnett County 2015 Salary Range : Starting $23,915-Job Rate $28,698 101915 HC BOC Page 420 ACORD8 CERTIFICATE OF LIABILITY INSURANCE I DA TE (MMIDD/YYYY) ~ 09 /29/2 015 THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE HOLDER. THIS CERTIFICATE DOES NOT AFFIRMATIVELY OR NEGATIVELY AMEND, EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. THIS CERTIFICATE OF INSURANCE DOES NOT CONSTITUTE A CONTRACT BETWEEN THE ISSUING INSURER(S), AUTHORIZED REPRESENTATIVE OR PRODUCER, AND THE CERTIFICATE HOLDER. IMPORTANT: If the certificate holder is an ADDITIONAL INSURED , the policy(ies) must be endorsed. If SUBROGATION IS WAIVED, subject to the terms and conditions of the policy, certain policies may require an endorsement. A statement on this certificate does not confer rights to the certificate holder in l ieu of such endorsement(s). PRODUCER ~~Me7~' Megan Unsworth, CI C, CSRM surry Insurance r11g.N:o. Ext\: ( 3 3 6) 386-8228 I FAX iAIC No}: 1336) 386-HU P . 0. Box 128 E·MAIL ADDRESS: ~~~~~~~~ ID 1 : Dobson NC 27017-0128 INSURER($) AFFORDING COVERAGE NAIC. INSURED INSURER A :Atlantic Specialty Company INSURER B : New York Marine & General County of Harnett INSURERC : 102 E Front Street INSURER D : INSURERE : Lillington NC 27546 INSURER F : COVERAGES CERTIFICATE NUMBER: REVISION NUMBER: THI S IS TO CERTIFY THAT THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE P OLICY PERIOD INDICATED. NOTWITHSTANDING ANY REQUIREMENT. TERM OR CONDITION OF ANY CON TRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTAIN. THE INSURANCE AFFORDED BY THE POLIC IES DESCRIBED HEREIN IS SU BJECT T O All THE TERMS , EXCLUSIONS AND CONDITIO NS OF S U CH POLICIES. LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID C LAIMS . INSR TYPE OF INSURANCE ~~~~~ = II~~M5~} ~~~~%};,~} LIMITS LTR POLICY NUMBER A GENERAL LIABILITY ~91000559 ~7/01/2015 F' t o112ou EACH OCCURRENCE $ 1 ,000 ,00 0 x COMMERCIAL GENERAL LIABILITY DAMAGE TO RENTED $ 1,000 ,000 PREMISES CEa occurrence) I CLAIMS-MADE 0 OCCUR MED EXP (Any one person) $ X Public Officials Liab PERSONAL & ADV INJURY s 1,000,000 x Law Enforcement Liab GENERAL AGGREGATE $ 2,000,000 - ~-L AGGREn LIMIT APPLIES PER: PRODUCTS • COMP/OP AGG $ 2,000,000 POLICY ~g: n LOG GL Oedoc1Jble s 1,000 A AUTOMOBILE LIABILITY 91000559 07 /01/2015 ~7/01 /2016 CO MBINED SI NGLE LIMIT 1 ,0 00,0 0 0 rx-(Ea accident) $ r-ANY AUTO BODILY INJURY (Per person) $ f--ALL OWNED AUTOS BODILY INJURY (Per accid ent) $ r-x SCHEDULED AUTOS PROPERTY DAMAGE (Per a cci dent) $ r-x HIRED AUTOS NON-OWNED AUTOS Hired Car PO s 200,000 rx-Hired Car PO $ A UMBRELLA LIAB NOCCUR 91000559 ~7 /01 /2015 p7 /01/2016 EACH OCCURRENCE $ 3,000,0 0 0 -X EXCESS LIAB CLAIMS-MADE AGGREGATE $ 3,000,000 DEDUCTIBLE Auto Liab Excess s 4,000,000 r-- RETENTION $ $ B WORKERS COMPENSATION lfC2015BPP00339 07/01/2015 p 7/01/2016 I T~~n~~¥;, I I OJ~-AND EMPLOYERS' LIABILITY YI N ANY PROPRIETOR/PARTNER/EXECUTIVE 0 E.L EACH ACCIDENT $ 1 00 0 000 OFFICER/MEMBER EXCLUD ED? NIA (Mandatory In NH) E.L DISEASE· EA EMPLOYEE $ 1 00 0 000 If yes. describe under DESCRIPTION OF OPERATIONS below E.L DISEASE • POLICY LIMIT $ 1 000 000 A Property (including 91000559 7/01/2015 07/01/2016 Blanket Bldg & BPP 2 8 6,112 ,139 Equipment Breakdown) Deductible 5,000 DESCRIPTION OF OPERATIONS I L OCATIONS I VEHICL ES (Attach ACORD 101, Additional Remarl<s Schedule. If more space Is requi red) See Additional Remarks schedule for list of HARTS vehicles covered on the Automobile policy. CERTIFICATE HOLDER CANCELLATION ( ) -( ) - SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION DATE THEREOF, NOTICE WILL BE DELIVERED IN ACCORDANCE WITH THE POLICY PROVI SIONS. NC Department of Transportation 1550 MAIL SERVICE CE NTER AUTHORIZED REPRESENTATIVE R~leigh NC 27699 ~~ ACORD 25 (2009/09) INS025 (200909) © 1988-2009 ACORD CORPORATION. All n g hts reserved. The ACORD name and logo are registered marks o f A CORD 101915 HC BOC Page 421 AGENCY CUSTOMER ID : LOC#: --------------- ~ ACORDft ~ ADDITIONAL REMARKS SCHEDULE AGENCY NAMED INSURED Surry Insurance County of Harnett POLICY NUMBER 791000559 CARRIER I NAIC CODE Atlantic Specialty Company EFFECTIVE DATE: 07/01 /2015 ADDITIONAL REMARKS THIS ADDITIONAL REMARKS FORM IS A SCHEDULE TO ACORD FORM, FORM NUMBER: 25 FORM TITLE : Certificate of Liability Insurance 2006 Dodge Caravan Mini HARTS 1D4GP24R76B625848 2008 Dodge Caravan Mini HARTS 108HN44H68B193848 2015 Ford E-350/Lift HARTS 1FDEB3FLOFDA15668 2015 Ford E-350/Lift HARTS 1FDEE3FL2FDA15669 2013 Ford E-350/Lift HARTS 1FDEE3FL4DDA30901 2013 Champion Van HARTS 1FDEE3FLXDDA79083 1999 Ford 25 foot 24 Pass HARTS 1FDXEOSOXHA26596 1998 Ford Cut-A-Way HARTS 1FDXE40SOXHA26596 2006 Ford Van Cut Away HARTS 1FDXE45P26DA28313 2008 Ford Econoline Van HARTS 1FT2S34L68DA60605 2008 Ford Econoline Van HARTS 1FT2S34L88DA60606 2007 Ford E-350 Van HARTS 1FT5S34L28DA63873 2013 Champion Van HARTS 1FTDEE3FLADDA30901 2009 Ford E -350 Van HARTS 1FTDS34L39DA46025 2009 Ford E-35 -Van HARTS 1PTDS34L69DA39960 2014 Ford E350 HARTS 1FTDS3ELOEDA38701 2014 Ford E350 HARTS 1FTDS3ELOBDA38702 2014 Ford E350 HARTS 1FTDS3EL2EDA38703 2011 Ford E350 Super Cargo Van HARTS 1FTDS3EL5BDB31680 2011 Ford E350 Super Cargo Van HARTS 1FTDS3EL7BDB31681 2014 Ford E-350 HARTS 1FTDS3EL9EDA38701 2011 Ford E350T Van HARTS 1FTDS3BLXBDA98241 2007 Ford Econoline HARTS 1FTSS34L07DA63918 2006 Ford Econoline 14 Passenger HARTS 1PTSS34L26HB12253 2008 Ford Econoline Van HARTS 1FTSS34L28DA63873 2006 Ford Econoline 138 Van HARTS 1FTSS34L36HA44982 2009 Ford E-350 Center Aisle HARTS 1FTSS34L39DA85530 2009 Ford Econoline Van HARTS 1FTSS34L69DA40257 2007 Ford Bconoline Van HARTS 1PTSS34L77DA54875 2007 Ford Econoline Van HARTS 1FTSS34L77DA54876 2007 Ford Econoline Van HARTS 1FTSS34L77DA54877 2007 Ford Econoline 138 Van HARTS 1FTSS34L97DA63917 2008 Ford Econoline Van HARTS 1FTSS34L98DA63868 2009 ford E-350 Center Aisle HARTS 1FTSS34L99DA85533 2007 Ford Bconoline 138 Van HARTS 1FTSS34L07DA63918 2010 Dodge Minivan HARTS 204RN4DBOAR270314 2010 Dodge Minivan HARTS 2D4RN4DE9AR270313 Page 1 of 1 ACORD 101 (2008/01) INS101 (200801) © 2008 ACORD CORPORATION. All rights reserved. The ACORD name and logo are registered marks of ACORD 101915 HC BOC Page 422 ----------------· oE~I~ --- lnJ--; MAl ;-MOD'· of~ I roE Total # ofvf." TF VEHICLI' m NUMR';-Prmtiun.• 6 2006 Doc!R• c.., . .., Mini HARTS ID4ClP24R76B62514S 1499 21000 S1 000 $1000 $3~.00 11 2008 Doc!R• Caravan Mini HARTS IDIHN44H6SB193MI 1499 23000 $1000 S1000 S3~.00 26 lOIS FMd £.3)0!Uft HARTS IFDEE3Fl.DFDA1S661 11499 46071 $1000 $1000 $384.00 17 lOIS Ford E-350UI HARTS 1FDEE3FL2FDA1S669 21499 46071 $1.000 SIOOO $384.00 21 2013 FMd E-350UI HARTS IFDEE3FL4DDA30901 21499 S1 000 $1000 $384.00 29 2013 Cbams>ioll \'Ill HARTS 1FDEE3Fl.XDDA79013 1499 $1000 $1000 $384 .00 41 1999 FMd 2Hoot 24 Pass HARTS 1FDXEOSIIXHA26m nn 30.000 $1000 $1.000 sm.oo 49 199! Ford Cui-A-Wn HARTS 1FDXE40SO.XHA26m 1499 $1000 $1000 $385.00 50 2006 Ford v.., CUI A_, HARTS 1FDXIA~.26DA21313 1499 21.000 S1 .000 $1.000 SJSS.OO 71 2001 Ford EconoliDe VIII HARTS 1FnS34L61D • .o.6060S 1499 23000 $1000 $1000 $386.00 72 2001 Ford EconoliDe \'Ill HARTS 1FT2S34UIDA60606 1499 23000 $1.000 S1000 $386.00 73 2007 FMd £.350Van HARTS 1FTSS34UIDA63173 1499 $1000 $1000 $386.00 78 2013 CbamDion VIII HARTS 1FTDEE3Fl.ADDA30901 1499 $1000 $1000 $386.00 19 2009 Ford £.350 Vm HARTS 1FTDSM1.39DA460~ 1499 24000 $1000 S1 000 $386.00 10 2009 Ford E-3)-v.., HARTS IFTDS341.69DA399ee 1499 24.000 Sl 000 S1000 $386.00 II 2014 Focd £350 HARTS IFIDS3El.IEDA31701 1499 $1000 SIOOO $386 .00 12 2014 Focd £350 HARTS IFIDS3El.IEDA31702 1499 $1000 $1000 $386 .00 13 2014 Focd £350 HARTS IFIDS3El.1ED.OJI703 1499 $1000 SIOOO $386.00 14 20ll Ford £350 SuoerCare.o\'m HARTS IFTDS3EUBDB31680 1499 31435 $1 .000 $1000 $386.00 IS 20ll Ford £350 SuPerCaRoVm HARTS IFTDS3El.1BilBl1611 1499 31435 SI..OOO Sl 000 $386.00 16 2014 Ford £.350 HARTS IFTDS3El.9£DA31701 1499 $1000 Sl 000 $386.00 17 20ll Ford E350T Vm HARTS lflDS3ELXBDA91241 1499 40.403 $1000 $1000 $386.00 130 2006 Ford EconoliD• 14Passauter HARTS J.FTSS34L06HB1lli2 1499 21000 $1000 $1000 $386.00 131 2007 Ford EcoooliDe HARTS IFTSS34L07DA63911 1499 S1 000 Sl 000 $386.00 132 2006 Ford EeoooliDe 14PasHDRer H.IJlTS IFTSS34126HB!lli3 1499 21000 $1000 S1 000 $386.00 133 2001 F«CC EeoooliDe Vm HARTS JFTSS34UIDA63173 1499 23000 $1000 $1000 $386.00 134 2006 Facd EcoooliDe 131VAII HARTS JFTSS34U6HA44912 1499 21000 $1000 $1000 $386.00 m 2009 Ford £.350 Ct:nt..-Aislt HARTS 1FTSSM1.39DAJ5530 1499 24000 $1 000 S1 000 $386.00 136 2009 Ford EcoooliD• v.., HARTS IFTSS341..69DA40257 1499 24000 S1 000 S1 000 $386.00 137 1007 Ford EconoliDe Vm HARTS 1FTSS34l77DA5417S 1499 22000 $1000 SIOOO $386.00 131 2007 Ford EcoooliDo Vm HARTS 1FTSS34l77DA54176 1499 22000 SLOOO $1000 $386.00 139 2007 Ford EcoooliDe Vm HARTS JFTSS34l77DASCin 1499 22000 $1.000 Sl 000 $386.00 140 2007 Ford EconoliDe 138Vm HARTS IFT'SS34l97DA6391 7 1499 22000 S1 000 Sl 000 $386.00 141 2001 FMd EconoliDo """ HARTS IFTSS34l91DA63168 1499 23000 $1000 Sl 000 S386.00 142 2009 fOf'd £.350 Ct:nt ... Aislt HARTS JFTSS34199DAI5S33 1499 24.000 SI .OOO $1.000 $.386.00 m 2007 Ford EeoooliDe 138 \'m HARTS JFTSS341.07DA63911 1499 22,000 SIOOO $1000 $386.00 144 2006 Ford EcoooliD• I4PasHDRer HARTS IFT'SS34UC6HBI.2260 1499 21000 Sl 000 Sl 000 $386.00 314 2010 Dodn Miai\·m HARTS 2D4RN4DEOAR270314 1499 Sl 000 Sl 000 $38 7.00 liS 2010 Do eiRe Mim-m H.I\RTS 2D4RJ\4DE9.1Jl270313 1499 Sl 000 Sl 000 $387 .00 101915 HC BOC Page 423 DATE SUBMITTED : NCDOT PTD PROJECT FUNDING REQUEST FORM Project Funding Request Form !November 6, 2015 APPLICANrS LEGAL NAME : I count y of Harnett MPO RPO NCDOT DIVISION BUDGET TYPE: FAMPO & CAMPO Mid-Carolina Division 6 GENERAL INFORMATION CURRENT FISCAL YEA~L.---.:;.20;:.;1;..;.7 ___ ...... MAILING ADDRESS: PO Box 85 Lillington , N C 27546 PHYSICAL ADDERSS: 250 Alexander Drive Lillington, NC 27546 CONTACT PERSON: I Mr. Darvin Seringfield PHONE NUMBER: 191 0-814-6161 FAX NUMBER: 1910-814-4020 EMAIL ADDRESS : ld s~ringfiel d@harnett.org FOR OFFICE USE ONLY PREPARED BY: L 1 I STATE FUNDING $19,4221 FEDERAL FUNDING-FTAL. _____ .:;.$2=.;6:;.:5;:.:,5:..::5.:...J71 LOCAL FUNDING $46,9671 OTHER FUNDING N/A I TOTALGRANTAMOUNlL. _____ .:;.$.:;.33;:.;1;:.:,9~4~61 PROJECT LOCATION : !County of Harnett FEDERAL PROGRAM? IL.---.....1 STATE PROGRAM? REQUEST RECOMMENDATION OR REJECTION !Click here PROJECTor PROJECT I PROGRAM DESCRIPTION: Harnett Area Rural Transit System (HARTS) is a public and human service transportation delivery system operating within/outside Harnett County, NC for the purpose of providing transportation for the general public , elderly and disabled low-income county citizens. Funding provided through NCDOT/PTD and in concert with the Coun ty of Harnett allows the safe and efficient operation of transit services for those citizens requesting transportation to places such as medical facilities , nutritiion sites , senio r centers. workplaces, [grocery stores and other human service needs. PROJECT I PROGRAM BENEFITS: Program benefits include access to medical facilities. food sources . universities. workplaces , workships, rehabilitation programs, senior centers and recreation facilites. RESULT OF PROJECT I PROGRAM IF NOT FUNDED: If the program was not funded , an estimated 14% of Harnett County population would not have access to mu ch needed transportation option s. There is no other option for some population nodes in th is rural county. 101915 HC BOC Page 424 Delegation of Authority I Jim Burgin Chairman, Board of Commissioners ' ' (Authorized Official 's Typed/Printed Name) (Auth orized Offic ial 's T itle and Agency) as the designated party for County of Harnett, North Carolina ' (Grant Recipient/Applicant Agency) with authority to submit funding applications and enter into contracts with the Department of Transportation and execute all agreements and contracts with the North Carolina Department of Transportation, Public Transportation D ivision, hereby delegate authority to the individual(s) filling the positions as indicated below: Primary Designee: Oarvin Springfield, Transit Manager ' (N ame & Primary Designee's Position Title) General Services/Harnett Area Rural Transit System (Primary Designee's Agency) Reimbursement Requests: Ill Yes D No Budget Revisions : [j] Yes D No Budget Amendments : [i] Yes C} No Period of Performance Extensions: fi] Yes D No Alternate Designee: Barry A. Blevins, Director of General Services ' (optional) (Nam e Alternate Designee 's Position Titl e) General Services/Hamett Area Rural Transit System (Al ternate Designee 's Agency) Reimbursement Requests : DYes D No 1 Budget Revisions: DYes D No ~ ~ Budget Amendments: DYes DNo ·-~ Period of Performance Extensions: II] Yes D No Authoriz ed Official's Signature: • Date: Authorized Official 's Typed/Printed Name: Jim Burgin Please submit to : NCDOTIPTD Attn: C harlie Wright tSSO Mail Service Center Raleig h, NC 27699-ISSO FMSOOI Jan 99 101915 HC BOC Page 425 Delegation of Authority I Jim Burgin Chairman, Board of Commissioners ' ' (A utho rized Official 's Typed/Printed Name) (Authorized Official's Titl e and Agency) as the designated party for County of Harnett, North Carolina ' (Grant Recipient/Applicant Agency) with authority to submit funding applications and enter into contracts with the Department of Transportation and execute all agreements and contracts with the North Carolina Department of Transportation, Public Transportation Division, hereby delegate authority to the individual(s) filling the positions as indicated below: Primary Designee: ' (Name & Primary Designee's Position Title) (Primary Designee's Agency) Reimbursement Requests: Ill Yes 0 No Budget Revisions: [j] Yes 0 No Budget Amendments: ~Yes [~ No Period of Performance Extensions: ~Yes 0 No Alternate Designee: Pam Amerson, Administrative Support Specialist ' (optional) (Name Alte rnate Designee's Positi on Title) General Services/Harnett Area Rural Transit System (Alternate Designee's Agency) Reimbursement Requests: fil Yes 0 No Budget Revisions: II] Yes 0 No Budget Amendments: ~Yes 0 No Period of Performance Extensions: Ill Yes 0 No Authorized Official's Signature: Date: - A h . d Offi . I' T diP. d N Jim Burg in 9 ut onze tcta s lype rmte arne : Please submit to: NCDOT/PTD ~' Attu: C harlie Wright ) 1550 Mail Service Center ~ Raleigh, NC 27699-1550 :;> FMSOOI Jan 99 101915 HC BOC Page 426 Delegation of Authority I Jim Burgin Chairman, Board of Commissioners ' ' (Authorized Official's Typed/Printed Name) (Authorized Official's Title and Agency) as the designated party for County of Harnett, North Carolina ' (Grant RecipienVApplicant Agency) with authority to submit funding applications and enter into contracts with the Department of Transportation and execute all agreements and contracts with the North Carolina Department ofTransportation, Public Transportation Division, hereby delegate authority to the individual(s) filling the positions as indicated below: Primary Designee: ' (Name & Primary Des ignee 's Position Title) (Primary Designee's Agency) Reimbursement Requests: :::J Yes D No Budget Revisions: DYes D No Budget Amendments: DYes b:J No Period of Performance Extensions: DYes D No Alternate Designee: Anna Peele, Administrative Assistant ' (optional) (Name Alternate Designee's Position T itle) General Services/Harnett Area Rural Transit System {Alternate Designee's Agency) Reimbursement Requests: li] Yes D No Budget Revisions: ~Yes D No Budget Amendments: ~Yes D No 1 , . ~ Period of Performance Extens ions: [II Yes D ... No ll . Authorized Official 's Signature: Date: A h . d Offi . I' T diP. d N Jim Burgin ut onze tcta s rype nnte arne: Please submit to: NCDOTIPTD Attn: Charlie Wright 1550 Mail Service Center Raleigh, NC 27699-1550 FMSOOI Jan 99 101915 HC BOC Page 427 NC C V A - 2 Re i De c . 20 0 ! Co u n t y i D ~ : _ Ka r n c t t c o rr o t p u n c l l n c o Ou l I -~ E I ~ e 0> m ~ ~ (, 1 a; . £ i i Na " T l e ) ( a m 0 I 42 6 · 91 21 To ~ ~26 91 26 ~ ~ cs : u 0 c 0 NO R T H CA R O U N A DI V I S I O N OF VE T E R A N S AF F AI R S AC n v T T I E S RE P O R T I N G F OR M M on t n N m a r : ~ b a ~0 /b:-_ R~ u o a t fo l ' So r v t e e CT e . . p b oA u an d ln·P ~ ) Write . ! !' I Act i o n Ta t c - n (c l a l m$ I cr a vclopmentt tn - P o r s o n - .. - u- . ' 4.) -'= I IP ' E I (I') E i c ~ F < g ( i c ~ 4ol ~ 0 ·c c ':1.:: ~ ... . .. ~ ~ o ' - .; : : '= c "i : : ~ 1: ; ) 0 = u .. : ! : 0 5 I .. . -- as ·~ ' C ) c :; g ,9. ... c. l. ""§ '.. & . . 4:1 t ' .i' l 0 . C . L : ~ -~ l ~· E ,J: . :! J . _ ~ Q , - 0 • .. . , a: ' 0 c ,!" ; ·c 11! 1 A ~ ~ I ": : : ~ -~ N 8~ ] (.) ~ ~- ~ i - ~ 0 I 0 -. ; _ · S! 11 . ) ~ :: : ~ ~ ~~ J Q « i ! : w :; ; ; ) ~ 8 (. , ) i ! Gi ~~~ 0 C ) 5 s 0 -., . , :: 70 1 lO 30 63 7 , 2 27 19 4t l 9 2 2 1 I 1 s I I ! ~ 1 I I I I t I I I I ! ~ I ~ I~ ~ .. . . . . . _ / ~ . ' ~ Vt - - v - - . . , - - I JEt i c T r u e & d~ 1 a -- l Vet e r a n ~ Se r v 1c~ C> f f J c e - r I I l J • .. . . , . . _ I I ~ I ~0 WI 1,/~ r- j. , ~~ ~ -7 ' ) / PJ t lw.. . - ~ - fl A , II < I I I I 70 1 30 30 G~ 7 1 2 rr 19 46 1) 2 2 1 1 5 - ~ ~ (6 g ,i s ~li '·1: a :8& ·~~ ' i I I I I I I -· ~ c ~ ~ ~. :: •r I 67 -> ~ = Q. ~ --~ a r 101915 HC BOC Page 428 3 :45PM t'Q.!o3!15 Cash Basis Good Hope Hospital, Inc. ASSETS Current Assets Checking/Savings Operating Account-Suntrust Petty cash Petty cash-Postage The General Acct.-BB& T USDA-Reserve Account Total Checking/Savings Other Current Assets Accounts Receivable- Allowance for Doubtful Accounts Accounts Receivable--Other Total Accounts Receivable- Accounts Receivable-Other Prepaid Insurance RMG Accounts Receivable Sales/Use Tax Receivable Total Other Current Assets Total Current Assets Fixed Assets Accumulated Amortization Accumulated Depreciation Accum. Deprec-Computers & Soft Accum. Depr-Bidg Svr, Equipment Accum. Deprec-Furn. Fix, Equip Accum . Deprec.-Leasehold Imp MH Accum. Depreciation-Buildings Accum. Depreciation-Lease H Imp Accum. Depreciation-Vehicles Total Accumulated Depreciation Amortization Building Services Equipment Computer Equipment & Software Furniture, Fixtures & Equip-MH Hospital Buildings Land Land Capital Improvements Leasehold Improvements-Mental H Start-up Costs-Mental Health Vehicles Balance Sheet As of September 30, 2015 Sep 30,15 10 ,966.21 233.08 200.00 46,239.95 21,809.64 79,448 .88 -115 ,282.27 587,102.30 471,820.03 31 ,150.98 8 ,033.60 500.00 6,656.88 518,161 .49 597,6 10.37 -1,979 .50 -3,071.96 -675,335 .75 -20,185 .72 -278,267.46 -1 ,999,980.01 -124,950.06 -9 ,206.40 -3,110,997.36 7,259.00 686 ,953.27 13,584.99 79,039.21 2,367,980.40 13 1,096 .72 125,528.02 1,934,783.05 22,131 .04 19,728.00 Page 1 of 2 101915 HC BOC Page 429 3:45PM 1'Qf03/15 Cash Basis Total Fixed Assets TOTAL ASSETS LIABILITIES & EQUITY Liabilities Current Liabilities Accounts Payable Accounts payable Total Accounts Payable Other Current Liabilities Accounts Payable-GH Current Liablilites Good Hope Hospital, Inc. Balance Sheet As of September 30, 2015 Sep 30, 15 2,275,106.84 2,872,717.21 588.73 588.73 30,174.72 Current Maturities of Long Term Total Current Liablilites 45,927.83 45,927.83 Total Other Current Liabilities Total Current Liabilities Long Term Liabilities USDA Loan Total Long Term Liabilities Total Liabilities Equity Retained Earnings Unrestricted Retained Earnings Net Income Total Equity TOTAL LIABILITIES & EQUITY For Management Review Purposes Only 76,102.55 76,691.28 1,721,862.74 1,721 ,862.74 1,798,554.02 292,148.86 801 ,523.50 ·19,509.17 1,074,163.19 2,872,717.21 Page 2 of 2 101915 HC BOC Page 430 3:39PM 10/03/15 Cash Basis Good Hope Hospital, Inc. Ordinary Income/Expense Income Contributed support Agency (government) grants Harnett County Total Agency (government) grants Industry Monsanto Fund Total Industry Total Contributed support Earned revenues Miscellaneous revenue Total Earned revenues Good Hope-Old Operations Income-Rentals Patient Services Revenue 3-Way 3-Way-Physician Porti on 3-Way -Other Totai3-Way Blue Cross/ Blue Shield Coventry(PMCS) Humana Medicaid Medicaid-Physician Medicaid -Other Total Medicaid Medicare Patient Pay Provision for Bad Debts Tricare Various Insurance Companies Physici an-UHC Profit & Loss September 2015 Sep 15 0.00 0.00 0.00 0.00 0.00 186.50 186.50 0.00 2 ,000.00 15,600.00 101,400.00 117,000.00 1 '100.00 0.00 0.00 2,482.01 29,558.90 32,040.91 1,631 .79 500 .00 3,468 .00 0.00 0.00 Various Insurance Companies-Other Total Various Insurance Companies 0.00 0.00 Total Patient Services Revenue 155,740.70 Jan -Sep 15 300,000 .00 300,000 .00 2,500 .00 2,500 .00 302,500.00 1,219.17 1,219.17 321.09 6 ,222.74 143,300.00 895,700.00 1 ,039,000 .00 40,347.83 960 .68 21 '188.75 24,611.57 213,147.91 237,759.48 188,695.16 7,204.80 8,670 .00 17,454.98 219.41 30 ,010.34 30,229.75 1,591 ,511.43 Page 1 of 4 101915 HC BOC Page 431 3 :39PM tOIOS/15 Cash Basis Total Income Expense Accreditation & Licensing Advertising & Promotion Conference & Meeeting Expense Fees for Services Accounting fees Consulting Fees Locum Tenen Fees Management Services Physican Services On Call Fee Physican Services • Other Total Physican Services Total Fees for Services IT Services Cloud Fax Computer Maintenance Medical Billing Expense IT Services • Other Total IT Services Occupancy expenses Alarm System Cleaning Service Insurance-Bldg Operating Supplies Repairs & Maintenance Signs Trash Removal Utilities Water Total Occupancy expenses Office Expenses Bank charges Mailing services Office Supplies Postage, shipping, delivery Printing & copying Telephone Good Hope Hospital, Inc. Profit & Loss September 2015 Sep 15 157,927.20 0 .00 0.00 0.00 5,970.00 0.00 11,318.70 201,630.47 12,500.00 34,120.00 46,620 .00 265 ,539.17 0.00 0.00 103.00 0.00 103.00 0.00 0.00 3,832.26 0.00 7,637.09 0.00 306.42 2,238.82 ·58.25 13,956.34 4.00 0.00 3,773.36 188.20 0.00 59.50 Jan -Sep 15 1,901,774 .43 1,641 .00 150.00 302.36 31 ,785.00 3 ,422.85 40,719.16 1 ,248,038.92 70,000.00 222,870.00 292,870.00 1,616,835.93 337.90 3 ,040 .83 2 ,250.76 505.00 6,134.49 . 653.00 25,000.00 34,341 .34 349.90 16,656.78 438.43 2,662.61 21 ,105.03 ·183.02 101,024.07 85.50 179.67 26,010 .04 1,387.48 43.74 524.97 Page2 of4 101915 HC BOC Page 432 3:39PM 10/03/15 Cash Basis Office Expenses -Other Total Office Expenses Other Expenses Awards Dues & Subscriptions Meals Reference Books Repairs and Maintenance Subcontract Labor Total Other Expenses Other Expenses-Patients Laundry Service Medical Expenses Medical Supplies Medications Patient Food Purchases Patient Supplies Total Other Expenses-Patients Permits Rental Expenses Commissions Rental Repairs Total Rental Expenses Training Vehicles Expense Total Expense Net Ordinary Income Other Income/Expense Other Income Interest Other Income Total Other Income Other Expense Monsanto Grant Expenses Total Other Expense Net Other Income Good Hope Hospital, Inc. Profit & Loss September 2015 Sep 15 0.00 4,025.06 0.00 0.00 67.69 0.00 0.00 157.50 225.19 3,673.90 0.00 1,930.83 13,1 37.25 12,378.58 136.73 31,257.29 0.00 225.00 545.42 770.42 75.00 1,030.74 316,982.21 -159,055 .01 6.27 0.00 6.27 0.00 0.00 6.27 Jan-Sep 15 257.52 28,488.92 357.00 200.00 137.61 1,487.13 17.53 367.50 2 ,5 66.77 17,955.28 69.50 10,737.78 110,295.19 45,175.02 2,555.28 186,788.05 300.00 900.00 4,361.98 5,261.98 525.00 2,273.02 1,952,291 .59 -50,517.16 57.01 31,150.98 31,207.99 200.00 200.00 31,007.99 Page3 of4 101915 HC BOC Page 433 3:39PM 10/03/15 Cash Basis Net Income For Management Review Purposes Only Good Hope Hospital, Inc. Profit & Loss September 2015 Sep15 ·159,048.74 Jan -Sep 15 ·19,509.17 Page 4 o f 4 101915 HC BOC Page 434 3:51PM 10/03/15 Cash Basis Operating Account-Suntrust Petty cash Petty cash-Postage The General Acct.-BB& T USDA-Reserve Account USDA Escrow Acct-First Citizens Accounts Receivable- Good Hope Hospital, Inc. Trial Balance As of September 30, 2015 Accounts Receivable-:AIIowance for Doubtful Accounts Accounts Receivable-Other Cash on Hand-USDA Prepaid Insurance RMG Accounts Receivable Sales/Use Tax Receivable Accumulated Amortization Accumulated Depreciation :Accum. Deprec-Computers & Soft Accumulated Depreciation :Accum. Depr-Bidg Svr, Equipment Accumulated Depreciation:Accum. Deprec-Furn. Fix, Equip Accumulated Depreciation:Accum. Deprec.-Leasehold Imp MH Accumulated Depreciation :Accum. Depreciation-Buildings Accumulated Depreciation:Accum. Depreciation-Lease H Imp Accumulated Depreciation:Accum. Depreciation-Vehicles Amortization Building Services Equipment Computer Equipment & Software Furniture, Fixtures & Equip-MH Hospital Buildings Land Land Capital Improvements Leasehold Improvements-Mental H Start-up Costs-Mental Health Vehicles Accounts payable Accounts Payable-GH Current Uablilites:Current Maturities of Long Term LIC-Judgement USDA Loan Retained Earnings Unrestricted Retained Earnings Contributed support:Agency (government) grants:Harnett County Contributed support:lndustry:Monsanto Fund Earned revenues:Miscellaneous revenue Good Hope-Old Operations Income-Rentals Patient Services Revenue:3-Way Patient Services Revenue:3-Way:3-Way-Physician Portion Sep 30,15 Debit Credit 10,966 .21 233.08 200.00 46,239.95 21 ,809 .64 0.00 587,102.30 115,282.27 31,150.98 0 .00 8,033 .60 500.00 6,656 .88 1 ,979.50 3,071.96 675,335.75 20,185.72 278,267.46 1 ,999,980.01 124,950.06 9,206.40 7,259.00 686 ,953.27 13,584.99 79 ,039.21 2 ,367,980.40 131,096.72 125,528.02 1 ,934 ,783 .05 22,131 .04 19,728.00 588.73 30,174.72 45,927.83 0.00 1,721 ,862.74 292,148.86 801,523.50 300,000.00 2,500.00 1,219.17 321.09 6,222 .74 895,700 .00 143,300.00 Page 1 of3 101915 HC BOC Page 435 3:51PM i0/03/15 Cash Basis Good Hope Hospital, Inc. Trial Balance As of September 30, 2015 Patient Services Revenue:Biue Cross/ Blue Shield Patient Services Revenue:Coventry(PMCS) Patient Services Aevenue:Humana Patient Services Revenue:Medicaid Patient Services Revenue :Medicaid:Medicaid-Physician Patient Services Revenue:Medicare Patient Services Revenue:Patient Pay Patient Services Revenue:Provision for Bad Debts Patient Services Revenue:Tricare Patient Services Revenue: Various Insurance Companies Patient Services Revenue:Various Insurance Companies:Physician-UHC Accreditation & Licensing Advertising & Promotion Conference & Meeeting Expense Fees for Services:Accounting fees Fees for Services:Consulting Fees Fees for Services:Locum Tenen Fees Fees for Services:Management Services Fees for Services:Physican Services Fees for Services:Physican Services:On Call Fee IT Services IT Services:Cioud Fax IT Services:Computer Maintenance IT Services:Medical Billing Expense Occupancy expenses:Aiarm System Occupancy expenses:Cieaning Service Occupancy expenses:lnsurance-Bidg Occupancy expenses:Operating Supplies Occupancy expenses:Repairs & Maintenance Occupancy expenses:Signs Occupancy expenses:Trash Removal Occupancy expenses:Utilities Occupancy expenses:Water Office Expenses Office Expenses:Bank charges Office Expenses:Mailing services Office Expenses :Office Supplies Office Expenses:Postage, shipping, delivery Office Expenses:Printing & copying Office Expenses:Telephone Other Expenses:Awards Other Expenses:Dues & Subscriptions Other Expenses:Meals Other Expenses:Reference Books Other Expenses:Repairs and Maintenance Sep 30,15 Debit Credit 40,347.83 960.68 21,188.75 213,147.91 24,611 .57 188,695.16 7,204.80 8,670.00 17,454.98 30,010.34 219.41 1,641.00 150.00 302.36 31,785.00 3,422.85 40,719.16 1,248,038.92 222,870.00 70,000.00 505 .00 337 .90 3,040 .83 2,250.76 653 .00 25,000 .00 34,341 .34 349 .90 16,656.78 438.43 2,662 .61 21,105 .03 183.02 257 .52 85.50 179.67 26,010.04 1,387.48 43.74 524 .97 357.00 20 0.00 137.61 1,487.13 17.53 Page 2 of3 101915 HC BOC Page 436 3:51PM 10/03/15 Cash Basis Good Hope Hospital, Inc. Trial Balance As of September 30, 2015 Other Expenses:Subcontract Labor Other Expenses-Patients:Laundry Service Other Expenses-Patients:Medical Expenses Other Expenses-Patients:Medical Supplies Other Expenses·Patients:Medications Other Expenses-Patients:Patient Food Purchases Other Expenses-Patients:Patient Supplies Permits Rental Expenses:Commissions Rental Expenses:Rental Repairs Training Veh icles Expense Interest Other Income Monsanto Grant Expenses TOTAL For Management Review Purposes Only Sep 30, 15 Debit Credit 367.50 17,955.28 69.50 10,737.78 110,295.19 45,175.02 2,555.28 300.00 900 .00 4 ,361 .98 525 .00 2 ,273 .02 57.01 31 ,150.98 200.00 8,053,650.95 8,053,650.95 Page 3 of3 101915 HC BOC Page 437 3:44PM 10/03/15 Accrual Basis Good Hope Hospital, Inc. ASSETS Current Assets Checking/Savings Operating Account-Suntrust Petty cash Petty cash-Postage The General Acct.-BB& T USDA-Reserve Account Total Checking/Savings Other Current Assets Accounts Receivable- Allowance for Doubtful Accounts Accounts Receivable--Other Total Accounts Receivable- Accounts Receivable-Other Prepaid Insurance RMG Accounts Receivable Sales/Use Tax Receivable Totai .Other Current Assets Total Current Assets Fixed Assets Accumulated Amortization Accumulated Depreciation Accum. Deprec-Computers & Soft Accum. Depr-Bidg Svr, Equipment Accum. Oeprec-Furn. Fix, Equip Accum. Oeprec.-Leasehold Imp MH Accum. Depreciation-Buildings Accum. Depreciation-Lease H Imp Accum. Depreciation-Vehicles Total Accumulated Depreciation Amortization Building Servi ces Equipment Computer Equipment & Software Furniture, Fixtures & Equip-MH Hospital Buildings Land Land Capital Improvements Leasehold Improvements-Mental H Start-up Costs-Mental Health Vehicles Balance Sheet As of September 30, 2015 Sep 30,15 10,966 .21 233.08 200.00 46 ,239.95 21,809.64 79,448.88 -115,282.27 587,102.30 471,820.03 31,150.98 8,033.60 500 .00 6,656.88 518,161.49 597,610.37 ·1 ,979.50 ·3,071 .96 -675 ,335.75 ·20,185.72 -278,267.46 ·1 ,999,980.01 -124 ,950.06 ·9,206.40 -3 ,110,997.36 7 ,259.00 686,953.27 13,584.99 79,039.21 2,367,980.40 131,096.72 125,528.02 1 ,934,783.05 22,131 .04 19 ,728.00 Page 1 of 2 101915 HC BOC Page 438 3:44PM 10/03 /15 Accrual Basis Total Fixed Assets TOTAL ASSETS LIABIL ITIES & EQUITY Liabilities Current Liabilities Accounts Payable Accounts payable Total Accounts Payable Other Current Liabilities Accounts Payable-GH Current Liablilites Good Hope Hospital, Inc. Balance Sheet As of September 30, 2015 Sep 30 , 15 2,275,106.84 2,872,717.21 1,061,317.99 1,061 ,317.99 30,174.72 Current Maturities of Long Term Total Current Liablilites 45,927.83 45 ,927.83 Total Other Current Liabilities Total Current Liabilities Long Term Liabilities USDA Loan Total Long Term Liabilities Total Liabilities Equity Retained Earnings Unrestricted Retai ned Earnings Net Income Total Equity TOTAL LIABILITIES & EQUITY For Management Review Purposes Only 76 ,102.55 1 '137,420.54 1,721 ,862.74 1,721 ,862.74 2,859,283.2 8 -521,760.72 801,523.50 -266,328.85 13,433.93 2,872,717.21 Page 2 of 2 101915 HC BOC Page 439 3:42PM 1'0/03/15 Accrual Basis Good Hope Hospital, Inc. Ordinary Income/Expense Income Contributed support Agency (government) grants Harnett County Total Agency (government) grants Industry Monsanto Fund Total Industry Total Contributed support Earned revenues Miscellaneous revenue Total Earned revenues Good Hope-Old Operations Income-Rentals Patient Services Revenue 3-Way 3-Way-Physician Portion 3-Way -Other Totai3-Way Blue Cross/ Blue Shield Coventry(PMCS) Humana Medicaid Medicaid-Physician Medicaid -Other Total Medicaid Medicare Patient Pay Provision for Bad Debts Tricare Various Insurance Companies Physician-UHC Profit & Loss September 2015 Sep 15 0 .00 0.00 0.00 0.00 0.00 186.50 186.50 0 .00 2,000 .00 15,600.00 101,400.00 117,000.00 1,100.00 0 .00 0 .00 2,482.01 29,558.90 32,040.91 1,631 .79 500.00 3,468.00 0 .00 0.00 Various Insurance Companies -Other Total Various Insurance Companies 0 .00 0.00 Total Patient Services Revenue 155,740.70 Jan-Sep 15 300,000.00 300,000.00 2,500.00 2,500.00 302,500.00 1,219.17 1,219.17 321.09 6,222.74 143,300.00 895,700.00 1,039,000.00 40,347.83 960.68 21,188.75 24,611 .57 213,147.91 237,759.48 188,695.16 7,204.80 8,670.00 17,454.98 219.41 30,010.34 30,229.75 1 ,591 ,511.43 Page 1 of4 101915 HC BOC Page 440 3:42PM "10/03/15 Accrual Basis Total Income Expense Accreditation & Licensing Advertising & Promotion Conference & Meeeting Expense Fees for Services Accounting fees Consulting Fees Locum Tenen Fees Management Services Physican Services On Call Fee Physican Services • Other Total Physican Services Total Fees for Services IT Services Cloud Fax Computer Maintenance Medical Billing Expense IT Services • Other Total IT Services Occupancy expenses Alarm System Cleaning Service Insurance-Bldg Operating Supplies Repairs & Maintenance Signs Trash Removal Utilities Total Occupancy expenses Office Expenses Bank charges Mailing services Office Supplies Postage, shipping, delivery Printing & copying Telephone Good Hope Hospital, Inc. Profit & Loss September 2015 Sep 15 157,927.20 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 103.00 0.00 103.00 0.00 2,500.00 3,832.26 0.00 1,185.74 0.00 0.00 2,183.93 9,701.93 4.00 0.00 3,282.03 172.39 0.00 66.50 Jan· Sep 15 1,901,774.43 1,641.00 150.00 302.36 30,775.00 3,422.85 118,796.08 1,397,233.25 70,000.00 220,620.00 290,620 .00 1,840,847.18 337.90 3,317.92 1,996.65 505.00 6,157.47 653.00 25,000.00 34,341.34 349.90 17,468.93 438.43 2,427.72 19,825 .51 100,504.83 85.50 179.67 27,784.81 1,407.12 43.74 533.66 Page 2 of4 101915 HC BOC Page 441 3:42PM "10/03115 Accrual Basis Office Expenses -Other Total Office Expenses Other Expenses Awards Dues & Subscriptions Meals Reference Books Repairs and Maintenance Subcontract Labor Total Other Expenses Other Expenses-Patients Laundry Service Medical Expenses Medical Supplies Medications Patient Food Purchases Patient Supplies Total Other Expenses-Patients Permits Rental Expenses Commissions Rental Repairs Taxes-Rental Total Rental Expenses Training Vehicles Expense Total Expense Net Ordinary Income Other Income/Expense Other Income Interest Other Income Total Other Income Other Expense Monsanto Grant Expenses Total Other Expense Good Hope Hospital, Inc. Profit & Loss September 2015 Sep 15 0.00 3 ,524.92 0.00 0 .00 67.69 0.00 78.79 665.00 811 .48 4,667.50 0.00 944.09 19,266.89 12,378.58 43.74 37,300.80 0.00 225.00 545.42 7,484.07 8,254.49 115.00 1,036.94 60,848.56 97,078.64 6.27 0.00 6.27 0 .00 0 .00 Jan-Sep 15 257.52 30,292.02 357.00 200.00 137.61 1,487.13 96.32 875.00 3,153.06 21,980.68 69.50 11,112.52 124,586.22 39,826.74 2,599.02 200,174.68 300.00 900.00 4,361.98 7,484.07 12,746.05 565.00 2,277.62 2,199,111 .27 -297,336.84 57.01 31,150.98 31 ,207.99 200.00 200.00 Page 3 of4 101915 HC BOC Page 442 3:42PM . 10/03/15 Accrual Basis Net Other Income Net Income For Management Review Purposes Only Good Hope Hospital, Inc . Profit & Loss September 2015 Sep 15 6.27 97,084.91 Jan· Sep 15 31,007.99 ·266,328.85 Page 4 of4 101915 HC BOC Page 443 3 :50PM '10/03/15 Accrual Basis Operating Account-Suntrust Petty cash Petty cash-Postage The General Acct.-BB& T USDA-Reserve Account USDA Escrow Acct-First Citizens Accounts Receivable- Good Hope Hospital, Inc. Trial Balance As of September 30, 2015 Accounts Receivable-:AIIowance for Doubtful Accounts Accounts Receivable-Other Cash on Hand-USDA Prepaid Insurance RMG Accounts Receivable Sales/Use Tax Receivable Accumulated Amortizati on Accumulated Depreciation:Accum. Deprec-Computers & Soft Accumulated Depreciation:Accum. Depr-Bidg Svr, Equipment Accumulated Depreciation:Accum. Deprec-Furn. Fix, Equip Accumulated Depreciati on:Accum. Deprec.-Leasehold Imp MH Accumulated Depreciation:Accum. Depreciation-Buildings Accumulated Depreciati on:Accum. Depreciation-Lease H Imp Accumulated Depreciati on:Accum. Depreciation-Vehicles Amortization Building Services Equipment Computer Equipment & Software Furniture, Fixtures & Equip-MH Hospital Buildings Land Land Cap ital Improvements Leasehold Improvements-Mental H Start-up Costs-Mental Health Vehicles Accounts payable Accounts Payable-GH Current Liablilites:Current Maturities of Long Term UC-Judgement USDA Loan Retained Earnings Unrestricted Retained Earni ngs Contributed support:Agency (government) grants: Harnett County Contributed support:lndustry:Monsanto Fund Earned revenues:Miscellaneous revenue Good Hope-Old Operations Income-Rentals Patient Services Revenue :3-Way Pati ent Services Revenue:3-Way :3-Way-Physic ian Portion Sep 30, 15 Debit C redit 10,966.21 233.08 200.00 46,239 .9 5 21,809 .64 0.00 587,102 .30 115 ,282.27 31,1 50.98 0.00 8,033.60 500.00 6,65 6.88 1,979.50 3,071.96 675,335.75 20,1 85.72 278 ,26 7 .4 6 1,999,980.01 124,950.06 9,206.40 7,259.00 686,953.27 13,584.99 79,039.21 2,367,980.40 131 ,096.72 125,528.02 1,934, 783.05 22,131.04 19 ,728 .00 1,061,317.99 30,174 .72 45,927.83 0.00 1,721,862.74 521 ,760.72 801,523.50 300,000.00 2 ,500.00 1,219.17 321.09 6,222.74 895,700.00 143,300.00 Page 1 of 3 101915 HC BOC Page 444 3:50PM "10/03/15 Accrual Basis Good Hope Hospital, Inc. Trial Balance As of September 30, 2015 Patient Services Revenue :Biue Cross/ Blue Shield Patient Services Revenue:Coventry(PMCS) Patient Services Revenue:Humana Patient Services Revenue:Medicaid Patient Services Revenue:Medicaid:Medicaid·Physician Patient Services Revenue:Medicare Patient Services Revenue :Patient Pay Patient Services Revenue :Provision for Bad Debts Patient Services Revenue:Tricare Patient Services Revenue:Various Insurance Companies Patient Services Revenue :Various Insurance Companies:Physician-UHC Accreditation & Licensing Advertising & Promotion Conference & Meeeting Expense Fees for Services:Accounting fees Fees for Services:Consulting Fees Fees for Services:Locum Tenen Fees Fees for Services:Management Services Fees for Services:Physican Services Fees for Services:Physican Services:On Call Fee IT Services IT Services:Cioud Fax IT Services:Computer Maintenance IT Services:Medical Billing Expense Occupancy expenses :Aiarm System Occupancy expenses:Cieaning Service Occupancy expenses :lnsurance-Bidg Occupancy expenses:Operating Supplies Occupancy expenses:Repairs & Maintenance Occupancy expenses:Signs Occupancy expenses:Trash Removal Occupancy expenses:Utilities Office Expenses Office Expenses: Bank charges Office Expenses :Mailing services Office Expenses:Office Supplies Office Expenses :Postage, shipping, delivery Office Expenses :Printing & copying Office Expenses:Telephone Other Expenses:Awards Other Expenses:Dues & Subscriptions Other Expenses:Meals Other Expenses :Reference Books Other Expenses:Repalrs and Maintenance Other Expenses :Subcontract Labor Sep 30, 15 Debit 1,641 .00 150.00 302.36 3o,ns.oo 3,422.85 118,796.08 1,397,233.25 220,620 .00 70,000 .00 505.00 337.90 3,317.92 1,996.65 653.00 25,000.00 34,341.34 349.90 17,468.93 438.43 2 ,427.72 19,825 .51 257.52 85.50 179.67 27,784.81 1,407.12 43.74 533.66 357.00 200.00 137.61 1,487.13 96.32 875.00 Credit 40,347.83 960.68 21 ,188.75 213,147.9 1 24,611 .57 188,695.1 6 7,204.80 8,670.00 17,454.98 30,010.34 219.41 Page 2 of 3 101915 HC BOC Page 445 3:50PM '10/03/15 Accrual Basis Good Hope Hospital, Inc. Trial Balance As of September 30, 2015 Other Expenses-Patients:Laundry Service Other Expenses-Patients:Medical Expenses Other Expenses-Patients:Medical Supplies Other Expenses-Patients:Medications Other Expenses-Patients:Patient Food Purchases Other Expenses-Patients:Patient Supplies Permits Rental Expenses:Commissions Rental Expenses:Rental Repairs Rental Expenses:Taxes-Rental Training Vehicles Expense Interest Other Income Monsanto Grant Expenses TOTAL For Management Review Purposes Only Sep 30,15 Debit Credit 21,980.68 69 .50 11 ,112.52 124,586.22 39,826.74 2,599.02 300.00 900 .00 4,361 .98 7,484.07 565.00 2,277.62 57.01 31 '150.98 200.00 8,822,048.33 8,822,048.33 Page3 of 3 101915 HC BOC Page 446 Agenda Item __ 4 __ _ July 1, 2015-June 30, 2016 Front De sk -Check-in Appointments Health Clinics Adult W omen Well ness Clinic Harnett County Department of Public Health Activities Summary Jul Aug Sep Oct Nov Dec Jan Feb 986 1155 1321 3 2 2 Ca re Coord ination for Children (CC4C) 233 240 251 Child Health -Sick Cli nic 8 1 202 150 Child Health -Well Cl inic 114 96 158 County Employee Health Clinic 11 3 98 131 Family Planning 146 128 144 General Clinic -(BP, BS, Chol.,etc.) 6 0 0 Immunizations 209 339 338 Maternity (Prenatal Clin ic) 159 178 212 OB Care Management (OBCM) 285 270 277 Postpartum Home Visits 2 3 2 STD Services 121 107 110 TB Serv ices 206 185 265 Welcome Baby Home Visits 2 4 2 Total Services 1680 1852 2042 0 0 0 0 0 Reportable Disease Cases Tuberculosis 0 0 0 HIV AIDS STD's 53 46 65 Other (salmonella, campylobacter, etc) 5 4 10 Total services 58 50 75 0 0 0 0 0 Health Education Outreach 131 565 383 Laboratory Clients 705 757 890 Laboratory Tests 1424 1508 1820 HIVTests 238 220 300 WIC Active Participation VItal Statistics Births -49 38 45 Deaths D 74 47 47 Environmental Health # of Improvement Apps Confirmed 47 39 37 Number of Permits Issued 30 40 29 Number of Completions 36 35 2 8 Number of Ex isting Permits 23 20 16 Repa ir Permits Issued 6 4 2 Perm its Denied 0 0 0 Food and Lodging Establishments lnspect'd/Reinspected 52 63 117 Visits I Critical Voliations Verfication 51 59 51 Private Water Suppl ies Applications Received 2 3 3 Home Health Current Patient Caseload 107 111 109 Admissions 27 41 44 Discharges 20 29 40 Sk illed Nursing V isits Made 279 283 336 Home Health Aide Visits Made 3 14 19 Speech Therapy Visits Made 6 3 2 Physical T herapy Visits Made 188 18 1 234 Occupational Therapy Visists Made 15 31 32 u pdated 10/08/2015 Mar Apr May Jun lroTAL AVG. I 3462 1154 7 2.333 724 241.3 433 144.3 368 122.7 342 114 418 139.3 6 2 886 295.3 549 183 832 277.3 7 2.333 338 112.7 656 218.7 8 2.667 0 0 0 0 5574 1858 0 0 0 0 0 0 164 54.67 19 6.333 0 0 0 0 183 61 1079 359.7 2352 784 4752 1584 758 252.7 0 0 132 44 168 56 123 41 99 33 99 33 59 19.67 12 4 0 0 232 77.33 161 53.67 8 2.667 327 109 112 37.33 89 29.67 898 299.3 36 12 11 3.667 603 201 78 26 101915 HC BOC Page 447 Agenda Item q PLANNING SERVICES REPORT SejJtentber 2015 Harnett COUNTY NORTH CAROLINA Monthl)' Status Report For Planning. lnspeetions & Central Pennitting Fiseal Year 2014-2015 101915 HC BOC Page 448 2 ~trong rc • • • 9 t n Table of Contents I. Revenue Breakdown Inspections: Inspection Reven ue ................................................................................... 3 Planning: Ac tivity Report ........................................................................................... 4 Planning Revenue ...................................................................................... 9 Cell Tow er Reven u e .................................................................................. 10 Recreational Fees ..................................................................................... 11 A .M .P.I. .................................................................................................. 12 Environmental Health: E-Health Revenue ..................................................................................... 13 Fo od & Lodging Revenue ............................................................................ 14 Public Utilities: Publi c Uti lities Re venue .............................................................................. 15 Fire Marshall: Fire Ma rshall Revenue ................................................................................ 16 II . Applications & Permits Permits: Permits Issued By Month ............................................................................. 17 Permits by SFH /Manufactured Homes ........................................................... 18 Valuations: Pe rmit Valuations ....................................................................................... 19 Ill. Township Information: Recreational Fee ................................................................................................. 20 Lots ................................................................................................................... 21 Applications ........................................................................................................ 22 101915 HC BOC Page 449 Ha r n e t t C O U N T Y wo n g r ' ' ' \ • f , . 9 ' 0 " \ h $1 , 4 0 0 , 0 0 0 $1 , 2 0 0 , 0 0 0 $1 , 0 0 0 ,00 0 $8 0 0 , 0 0 0 $6 0 0 ,00 0 $4 0 0 ,00 0 $2 0 0 ,00 0 • FY 09 -10 FY 10 -11 FY 1 1 - 1 2 FY 12 - 1 3 $- FY 15 - 1 6 ., FY 12 - 1 3 FY 11 - 1 2 • FY 13 - 1 4 • FY 14 - 1 5 FY 15 - 1 6 FY 10 - 1 1 An g i e r an d Li l l i n g t o n are no t incl u ded in t hi s dat as e t . Angi e r c on t r act s wi th HC In spe c t io ns at $2 ,08 3 m ont h ly . Li l l i ngt o n at $2 , 3 3 3 mo n t h ly . • Jun e 201 5 inspe ct i o n re v en u e d oes no t inc l u d e 56 k in in s p e c t io n f ees th at ha ve be e n w ai v e d f or Cam pbell Un ive r si ty . FY 09 - 1 0 • FY 09 - IO FY I G- 1 1 FY I 1 · 1 2 FY 12 · 1 3 • FY 1J . . 1 4 • FY 14 - 15 FY 15- 1 6 In s p e c t i o n Re v e n u e .h A v Au a So o t Od No v $8 6 , 7 7 1 S6 6 . 4a t $9 3 , 01 4 $8 1,53 7 $6 1,14 8 $8 7 ,913 $7 8 ,7 15 $58 ,1 24 $8 1 ,07 1 $1 0 1 , 2 9 7 $8 0 ,83 7 $11 1 , 97 1 $ 122 . S 7 4 $1 1 . 479 $1 5 ,0 7 5 $12 5 ,15 9 $9 6 , 94 0 $7 9. 1 7 1 $ 96 , 3 4 2 $9 2 ,119 $12 7 , 1 5 0 $11 2,3 6 8 $6 1 , 8 6 8 $78 ,17 4 $6 1,1 1 3 $8 4 ,60 1 $5 7 , 8 1 6 $6 6 , 5 4 2 $6 8 ,157 $53,4 22 $8 3,15 9 $8 5 ,4 78 $7 3 , 0 7 5 $- $- 3 De c : Jo n Fe b Mor AN M - Jun FYTotol Si 2 , 2 9 2 $8 1 .129 $6 7 , 2 8 1 $1 03,54 8 $1 0 0 , 2 1 8 $79 , 8 0 4 $69,365 $982.594 $7 4 ,2 1 3 $71 , 2 1 1 $8 4 ,99 7 $1 0 , 3 99 $95 , 5 2 1 $1 1 7 , 2 9 3 $93,511 $1.099,412 $56 , 2 8 5 $ 71 ,90 8 $9 1,6 8 2 $1 3 ,14 1 $1 4 ,00 0 $113 ,04 9 $106,431 $1.095,912 $1 1 ,67 8 $130 , 3 6 5 $12 4,56 5 $82 , 7 6 8 $118 ,39 8 $111,64 4 $104.006 $1,243,862 $4 0 ,7 52 $9 4 ,94 2 $8 2 , 6 3 0 $8 9 ,36 8 $87 ,89 2 $104 ,5 7 2 $73,937 $994.766 $9 1 ,82 1 $7 0 ,41 5 $5 0 ,14 3 $9 2 , 2 7 9 $7 7 ,7 99 $1 0 8 ,73 6 $88,135 S91M66 $- $- $- $- $- $- $-$241.712 101915 HC BOC Page 450 4 ~;~Ha rn e tt C OU N TY • llf" qro.,th Planning ACtivity Report For S..-.,it..-ulber 2015 -Board Of Adjustments ; Appeal Cell Tower Swmh /Dwmh PUD Cuunu.,r.:iar Variance Total Monthly 0 Year To Date 0 0 7 0 4 Q 11 .-:-.. : rrar Fees For Major Sllbdivisions Townships Total For Month YearTooate Total (s ince f .y. 06) l>.nnor<>nn Creek $ 39,000.00 $ 1,n?o <;nn nn $ -$ -$ f\ <;nn nn Barbecue $ 11 .000.00 $ 11 .500.00 $ 374 <;nn nn Black River $ 1n nnn nn $ 10.000 00 $ 39 .500 00 Buckhorn $ -$ -$ - Duke $ -$ -$ - Grove $ -$ -$ - Hectors Creek $ 10 ,500.00 $ 77,500 00 JOruo;,UII iiiJic $ -$ -$ 191,500.00 Lillinoton $ -$ -$ - Neills Creek $ -$ -$ - Stewarts Creek $ -$ -$ 77 ,500 .00 l)ppe! Little River $ -$ -$ 49 ,00000 Totals $ 21 ,000 00 $ 71,000.00 $ 1,845,500 00 .,_, Preliminary Major Subdivr:~uon:. ~ Townsnips Number Of Subdivisions Bv Month Number of Lots Bv Month YTD Anderson Creek 0 -~ & Placed On Hold A, .A 0 Averasboro • .,. ;.,. .... u & Placed On Hold 0 Barbecue 0 R;, ,;., .. .,J & Placed On HOld-Q A '~' '"' 0 Black River I & Placed On Hold 0 l>.nnrnvo..i 0 Buckhorn D. I & Placed On Hold 0 l>..-.nrnuo..i 0 Duke ""vrcvvcJ & Placed On Hold Q Grove Aooroved 0 "" '" ,.,J & Placed On Hold 0 l>.nnrnuon 0 Hectors Creek """" ,.,J & Placed OnHold _11_1_ Johnsonville 0 ·~ ·~ I & Placed On Hold 0 0 Lillington "IJIJIUVCU """" ... J & Placed On Hold 0 Neills Creek 0 I & Placed On Hold 0 Stewarts Creek 0 . '" '" '"J & Placed On Hold 0 A _Q_ Upper Little River I & Placed On Hold 0 101915 HC BOC Page 451 Harnett 5 COUN T Y ,T' •; ~ Preliminary Major Subdivision Totals . !" ~· ~· Number Of Subdi visions Number Of Lots Monthly Approved 0 0 Reviewed & Placed On Hold 0 0 Number Of Subdivisions Number Of Lots Ye ar To Date Approved 0 0 Reviewed & Placed On H old 2 11 4 ~ " . -Final Major Subdivisions 'II:· ?·..,... - Number of Lots By Townsh ips Number Of Subdivisions Month YTD Anderson Creek Approved 0 Reviewed & Placed On Hold 0 Averasboro Approved 0 Reviewed & Placed O n Hold 0 Barbecue Approved 0 R eviewed & Placed O n Hold 0 Black River Approved 0 Reviewed & Placed On Hold 0 Buckhorn A pproved 0 Reviewed & Placed On Hold 0 Duke A pproved 0 Revi ewed & Placed On H o ld 0 Grove Approved 0 Reviewed & Placed On Hold 0 Hectors Creek Approved 0 Reviewed & Placed On Hold 0 Johnsonville Approved 0 Reviewed & Placed On Hold 0 Lillington Approved 0 Reviewed & Placed On Hold 0 Neills Creek Approved 0 R e viewed & Placed On Hold 0 Stewarts Creek Approved 0 Reviewed & Placed On H old 0 Upper Little River Approved 0 Reviewed & Placed On H old 0 Final Major Subdivision Totals Number Of Subdivisions Number Of Lots Monthly A pproved 0 0 Reviewed & Placed On Hold 0 0 Number Of Subdivisions Number Of Lots Year To Date Approved 1 22 Reviewed & Placed On Hold 0 0 -Minor Subdivisions -. .. . Monthly Number Of Subdivisions Number Of Lots Approved 10 12 Year To Date Number Of Subdivisions Number Of Lots Approved 21 29 101915 HC BOC Page 452 Ha rn ett 6 COU N TY ~ ' ~ . .. -Exempt Subdivisions --. -~ - Monthly Number Of Subdivisions Number Of Lots Approved 14 2 3 Year To Date Number Of Subdivisions Number Of Lots Approved 42 70 -"~ -.; . Flood Zone Permits Issued ~., ... -. ..-\'• ,--:~ --· ~ ..... -~ ~-r. • ,-~-• Monthly 0 Year To Date 0 ~. "' •. =-:;:. ;_;-;.. /~1 : ~ -Zoning Inspections ~ ;_ ...._...,_~ . ~~~~!'!---.~ Monthly 30 Year To Date 92 t• tb!.: YYr I Manufactured Home Park License Issued 11'~~~ . ~ ,__, - Monthly Number Of Parks Number Of Lots Approved 4 52 Year To Date Number Of Parks Number Of Lots Approved 13 164 r: ~ 1!!.'1.:.."' ~ :~;;""' Manufactured Home Park Inspections ~~ ~ --:~~~ .~;~: .. Monthly Number Of Inspect io ns 13 Year To Date Number of Ins pection s 39 -~-=-.. • w ~lf" Rezoning Requests -----..11it --.. Type Of Request P.B . Action C.C. Acti on Monthly Industrial to RA· 1 30 1 Appro ved Appro ved 1 Deni ed T abled Total Number Of Requests P.B . Action C.C. Action Year To Date 1 1 Appro ved Approved 1 Denied Tabled -~· '<.1"~ _,_ . -;. L;B~ ·;.. . Text Amendments/Ordinances ;:;;.~-~ ..., Monthly 0 Year To Date 0 ''T ! -. --Violations -;r.-r _1n;; .. ' ..... '\'- .,.. --~ ... & Monthly Complaints Resolved Pending 10 0 10 Year To Date Complaints Resolved Pending 17 17 0 -~ ,;.. JJ-Commercial Site Plan Reviews ~ 1-L--~ -.. ~ -' Monthly 0 Year To Date 5 ' v_;-~ --Abandoned Mobile Home Project Initiative (A.M.P.I) ~ -.,.~ S.W .M.H. D.W.M.H. TOTALS Monthly Contracts 1 1 Removed 1 1 S.W .M.H. D.W.M.H. TOTALS Year To Date Contracts 2 2 4 Re moved 2 0 2 101915 HC BOC Page 453 Ha rn ett C OUN TY Special Project Activity September 2015 New • Staff and Consulting team held the final meeting with the Advisory Committee for the new Comprehensive Land Use Plan on September 29,2015. • Staff met with each county municipality to review the proposed County Land Use Map. This effort was to ensure our expected growth patterns matched their thoughts and forecasts as well. Ongoing • In respect to a NC Wildlife Resources Grant received by the County, Planning Staff is working with our specific contractors for each portion of the grant as well as providing hard data for their use. Land Design, Inc. is approximately 80% complete on their tasks of interactive mapping and key area location. We anticipate both portions of this process to be complete within 3 months. This grant has helped us parlay these resources into the proposed Land Use Plan. Staff Reviewing Commercial Site Plans (or: I. Noah's Landing Site Plan Ongoing 2. Campbell University New Residence Hall 3. Sears Auto & Repair (Spence Mill Industrial Area) 4. Drakes Landing 5. Strickland's Repair Other • Development of the Problem Properties Task Force 7 101915 HC BOC Page 454 Ha rn ett C OU N TY Upcoming Harnett County Planning Board Meeting: Monday, October 5, 2015 Proposed Text Amendments Harnett County Unified Development Ordinance Article V (Use Regulations) Section 7.3.4 (Recreation al Vehicle Park) Article V (Use Regulations) Section 1.2 (Tab le s of Use Types & Regulations) Article XIV (Definitions & Certificati ons) Section 2.2 (General Definitions) Harnett County Board of Adjustment Meeting: Monday, October 12, 2015 I. Approval of the Order and Minutes to the Remanded Hearing, held on Tuesday, June 9, 2015, which was ordered by Co urt of Appea ls i n reference to 11 CVS 1187 (related to BA-AP-02-11 Jeffriesi Drake Landing). Conditional Use-Old Business Tabled from August 10, 2015 Meeting 2. BA-CU-24-15 . Castle Rock REA I Diane Hart. A Singlewide Manufactured Home in an RA-30 Zoning District; Grove Township; Pin # 0588-77 -4219.000; SR 2006 (Crawford Road). C onditional Use-New Business 3 . BA-CU-28-15. Rouse, Dennis Ray I Sue Capps J ones . A Doublewide Manufactured Home in an RA-30 Zoning District, Buckhorn Township ; Pin# 0613-95-4748.000; Captain's Landing Subdivision ; OffSR 1418 (River Road on Natchez Trace). Variance 4. BA-V-01-15 . Wa1mart Real Estate I HFA-Megan Munro. A Sign Variance in a Commercial Zoning District; Wa1mart is reque st in g a variance to increase the front fa<;ad e Walmart ID wa ll sign from 5'6' to 7'6" exceeding the allowable s ign area per U DO by 198.63 square feet ; Anderson Creek Township ; Pin # 9594-23 -5931.000; NC Hwy 24187 . 8 101915 HC BOC Page 455 Ha rn et t C O U N T Y ~~ ' 0 " 9 ro o r ~ • .. . , , . g•t ~ .. th $1 4 0 , 0 0 0 $1 2 0 , 0 0 0 $1 0 0 , 0 0 0 $8 0 , 0 0 0 $6 0 , 0 0 0 $4 0 , 0 0 0 $2 0 , 0 0 0 ' FY 12 - 1 3 • FY 09 - 1 0 FY 10 - 1 1 FY 11 - 1 2 FY 12 - 1 3 FY 13 - 1 4 FY 11 - 1 2 • FY 14 - 1 5 • FY 15 - 1 6 An g i e r is no t in c l u d e d in th i s da t a s e t . An g i e r co n tr a c t s wi t h HC Pl a n n i n g at $1 , 8 3 3 mo n t h l y . FY 10 - 1 1 9 Pl a n n i n g Fe e s 101915 HC BOC Page 456 w ; : : : · Ha r n e t t C O U N TY Ce l l To w e r Fe e s $1 8 0 ,00 0 $1 6 0 , 0 0 0 $1 4 0 , 0 0 0 $1 2 0 , 0 0 0 $1 0 0 , 0 0 0 $8 0 , 0 0 0 $6 0 , 0 0 0 $4 0 , 0 0 0 $2 0 ,00 0 $- FY 15 - 1 6 FY 1 4 - 1 5 ~ FY 13- 1 4"- ~ .~ :a FY 1 1 - 1 2 • FY 09 - 1 0 FY 10 - 11 FY 11 - 1 2 FY 12 - 1 3 FY 13 - 1 4 FY 10 - 1 1 • FY 14 - 1 5 • FY 1 5 -16 FY 09 - 1 0 M Au o • FY 09 - 1 0 $- $- FY 10. 1 1 $4, 5 0 0 $- FY 11 · 12 $- $1 5 ,00 0 FY 12 · 13 $1 3 , 500 $4 ,5 0 0 FY 13 - 1 4 $1 1,50 0 $1,00 0 • FY 14 - 15 $- $- • FY 1S. 1 6 $2 , 0 0 0 $1 , 0 0 0 Se o t Oc t No v $ - $- $- $ - $- $- $ - $- $5 . 0 0 0 $ - $4 ,50 0 $4 0,0 0 0 $2 8 , 0 0 0 $6 ,50 0 $ 1, 0 0 0 $5 , 0 0 0 $8 ,00 0 $ 1,0 0 0 $- $- $ - 10 !l e o Jon Fe b Mo r -Mov Jun FYTotol $4 ,30 0 $- $4 , 5 0 0 $4 9 ,50 0 $-$-$4,250 $62,550 $- $4 ,50 0 $- $- $-$-$-$9.000 $- $- $ - $- $4,500 $4,500 $-$24.500 $2 0 ,00 0 $18 ,50 0 $1 0 , 0 0 0 $5 ,00 0 $28,000 $20,000 $-$164,000 $2 ,00 0 $ 2,00 0 $1 , 0 0 0 $5 ,00 0 $3,000 $2,000 $4,000 $67,000 $- $1 ,00 0 $1 ,00 0 $1,00 0 $-$-$3,000 $- $- $- $- $- $-$-$-$3.000 101915 HC BOC Page 457 Ha r n e t t C O U N TY ~: r o n g ro o t \ · "f " q• o h t ~ $4 0 0 , 0 0 0 $3 5 0 ,00 0 $3 0 0 , 0 0 0 $2 5 0 ,00 0 $2 0 0 ,00 0 $1 5 0 ,00 0 $1 0 0 ,00 0 $5 0 ,00 0 •R ~ ~ o • R 1 ~ 1 FY 1 1~ 2 R 1 ~ 3 R 1 ~ 4 • R 1 ~ 5 R 1 ~ 6 Re c r e a t i o n a l Fe e s FY 12 - 1 3 FY11 - ~2---FY 09 - 1 0 • FY O ! I - 1 0 • FY 1 0 . . 1 1 FY 1t - 1 2 FY 12 · 13 FY 13 - 1 4 • FY 14- 1 5 FY 15 - 1 6 Ju l y $. $. $3 5 ,50 0 $. $7 ,50 0 $1 8, 00 0 $11.00 0 - Se p t $9 6 . 5 0 0 $1 5 ,00 0 $2 0. 00 0 $4 9 ,500 $ . $. $55 ,0 0 0 $3 0 ,50 0 $6 . 5 0 0 $5 9 ,00 0 $ . $. $6 0 ,00 0 $- 0< 1 No v $. $5 0 0 $ . $5 ,50 0 $3 5 . 0 0 0 $1 6 , 0 0 0 $3 ,50 0 $6 7 , 5 0 0 $ . $ . $. $ . $- $- ll De e Jo n Fe b M • ,.,. Mov Jun FYTotll $. $1 5 ,00 0 $. $3 0 ,50 0 $. $9,500 $17,000 $184,000 $. $ . $1 5 .50 0 $2 3 ,00 0 $21,500 $. $13,000 $148,000 $. $9 2 .00 0 $2 1 . 0 0 0 $1 2 9 , 0 0 0 $13,500 $500 $19.500 $362,000 $11 ,00 0 $4 ,50 0 $ . $. $15,000 $28.000 $. $215,000 $. $3 . 5 0 0 $ . $. $26.500 $. $12.000 $120,000 $. $. $ . $2 7 ,00 0 $. $. $. $. $- L_ _ !- _ _ $- $- $-$-$-$71,000 101915 HC BOC Page 458 w : : = - = Har n e t t C O U N TY \t • o n g IO . . · 'S • "( ' " 9' "t h $1 2 , 0 0 0 Ab a n d o n e d Ma n u f a c t u r e d Ho m e Pl a n n i n g In i t i a t i v e Fe e s No A .M.P.I. fe e s wer e tr a c k e d pr i o r to No v e m b e r of FY 05 - 0 6 $1 0 , 0 0 0 $8 ,00 0 $6 , 0 0 0 $4 , 0 0 0 $2 , 0 0 0 $ I ~ FY1 ~ - 1 6 ~ C 4; : ; ; FY 14 - 1 5 ~ r FY 11 - 1 2 & . Zz z 4 • FY 09 - 1 0 FY 10 - 1 1 FY 1 1 - 1 2 FY 12 - 1 3 • FY 13 - 1 4 • FY 14 - 1 5 FY 15 - 1 6 FY 10 - 1 1 _ FY 09 -1 0 ' • FY O S . 1 0 FY 1 ( ) . 1 1 FY 11 · 1 2 FY 12 · 1 3 • FY 13 - 1 4 • FY 14 - 1 5 .~ J l h $1 ,66 0 $1 ,35 9 " $1 , 5 7 6 " " " Au a Se o t Cl o t $5 6 1 $7 4 0 $1 , 9 6 4 $8 9 6 $1 ,05 0 $1 ,46 8 $2 5 0 $2 8 7 " $2 ,11 0 $5 2 $ 1 5 2 " " " $3 5 0 $2 98 " $3 5 0 $6 4 1 " No v Do c Jo n Fo b M• $3 5 0 $- $8 6 8 " $1 , 1 1 3 5 $ 1,03 5 $4 5 1 $9 5 8 $7 0 0 $5 8 4 " " " " $3 50 $1 ,02 2 $2 ,36 6 $2 ,07 1 $2 1 5 " " " " " " " $ 1,05 0 $550 $4 7 $1 ,62 5 " " " " " 12 ,.. , . May Jun FYTotol $1 ,600 $816 " $10,249 $5 9 5 sn1 $578 $10,195 " $1,250 " $2,137 " $70 " $9,634 " " " " $ 1,4 0 0 sn3 $598 $8,641 _ __ _ _ _ ! - _ L__!:" __ " $991 101915 HC BOC Page 459 Ha r n e tt C O U N T Y \ . '( ' • q• . , . . t r · $3 5 0 , 0 0 0 $3 0 0 , 0 0 0 $2 5 0 , 0 0 0 $2 0 0 , 0 0 0 $1 5 0 , 0 0 0 $1 0 0 , 0 0 0 $5 0 , 0 0 0 $- FY 15 - 1 6 • FY 09 - 1 0 FY 10 -11 FY 11 - 1 2 FY 12 -13 • FY 13 - 1 4 • FY 14 - 1 5 FY 15 - 1 6 En v i r o m e n t a l He a l t h Re v e n u e Ba s e d up o n fe e s re c e i v e d & pr o ces s e d th r o ugh Ce n t r a l Pe r m i t t i n g FY 11 - 1 2 FY 10 - 1 1 FY 09 - 1 0 "" " Au a Se o t Oe t No v De e • FY og. . 1 o $1 4 . 6 00 $1 4 ,90 0 $1 3 ,17 5 $1 0.600 $1 3. 0 0 0 $ 9, 6 00 F' 1 1() . 11 $1 8.2 2 5 $11 , 07 5 $1 G , 8 0 0 $7, 0 0 0 $ 11 ,80 0 $5 ,30 0 F' 1 1 1 - 1 2 $ 15.2 7 5 $2 2 , 5 2 5 $2 1,425 $26 , 6 5 0 $2 3,02 5 $1 1 , 17 5 F' l 12 - 13 $ 17 ,00 0 $31 , 2 5 0 $3 3 ,52 5 $18,45 0 $2 1,90 0 $ 19 ,450 a FY 13 - 1 4 $2 6. 6 0 0 $3 0 ,77 5 $ 27 ,05 0 $22 ,75 0 $ 22 , 0 5 0 $ 22 ,8 00 • FY 14 - 1 5 $3 5,150 $1 7 ,85 0 $1 3,65 0 $24 ,90 0 $18 .0 50 $1 1 , 05 0 F' l 15· 16 $3 6 , 87 5 $30 ,37 5 $2 0 ,55 0 $- $- $- 13 Jo n Feb Mor ,. . , Mov Jun FVTotel $1 1 .9 75 $18 ,375 $ 13,2 2 5 $ 16 ,975 $15,950 $13,875 $166,250 $10,75 0 $11 ,67 5 $1 3,45 0 $1 0, 4 00 $10,750 $16,100 $137,325 $3 9 ,17 5 $2 1,55 0 $29 ,67 5 $2 3,700 $21,200 $32,150 $287,525 $ 18 ,65 0 $5 8 ,425 $3 5 ,40 0 $3 0,150 $25,100 $22,075 $332,375 $ 26 ,70 0 $19 ,90 0 $27, 425 $2 5 , 2 2 5 $19,400 $28,350 $299,025 $2 1 ,32 5 $27 ,67 5 $1 8,92 5 $2 0 , 2 2 5 $24,425 $30,900 $264,125 $- $- $- $-$-$-$87,800 101915 HC BOC Page 460 Ha r n e t t C O U N T Y St ' O t i i J roo t s ·~ .. . 9' " " ' ~ $6 , 0 0 0 $5 , 0 0 0 $4 , 0 0 0 $3 , 0 0 0 $2 , 0 0 0 $1 , 0 0 0 $- FY .. . • FY 09 - 1 0 • FY 10 - 1 1 • FY 11 - 1 2 FY 12 - 1 3 FY 13 - 1 4 FY 14 - 1 5 FY 15 - 1 6 FY . ~. Fo o d & Lo d g i n g Re v e n u e No fo o d & lo d g i n g fe e s we r e tr a c k e d pr i o r to Au g u s t FY 07 - 0 8 FY .. . FY .. . Ju l v Au a So o t Oc t No v Do c FY Q 9 . 1 0 $8 0 0 $1 ,10 0 $2 0 0 $4 0 0 $- $4 0 0 • FY 10 . . 1 1 $8 0 0 $4 0 0 $1 ,00 0 $3 0 0 $4 0 0 $- • FY 11 · 12 $2 0 0 $8 0 0 $4 0 0 $4 0 0 $4 0 0 $2 0 0 FY 12 - 1 3 $4 0 0 $4 0 0 $ - $8 0 0 $- $ - FY 13 - 1 4 $2 0 0 $2 0 0 $2 0 0 $ - $- $ - FY 14 - 1 5 $4 0 0 $2 0 0 $ - $ - $- $2 0 0 FY 1S - 1 6 $- $ - $ - $ - $ - $ - 14 Ja n Fo b Mo r "" ' Mav Jun FYTotal $8 0 0 $2 0 0 $- $2 0 0 $400 $400 $4,700 $4 0 0 $4 0 0 $7 0 0 $3 0 0 $400 $700 $5,600 $3 0 0 $- $5 0 0 $ - $200 $-$3,400 $2 0 0 $4 0 0 $2 0 0 $4 0 0 $500 $200 $3,500 $ - $ - $4 0 0 $8 0 0 $200 $500 $2,300 $2 0 0 $4 0 0 $2 0 0 $2 0 0 $-$200 $- $ - $- $ - $-$-$-$-101915 HC BOC Page 461 · - .. 9' , .. tn $6 0 0 , 0 0 0 $5 0 0 , 0 0 0 $4 0 0 , 0 0 0 $3 0 0 , 0 0 0 $2 0 0 ,00 0 $1 0 0 , 0 0 0 • FY 09 - 1 0 FY 10 - 1 1 FY 11 - 1 2 FY 12 - 1 3 FY 13 - 1 4 • FY 14 - 1 5 • FY 15 - 1 6 15 Pl u b i c Ut i l i t i e s FY 12 - 1 3 FY 11 - 1 2 f -" ' · - . I w J 101915 HC BOC Page 462 Ha r n e t t C O U N T Y $2 5 , 0 0 0 . 0 0 ee s $2 0 , 0 0 0 .00 Ba s e d up o n fe e s re c e i v e d & pr o c e s s e d th r o u g h Ce n t r a l Pe r m itt i n $1 5 , 0 0 0 . 0 0 $1 0 , 0 0 0 .00 $5 , 0 0 0 . 0 0 $0 . 0 0 ·~ ' -- - - - - - FY 15 - 1 S «= = I t . *' c ·A tf l l l • FY 09 - 1 0 • FY 10 - 1 1 FY 11 -12 FY 12 - 1 3 FY 13 - 1 4 FY 14 - 1 5 FY 15 - 1 6 FY 11 - 1 2 FY 10 - 1 1 FY 09 - 1 0 o FY 0 . . 10 FY 10 . 1 1 FY 11 -12 FY 12 -13 FY 1~ 1 4 FY 14 - 1 5 FY 1$ - 1 6 Jo A y $1 ,03 0 $7 0 3 $8 6 0 $1 ,67 5 $2 ,53 0 $1 ,27 5 $1 ,54 9 Au a s .. . $1 ,45 5 $8 6 4 $1 ,10 6 $1 ,080 $2 .18 1 $1 , 0 4 3 $1 .53 4 $1 ,10 0 $1 ,59 4 $3 , 2 8 9 $ 1, 74 5 $1 ,09 3 $ 1, 61 1 $5 6 9 Oc t No v De c $2 ,1 18 $1,87 9 $2 ,50 8 $1 ,34 6 $1 ,94 9 $2 .48 1 $8 1 5 $3 ,1 33 $4 ,23 5 $8 3 5 $5 3 9 $7 0 2 $1,7 2 2 $92 6 $72 5 $1 ,37 0 $1 ,09 2 $7 8 3 $ - $- $- 16 Jo n Fe b Mo r "" ' Mev Jun FYTot•l $7 6 3 $8 9 7 $1 ,00 7 $2 ,31 3 $860 $1,949 $17,443 $1 , 3 6 4 $1 ,90 7 $9 4 0 $1 ,05 9 $1,715 $542 s1s.1n $1 . 1 9 6 $ 1, 40 7 $2 ,43 6 $5 8 1 $2,106 $1,337 $20,930 $3 ,13 8 $6 9 3 $8 2 5 $1 ,19 3 $5.021 $1,279 $18,534 $3 ,25 1 $8 6 2 $1 ,02 3 $6 5 0 $2,446 $741 $19,759 $8 5 0 $1 ,32 7 $9 7 1 $1, 203 $1,535 $1,912 $14,956 $- $- $- $- $-$-$3,729 101915 HC BOC Page 463 Ha rn et t C O U N T Y ·~" 9 ' 0 " ' t h 3 ,00 0 2, 5 0 0 2,00 0 1, 5 0 0 1,00 0 50 0 0 FY 15 - 1 6 • FY 09 - 1 0 FY 10 -11 FY 1 1 -12 FY 1 2 - 1 3 • FY 13 -14 • FY 14 - 1 5 FY 15 -16 Pe r m i t s Is s u e d B y Mo n t h In clu d e s Bu i l d i n g , El e c tr i c a l , Pl u m b ing , Me ch an ic al , I ns u la ti o n , M an u f a c t u red Hom es & Singl e Fa mi ly Dwe ll in g s FY 11 - 1 2 FY 09 - 1 0 Ju l ,. , . Se o t Oc t No v De c Jo n Fe b Me r ,. . , MIY wFY I ) 9 . . 1 0 24 2 21 9 27 4 30 5 t e e 20 9 21 8 20 0 23 1 29 0 290 FY 10 - 1 1 25 0 24 5 19 8 28 5 27 6 240 22 5 23 6 25 0 24 2 318 FY 11 ·12 19 2 25 0 20 7 19 7 22 3 16 0 17 2 22 2 2 18 21 9 222 FY 1 2 - t 3 26 5 24 1 219 21 0 19 9 18 2 25 4 25 1 20 1 26 7 259 • FY 1~ 1 4 26 3 24 8 17 4 21 1 18 7 16 1 20 3 18 6 31 9 28 6 265 • FY 14 - 1 5 29 8 22 7 18 8 20 0 18 3 25 0 21 3 143 27 8 29 4 303 FY 15 - 1 6 26 8 26 9 ~ 0 0 0 0 0 0 0 0 - - ·· - - - - - - - - - - - -17 Jun FY Tobit 234 2,900 320 3,085 275 2,557 235 2,783 291 2,794 285 2862 0 759 -101915 HC BOC Page 464 a ; : : : • Harn et t 18 C O U N T Y 1 • SF H an d Ma n u f a c t u r e d Ho m e Pe r m i t s Is s u e d 25 0 20 0 15 0 10 0 50 .I • 0 Ju l y Au g S ep t Oc t Nov De c Ja n Feb Ma r c h Ap r i l Ma y Ju n e To t als - M anuf a c t o r e d Ho m e - Si n g l e - Fa m il y - Tot al 101915 HC BOC Page 465 = Ha r n e t t C O U N T Y ~ . ~ .. , 9 ... t~ $1 4 0 , 0 0 0 , 0 0 0 $1 2 0 , 0 0 0 , 0 0 0 $1 0 0 , 0 0 0 , 0 0 0 $8 0 , 0 0 0 , 0 0 0 $6 0 , 0 0 0 , 0 0 0 $4 0 , 0 0 0 ,00 0 $2 0 , 0 0 0 , 0 0 0 • FY 09 - 1 0 FY 1 0 -11 FY 11 - 1 2 FY 12 - 1 3 • FY 13 - 1 4 • FY 14 -15 FY 15 - 1 6 $- FY 15 - 1 6 19 101915 HC BOC Page 466 20 Re c r e a t i o n Fe e s By To w n s h i p (T O T A L S SI N C E 10 / 1 / 0 6 ) No re c r e a t i o n a l fe e s we r e tr a c k e d pri or to Oc t o b e r o f FY 06 - 0 7 $1 ,00 0 , 0 0 0 - r - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - $9 0 0 , 0 0 0 + - - - - $8 0 0 , 0 0 0 + - - - - 1 $7 0 0 , 0 0 0 + - - - - - 1 $6 0 0 , 0 0 0 + - - - - - 1 $5 0 0 , 0 0 0 + - - - 1 $4 0 0 , 0 0 0 + - - - - - 1 $3 0 0 , 0 0 0 + - - - 1 $2 0 0 ,00 0 + - - - - $1 0 0 , 0 0 0 + - - - - $0 ~ - - _ , , , ' ' 101915 HC BOC Page 467 21 Lo t s By To w n s h i p (T O T A L S SI N C E 10 / 1 / 0 6 ) No lo t s we r e tr a c k e d pr i o r to Oc t o b e r o f F Y 06 - 0 7 20 0 0 ~- - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - - ~ 18 0 0 _ , _ _ .. . . . , 16 0 0 _ , _ _ . . . . . , 14 0 0 _ , _ _ . . . . . , 12 0 0 _ , _ _ . . . . . , 10 0 0 -t - - - . . . . . , 80 0 -t - - - . . . . . , 60 0 - t - - - - - 1 40 0 - t - - - - - 1 20 0 "J ' - ' - - - - - l 0 -~ - ~ _ , , , ' ' 101915 HC BOC Page 468 _. . . _ _ Ha rn ett 22 C O U N T Y To w n s h i p Ap p l i c a t i o n s YT D 15 - 1 6 45 40 35 30 25 20 15 10 5 0 101915 HC BOC Page 469 Agenda Item __ q....::......._ BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Caroli n a that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016: Se ction 1 . To amend the General Fund , Emergency Services Department, the appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-5300-420.22-00 FICA Tax Expense $1000 110-5300-420.32 -19 Emergency Response $1000 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION : To budget the transfer of funds to Emergency Response to purchase food and supplies duri ng emergency events. APPROVALS : ~~ ~-IP-tq;.s ounty anager (date) Section 2. Copies of this budget amendment shall be furnished to the Clerk to the Board, and to the Budget Officer and the Finance Officer for their direction . Adopted this ___ day of ____ , 2015. Margaret Regina Wheeler Clerk to the Board Jim Burgi n, Chairman Harnett County Board of Commissioners 101915 HC BOC Page 470 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina , that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016; Sec tion 1. To amend the General Fund , Health Department, the appropr ia tions are to be changed as follows: EXPENDITURE CODE NUMBER 110-7600-441.33-45 110-7600-441.58-01 REVENUE CODE NUMBER EXPLANATION: APPROVALS: '~./'} 9 t l?wvJ.. \~~ Department Head (date) AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Contracts $ 200.00 Training $ 200.00 AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Budget Amendment to move money from Co ntracts to Training i n th e Pregancy Ca re Management Program. Section 2 . Copies of this budget amendment shall be furnished to the Clerk of the Board, and to the Bud get Officer and the Finance Officer for their direction . Adopted this Margaret Reg i na Wheeler, Clerk to the Board day of ,2015 Jim Burgin , Chairman Harnett County Board of Commissioners 101915 HC BOC Page 471 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016: Section 1. To amend the WIOA Youth In -School Program Fund, the appropriations are to be changed as follows: EXPEND ITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 234-7405-465.58-14 Travel Administration 250.00 2 34-7 405-465.60-31 Gas, Oil, & Auto Supplies 250.00 234-7407-465.58-14 Travel Administration 350.00 234-7407-465.60-31 Gas, Oil, & Auto Supplies 350.00 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION: To move 250.00 into line item 234-7405-465 .60-31 from 234-7405-465.58-14 to pay for servic ing and gas for the County Car. Also moving $350 from line item 234-7407-465.58-14 into 234-7407-465.60-31 for servicing and gas of the County Car. APPROVALS: ~~d~e~ '" in nee Offictt(! I~ 9iu?ve.; (:.~: ? -; ( Section 2. Copies of this budget amendment shall be furnishe to the Clerk to the Board, and to the Budget Officer and the Finance Officer for their direction. Adopted this Margaret Regina Wheeler Clerk to the Board day of Jim Burgin, Chairman Harnett County Board of Commissioners 101915 HC BOC Page 472 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Caro lina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016: Section l.To amend the Transportation, the appropriations are to be changed as follows: EXPENDITURE AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE 110-4651-410.11-00 Salary & Wages 110-4651-410.11-06 Comp Time Payout 138 REVENUE AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE EXPLANATION : Increase line item to payout balance of res igned employee's accrued Comp time. APPROVALS : ~c;:~ ........ /4'?c Department Head (date) AMOUNT DECREASE 138 AMOUNT DECREASE Section 2 . Copies of this budget amendment shall be furnished to the Clerk to the Board, and to the Budget Officer and the Finance Officer for their direction. Adopted this. ______ day of ______ .~ ______ _ Jim Burgi n, Cha i rman Margaret Regina Wheeler Clerk to the Board Harnett County Board of Commissioners \DD 1 101915 HC BOC Page 473 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina , that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016: Section 1. To amend the Transportation Budget, the appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-46S0-410.11-00 Salaries & Wages 1,000 110-4650-410.32-92 Pre-Employment Screening 1,000 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION : To cov er the cos t of employee drug and alcoho l screening fo r Fiscal Year 2015-201 6. APPROVALS: ~~G/ 2 r..~ /r artment Head (date) Section 2. Copies of this budget amendment shall be furnished to the Clerk to the Board , and to the Budget Officer and the Finance Officer for their direction. Adopted this _______ day of _______ ..J 2015 . Jim Burgin , Chairman Margaret Regina Wheeler Clerk to the Board Harnett County Board of Comm issi oners 9l i 101915 HC BOC Page 474 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board ofthe County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016; Section 1. To amend the General Fund , Aging Division/Health Department, the appropriations are to be changed as follows: EXPENDITURE CODE NUMBER 110-7500-441.54-26 110-7500-441.60-33 REVENUE CODE NUMBER EXPLANATION: APPROVALS: AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Advertising $ 89.00 Materials & Supplies $ 89.00 AMOUNT AMOUNT DESCRIPTION OF CODE INCREASE DECREASE Budget Amendment to move funds from Materials and Supplies to Advertising to cover the cost of a ad in the Daily Record for In Home Aides services . Section 2. Copies of this budget amendment s hall be furnish ed to the Clerk of the Board, and to the Budget Officer and the Finance Officer for their direction. Adopted this Margaret Regina Wheeler, Clerk to the Board day of ,2015 Jim Burgin , Chairman Harnett County Board of Commissioners \ 05i 101915 HC BOC Page 475 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016. Section 1. To amend the General Fund , Public Buildings Department, the appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-4610-410-33.45 Contracted Services $96 110-4610-410-33.50 Contracted Services (Mise) $96 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION : Move monies to cover vehicle/equipment inspection by Cease Fire Adopted this day of Margaret Regina Wheeler, Cl erk to the Board 120 15 . Jim Burgin, Chairman Harnett County Board of Commissioners ~Oi 101915 HC BOC Page 476 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina that the following amendment be made to the annual budget ordinance for the fiscal yea r ending June 30, 2016 : Section 1. To amend the General Fund , Emergency Services Depa rtment, the appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 110-5300-420.11-00 Salaries & Wages $4884 110-5300-420.11-13 Salaries & Wages I Vacation Payout $4884 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION : To budget the transfer of funds to Salaries & Wages I Vacat io n Payout due to the r esignati on of an employee. -+ 09/14115 Rudolph H Walters, Jr APPROVALS : Section 2. Copies of this budget amendment sha ll be furnis hed to the Clerk to the Board, and t o the Budget Officer and the Finance Officer for their direction. Adopted this ___ day of ____ , 2015 . Ma r garet Regina Wheele r Clerk to the Board Jim Burgin, Cha irman Harnett County Board of Comm i ss ioners 101915 HC BOC Page 477 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016: Section 1. To amend the WIOA Adults Program Fund, the appropriations are to be changed as follows: EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 234-7410-465.58-19 Participant Travel 10000 234-7410-465.35-83 Tra ining Vouchers-Non ITA 16,000 234-7410-465.32-73 Participant Training-ITA 6000 234-7410-465.32-72 Supportive Service 3000 234-7410-465.35-61 Work Experience Wages 3000 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION: To adjust FY 2016 budget to reflect grant award. D partment Head (date)o//Hf/b Section 2. Copies of this budget amendment shall be furnished to the Clerk to the Board, and to the Budget Officer and the Finance Officer for their direction. Adopted this Margaret Regina Wheeler Clerk to the Board day of Jim Burgin, Chairman Harnett County Board of Commissioners 04 i 101915 HC BOC Page 478 BUDGET ORDINANCE AM ENDMENT BE IT ORDAINED b y the Governing Board of th e County of Harnett, North Caro li na that the following amendment be made to the annual budget ordinance for the f iscal year ending June 30, 2016: Section 1. To amend the HC WIOA Di slocated Worker Program Fund , the appropriations are to be changed as follows: EXPENDITURE CODE NUMBER DESCRIPTION OF CODE 234-7411-465 .35-61 Paid Work Experience 234-7411-465 .35-83 Participant Training-Non ITA 234-7411-465 .32-73 Part icipant Training-ITA 234-7411-465 .35-27 Child Care REVENUE CODE NUMBER DESCRIPTION OF CODE Margaret Reg i na Wheeler Clerk to the Board AMOUNT AMOUNT INCREASE DECREASE 3000 5500 2000 500 AMOUNT AMOUNT INCREASE DECREASE Jim Burgin, Chairman Harnett County Board of Commiss ione r s 101915 HC BOC Page 479 BUDGET ORDINANCE AMENDMENT BE IT ORDAINED by the Governing Board of the County of Harnett, North Carolina, that the following amendment be made to the annual budget ordinance for the fiscal year ending June 30, 2016 : Section 1. To amend the PU 531 Accounts Balance, Public Utilities Department, the appropriations are to be changed as follows : EXPENDITURE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE 531-9000-431-33-50 Operating-Contracted/Contracted Services (Mise) $2,500.00 531-9000-431-30-04 Operating/Professional Services $2,500.00 REVENUE AMOUNT AMOUNT CODE NUMBER DESCRIPTION OF CODE INCREASE DECREASE EXPLANATION : Increase Mise Contracted Service for H.T.E. Maintenance Renewal. Adopted this day of 12015. Jim Burgin, Chairman Margaret Regina Wheeler, Clerk to the Board Harnett County Board of Commissioners 101915 HC BOC Page 480