It is the purpose of this policy to attempt to provide a framework
for the proper conduct of County employees while on the job. It is
further intended that discipline, where justified, be meted out in
an equitable manner. Finally, it is intended that within very broad
and general guidelines, department heads and authorized supervisors
are responsible for the implementation of this policy within their
specific jurisdictional work areas.
A. Work supervisors or department heads should be certain that new employees
are aware of existing work rules. This should be done during the employee's
initial orientation and should be repeated at the end of the evaluation
period.
B. Employees will be provided with an Employee Handbook which will discuss
examples of inappropriate working behavior. In addition, department
heads or supervisors will discuss departmental rules with new employees
and periodically with all employees as the need arises.
C. Employees are expected to follow the regulations set forth in the
personnel rules and directions of their supervisor. When an employee
fails to follow these rules or disobeys the supervisor, that employee
becomes subject to disciplinary action. Causes for reprimand, written
or verbal, demotion, suspension, or dismissal include, but are not
limited to, the following reasons.
D. Unacceptable behavior. Any action that reflects discredit upon the
County or is a direct hindrance to the effective performance of the
departmental function shall be considered good cause for disciplinary
action. Common sense is the underlying basis of this work principle.
Examples of unacceptable behavior include:
(2) Leaving duty prior to the end of the assigned shift.
(3) Failure to complete duties as assigned.
(4) Failure to request leave in the authorized manner.
(6) Discourtesy or disrespect to a member of the public, a coworker or
a County official.
(7) Disadvantaging any individual, with respect to compensation, terms,
conditions or privileges of employment, because an employee uses lawful
products during nonworking hours.
(9) Intoxication while on duty from alcohol or other substances.
(10)
Carrying a firearm other than by authorized personnel.
(11)
Failure to follow a specific order by a supervisor.
(12)
Willful damage to or destruction of County property and/or public
records.
(13)
Theft of County property and/or public records.
(14)
Acts, threats, or perceptions of violence toward any persons
while on duty.
(15)
Any form of unlawful harassment, particularly sexual harassment.
(16)
Willful misrepresentation or concealment of any fact requested
during the hiring process.
(17)
Gross misconduct other than items listed above.
(18)
Upon conviction of a felony involving moral turpitude.
(19)
Violation of the County Smoking Policy.
(20)
Violation of the County Drug and Alcohol Free Workplace Policy.
(21)
Violation of County E-Mail or Internet Policy.
E. While this listing is not comprehensive, it is sufficient to demonstrate
the types of behavior that may indicate an improper attitude toward
the job. Depending on the level of contact with the public and job
functions, each department may find it necessary to develop and enforce
its own dress code and appearance policies, within reason.
[Amended 2-18-2020]
An authorized smoking area for employees and members of the
public for each County building will be designated by the Facilities
Manager with approval by the County Board. This authorized smoking
area does not permit smoking cannabis on the premises. Smoking, consuming,
or otherwise possessing cannabis products is not allowed on any County
property.
[Amended 2-18-2020]
In accordance with the Federal Drug-Free Workplace Act [41 U.S.C.
§ 8102 et seq. (2018)] and the Illinois Drug Free Workplace
Act [30 ILCS 580/1 et seq. (2018)], the following policy regarding
the illegal use of drugs or alcohol by McLean County employees shall
be distributed to all County employees and included in any orientation
of new employees.
A. Purpose. The purpose of this policy is to provide a safe and productive
work environment that protects the safety, health, and well-being
of employees and other individuals in our workplace. Alcohol and drug
use and abuse pose a threat to the health and safety of employees
and to the security of our facilities and equipment. For these reasons,
McLean County is committed to the elimination of drug and/or alcohol
use and abuse in the workplace through the adoption of a zero-tolerance
drug- and alcohol-free workplace policy.
B. Definitions.
(1) The use of the term "drug" in this policy refers to both legal and
illegal controlled substances unless the legal use is pursuant to
instruction of a medical professional licensed to prescribe who has
been informed of the employee's job duties and has advised that the
substance use does not adversely affect the employee's ability to
safely perform his or her job. The term "drug" includes but is not
limited to cannabis, cocaine, heroin, opiates, PCP, and amphetamines.
(a)
While the County will not penalize a person solely for his or
her status as a qualifying patient under the Compassionate Care Act,
any employee who is registered as a qualifying patient is nevertheless
required to comply with this policy and is subject to discipline up
to and including discharge for violations of this policy.
(2) As used in this section, the following terms shall have the meanings
indicated:
CONTROLLED SUBSTANCES
All forms of narcotics, depressants, stimulants, hallucinogens,
and cannabis; the sale, purchase, transfer, use or possession of which
is prohibited or restricted by law. This includes, but is not limited
to, any drug or its immediate precursor classified in Schedules I
through V under the federal Controlled Substances Act.
ILLEGAL DRUG/ILLEGAL DRUG USE
Any drug which is unlawful for the person to use, possess,
or distribute under Illinois or federal law. "Illegal drug use" means
the actual or attempted possession, use, manufacture, or delivery
of an illegal drug, and the use of prescription or over-the-counter
drugs in amounts which exceed standard dosage or do not follow the
prescription.
OVER-THE-COUNTER DRUGS
Drugs which are generally available without a prescription
from a medical doctor and are limited to those drugs which are capable
of impairing the judgment or functioning of an employee to safely
perform his or her duties. It is the employee's responsibility to
determine whether any particular over-the-counter drug is safe for
use.
REASONABLE SUSPICION
Having specific and articulable facts and inferences concerning
work performance, appearance, behavior, and other circumstances that
would lead a reasonable person to believe that the individual is or
has been under the influence of drugs or alcohol while on duty.
SUBSTANCE ABUSE PROFESSIONAL
A licensed physician (medical doctor or doctor of osteopathy),
or a licensed or certified psychologist, social worker, employee assistance
professional, or addiction counselor (certified by the National Alcoholism
and Drug Abuse Counselors Certification Commission) with knowledge
of and clinical experience in the diagnosis and treatment of alcohol-
and controlled-substances-related disorders.
UNDER THE INFLUENCE
A person is under the influence if the person's mental and
physical faculties are adversely affected to a noticeable or perceptible
degree by the use of alcohol or drugs. A person may be deemed "under
the influence" if the person tests positive for alcohol or drugs,
taking into account the totality of the circumstances.
C. Scope.
(1) This policy applies to all County employees, volunteers, elected
officials, appointed officials and interns. This policy also applies
to any individual who is conducting business for the County or conducting
business on the County's property.
(2) This policy applies during all working hours, whenever conducting
County business, while on call, while on paid standby, while on or
in County property, while operating any vehicle while working, and
while conducting related work off site. This policy also applies during
meal periods or other breaks if an individual is expected to return
to work after the break.
(3) Employees in safety-sensitive positions or governed under state or
federal laws, regulations or statutes may have further restrictions
regarding alcohol and drug use and should refer to Department policy
or applicable collective bargaining agreement.
(4) The County does not intend to interfere in the lawful activities
conducted during the private lives of its volunteers, elected officials,
appointed officials, County employees and interns. However, the County
expects its volunteers, elected officials, appointed officials, employees
and interns to report to work in a condition to perform duties in
a safe, effective, and efficient manner.
(5) The alcohol restrictions in this policy are not intended to apply
to social gatherings or community events where employees are not working
or are not expected to return to work.
D. Prohibited activity. McLean County has a zero-tolerance policy toward
the consumption of alcohol or drugs in the workplace. The following
conduct is strictly prohibited and may subject an employee to immediate
discipline, up to and including termination.
(1) The use, sale, purchase, manufacture, distribution, dispensation,
transfer, or possession of nonprescribed drugs, cannabis, controlled
substances, or alcohol is prohibited on County premises, and is cause
for immediate discharge. "County premises" includes all job sites,
land, property, buildings, structures, installations, parking lots,
machinery, vehicles, or means of transportation owned or managed by
or leased to County or otherwise being utilized for County business,
and private vehicles while parked or operated on County premises.
Any alcohol, cannabis, or illegal substances found on County premises
will be turned over to the appropriate law enforcement agency and
may result in criminal prosecution.
(2) Employees are prohibited from working while impaired due to the consumption
of alcohol or drugs during work time, or during breaks. Any employee
violating this prohibition will be subject to disciplinary action
up to and including immediate discharge.
(3) Employees must not operate machinery (e.g., motorized vehicles or
other heavy equipment) or handle weapons if they are impaired due
to the consumption of alcohol or a drug (including prescribed medicine
or cannabis), or if they are aware they have a medical condition which
may adversely affect their ability to perform such duties or that
may affect the safety of the employee, other employees, or the public.
Any employee who is unable to continue safely performing his/her job
duties should notify his/her supervisor of such impairment as soon
as the employee becomes aware of the situation. Any employee violating
this prohibition will be subject to disciplinary action up to and
including immediate discharge.
(4) Under no circumstance may an employee operate an automobile (private,
rental, or County-owned) for business purposes while intoxicated or
under the influence of alcohol, any controlled substance, or cannabis,
even if outside of working hours. Any employee violating this prohibition
will be subject to disciplinary action up to and including immediate
discharge.
E. Actions to be taken.
(1) Reasonable suspicion. If there is a reasonable suspicion that a McLean
County employee is impaired by or involved in the use, sale, purchase,
manufacture, distribution, dispensation, transfer, or possession of
drugs or alcohol, the situation will be immediately investigated by
the department head, his or her designee, or immediate supervisor.
(2) An employee will be considered to be impaired, and in violation of
County policy, when there is a good-faith belief that the employee
manifests specific, articulable symptoms while working that decrease
or lessen the employee's performance of the duties or tasks of the
employee's job position, including symptoms of the employee's speech,
physical dexterity, agility, coordination, demeanor, irrational or
unusual behavior, or negligence or carelessness in operating equipment
or machinery; disregard for the safety of the employee or others,
or involvement in any accident that results in serious damage to equipment
or property; disruption of a production process; or carelessness that
results in any injury to the employee or others. If an employee is
disciplined or discharged for being impaired by drugs or alcohol while
performing their job duties, the employee will be provided a reasonable
opportunity to contest the basis of the County's determination, but
any final decision will be made within the County's sole and exclusive
discretion.
(3) An employee who is reasonably suspected of being impaired due to
the consumption of alcohol, cannabis or a controlled substance may
be required to take a medically approved test(s), to be given by authorized
personnel, to determine whether the County's Zero-Tolerance Drug and
Alcohol Policy has been violated. No employee shall refuse to submit
to a drug or alcohol test under this policy.
(4) No employee shall report to work, attempt to report for work or remain
at work while impaired by alcohol or drugs.
(5) If the investigator of the situation finds a McLean County employee
to be involved with the use, sale, purchase, manufacture, distribution,
dispensation, transfer, or possession of alcohol or drugs at the workplace,
while performing work for the County, or on County property, the employee
shall be subject to disciplinary action up to and including immediate
discharge.
(6) The County reserves the right to inspect packages, bags, purses,
briefcases, desks, lockers, automobiles, physical premises, etc.,
where there is reasonable suspicion that illegal drugs or alcohol
may be present on County property. An employee's failure to cooperate
with an investigation may result in disciplinary action, including
but not limited to immediate discharge.
(7) Any actions against an employee shall be in accordance with Article
VIII of this chapter. The severity of the situation and appropriate corrective discipline shall be determined by the department head, his or her designee, or immediate supervisor in accordance with §
108-73A, Progressive discipline, of Article
VIII of this chapter. In addition, any such situation that could involve a criminal offense shall be immediately reported to law enforcement independently of any action taken due to the individual's status as a County employee.
(8) Any probationary employee, volunteer, or intern who violates this
policy shall be terminated immediately. Violations of any provision
of this policy by any individual who is conducting business for the
County while under contract with the County shall be cause for the
County to terminate the contract, unless the contractor elects to
take appropriate actions with the individual who violated this policy.
If an employee is subject to a collective bargaining agreement with
terms that differ from this policy, the collective bargaining agreement
is controlling.
F. Conditions of employment.
(1) As a condition of employment, a McLean County employee will:
(a)
Abide by the terms stated in this Zero-Tolerance Drug- and Alcohol-Free
Workplace Policy.
(b)
Provide written notification to his/her supervisor if he/she
is found guilty of, pleads guilty or no contest to, or is sentenced
for a violation of a criminal drug statute. A criminal drug statute
is a federal or state law, violation of which carries the possibility
of incarceration and which involves the use, manufacture, distribution,
dispensation, or possession of any controlled substance. The notification
must be within five calendar days of the event. The supervisor will
immediately notify the department head, who will notify County Administration.
When appropriate, federal agencies will be notified within 10 calendar
days. If Mclean County receives notice of a conviction of a violation
of a criminal drug statute, the County will take appropriate action
against such employee within 30 days of the notification, up to but
not limited to immediate discharge.
(c)
Participate in the McLean County Employee Assistance Program
as directed.
(2) This policy will be construed in accordance with the Americans with
Disabilities Amendments Act ("ADAA"). Any employee who is in need of some form of reasonable
accommodation in order to assist him/her in the performance of his/her
essential job functions should notify their supervisor.
G. Employee Assistance Program.
(1) The use of alcohol and drugs has serious consequences upon users,
their families and friends, including social, economic and personal
tragedies. The County supports employees voluntarily seeking help
for such problems before becoming subject to discipline and/or termination
under this and other policies. Any employee who requires assistance
to control his or her use of drugs and alcohol may confidentially
call the County's Employment Assistance Program at 1-800-433-7196
to make an appointment or seek assistance from their department head.
(2) If appropriate, McLean County may require the employee to satisfactorily
participate in a drug abuse assistance or rehabilitation program approved
for such purposes by a federal, state, or local health, law enforcement,
or other appropriate agency. The County will assist the employee in
the selection of a drug and alcohol treatment center or rehabilitation
program.
H. Confidentiality. All information received by the County, including
but not limited to drug test results, drug and alcohol dependencies
and legitimate medical explanations, shall be kept confidential to
the extent required by law and shall be maintained in secured files
separate from normal personnel files. Access to this information is
limited to those who have a legitimate need to know in compliance
with relevant laws, charges, claims, legal proceedings and management
policies.
I. Training. Department heads and supervisors will be trained to identify
alcohol and controlled substances impairment.
The County of McLean values its employees and citizens and the
County Board affirms its commitment to providing workplaces and facilities
that minimize the potential for violence. It is the intent of this
policy to ensure that everyone associated with McLean County, including
employees and the public, never feels threatened by any forms of violence.
McLean County has a zero-tolerance policy for violence, whether by
or toward employees. "Violence" shall include physically harming another,
shoving, pushing, harassing, intimidating, coercing, brandishing weapons,
and threatening or talking of engaging in those activities. It shall
also include acts, threats, intentions of harm, destruction, towards
self, others or property, and may be psychological as well as physical,
and the perception thereof.
A. Disciplinary action. If it has been determined that an employee is
engaging in any form of violence in the workplace or threatening violence
in the workplace, the employee shall be terminated immediately. No
talk of or joking about violence will be tolerated. In cases of acts
or threats of violence by employees, the County endorses immediate
and definitive use of the disciplinary process outlined in this chapter,
resulting in termination of said employees. Criminal prosecution will
be pursued as appropriate, as well. The County also advocates a preventive
approach whereby merit system rules and regulations are fairly and
consistently administered, and where troubled employees receive guidance
and, if necessary, professional help.
B. Responsibility.
(1) The County Administrator's Office has overall responsibility for
maintaining this policy, administering workplace violence prevention
measures, and coordinating post-incident activities. The County Administrator's
Office will also identify resources that departments may use in developing
their training plans and workplace violence measures.
(2) If elected department heads, or departments operated under the authority
of separate governing boards choose to adopt a different policy, they
are expected to provide a copy of it to the County Administrator's
Office.
(3) Managers and supervisors shall make safety one of their highest concerns.
When made aware of a real or perceived threat of violence, management
shall conduct a thorough investigation, provide support for employees,
and take specific actions to help prevent all acts of violence. Management
is also responsible for documenting and reporting such incidences
to the respective department heads.
(4) Employees shall report all acts and/or threats of violence to their
supervisors or department heads. Employees should learn to recognize
and respond to behaviors by potential perpetrators that may indicate
a risk of violence.
C. Continual review. The County Administrator's Office shall develop
a method for receiving and reviewing reports of violence and threats
of violence. Information and data from such reports shall be utilized
to establish a continual improvement process for reducing the potential
for adverse outcomes associated with acts or threats of workplace
violence.
[Amended 12-19-2017; 2-18-2020]
A. Reporting of complaint.
(1) Employees of any County department or office who wish to register
a complaint of sexual harassment (or any form of harassment based
on actual or perceived race, color, religion, sex, pregnancy, disability,
national origin, ancestry, age, order of protection status, genetic
information, marital status, disability, sexual orientation, including
gender identity, unfavorable discharge from the military or status
as a protected veteran) in violation of this policy should deal with
the incident(s) as directly and firmly as possible by clearly communicating
the objectionable nature of the behavior to the offending person,
and his/her supervisor, and contacting the Office of the County Administrator
at admin@mcleancountyil.gov or (309) 888-5110. If the harasser is
the immediate supervisor, the complaint should be reported to the
next level of management and the Office of the County Administrator.
Individuals may also register a complaint with the County Ethics Officer,
the Illinois Inspector General or the Illinois Department of Human
Rights.
(2) It is not necessary for sexual harassment to be directed at the person
making a complaint.
(3) Individuals alleging violations of this policy should report the
alleged complaint immediately upon experiencing or learning of the
alleged complaint.
B. Investigation of claims.
(1) All allegations of harassment will be investigated thoroughly. The
facts will determine the response of the County to each allegation.
Substantiated acts of harassment will be met with appropriate disciplinary
action by the County up to and including termination. No reprisal
or retaliation against the employee reporting the allegation of harassment
will be tolerated. The reporting employee is entitled to whistleblower
protections under the State Officials and Employees Ethics Act, the
Whistleblower Act, and the Illinois Human Rights Act.
(2) County employees to whom a complaint is reported should immediately
report the alleged incident to the appropriate County office. Supervisory
employees who fail to report alleged or suspected violations of this
policy to the appropriate office in a timely manner may be subject
to disciplinary action, up to and including termination.
(3) The Office of the County Administrator shall be responsible for receiving
and reviewing claims of discrimination as may be filed from time to
time by individuals who wish to have a particular policy or situation
reviewed for compliance. Should an individual feel he or she has been
discriminated against, that individual has the right to file a grievance
with the County.
C. All complaints shall be made in writing, or may be recorded by someone
other than the complaining individual if he or she cannot write. Such
complaints shall be filed with the Office of the County Administrator.
D. The complaint shall include the full name, address, and phone number
of the complaining individual and briefly state the nature of the
complaint or a description of the alleged violation and should include
date, time and place of violation. Written records such as letters,
notes, memos, texts, and telephone messages may be included.
E. The complaint must be filed within 10 business days after the complainant
becomes aware of the alleged violation.
F. The County Administrator shall be responsible for conducting or assigning
the investigation into the allegation. Said investigation shall include
evidence and statements from those associated with the allegation
and may include other documents or evidence as provided following
the filing of any complaint. Said investigation will afford all interested
persons and/or their representatives, if any, an opportunity to submit
evidence relevant to a complaint. All complaints, including anonymous
complaints, will be accepted and investigated; however, because of
the serious implications of sexual harassment charges and the difficulties
associated with their investigation and questions of credibility,
the claimant's willing cooperation is a vital component of an effective
inquiry and an appropriate outcome.
G. A written determination as to the validity of the complaint and a
description of the resolution, if any, shall be issued by the Office
of the County Administrator and a copy forwarded to the complainant
no later than 60 days after its filing.
H. The Office of the County Administrator shall maintain all records
of complaints and resolutions filed under this article relating to
all claims of discrimination with the County of McLean, if any, for
five years.
I. The complainant may request a reconsideration of the written determination
made by the Office of the County Administrator. The request for same
shall be filed in writing with the Office of the County Administrator
no later than 15 days after written determination has been sent to
the complainant.
J. The right of the person to a prompt and equitable resolution of the
complaint filed hereunder shall not be impaired by the person's pursuit
of other remedies, such as filing of a complaint with the responsible
state or federal department or agency. Use of this grievance procedure
is not a prerequisite to the pursuit of other remedies. An employee
has the right to contact the Illinois Department of Human Rights (IDHR)
or the Equal Employment Opportunity Commission (EEOC) about filing
a formal complaint. An IDHR complaint must be filed within 180 days
of the alleged incident(s) unless it is a continuing offense. A complaint
with the EEOC must be filed within 300 days. In addition, an appeal
process is available through the Illinois Human Rights Commission
(IHRC) after IDHR has completed its investigation of the complaint.
Where the employing entity has an effective harassment policy in place
and the complaining employee fails to take advantage of that policy
and allow the employer an opportunity to address the problem, such
an employee may, in certain cases, lose the right to further pursue
the claim against the employer. Contact information for IDHR, IHRC,
and EEOC is as follows:
Illinois Department of Human Rights (IDHR)
|
Chicago: 312-814-6200 or 800-662-3942
|
Chicago TTY: 866-740-3953
|
Springfield: 217-785-5100
|
Springfield TTY: 866-740-3953
|
Marion: 618-993-7463
|
Marion TTY: 866-740-3953
|
|
Illinois Human Rights Commission (IHRC)
|
Chicago: 312-814-6269
|
Chicago TTY: 312-814-4760
|
Springfield: 217-785-4350
|
Springfield TTY: 217-557-1500
|
|
United States Equal Employment Opportunity Commission (EEOC)
|
Chicago: 800-669-4000
|
Chicago TTY: 800-869-8001
|
K. This policy and procedure shall be construed to protect the substantive
rights of interested persons to meet appropriate due process standards,
and to assure that the County of McLean complies with all state and
federal implementing regulations.
L. False and frivolous complaints.
(1) Any knowingly false claims regarding violations of the County's harassment policies shall be dealt with pursuant to the County's discipline procedure as found in §
108-73 of this Code.
(2) False and frivolous complaints refer to cases where the accuser is
using a harassment complaint to accomplish some end other than stopping
harassment. It does not refer to charges made in good faith which
cannot be proven. Given the seriousness of the consequences for the
accused, a false and frivolous complaint is a severe offense that
can itself result in disciplinary action.
McLean County endeavors to follow a progressive discipline policy.
The supervisor and/or the department head has the discretion to select
the appropriate correction of unacceptable employee behavior. Progressive
discipline may include counseling (talking to the employee) and seeking
outside assistance. In instances where verbal discipline is not effective
or appropriate, an employee may receive written notification of reprimand,
suspension, demotion, and/or, ultimately, dismissal. Additionally,
if a department head has evidence or credible reason to believe that
an employee has engaged in some form of serious misconduct, the department
head may immediately place the employee on administrative leave with
pay, pending the outcome of an investigation into the suspected violation.
A. Progressive discipline. Progressive discipline should follow a consistent
pattern and shall apply in both single and habitual cases of violation.
Steps in progressive discipline may include one or more of the following:
(2) Oral reprimand or warning.
(3) Written reprimand or warning.
(5) Final action. Demotion or discharge is the final action.
B. Right to grieve adverse action. Employees who wish to challenge any disciplinary action may appeal through the grievance policy (see Article
X).
C. Two-year retention limit on disciplinary files. All written reprimands
on file will be removed if, for the two-year period following the
written statement, the employee remains in continuous active service,
does not commit any other acts of misconduct and receives performance
appraisals of satisfactory or better.
D. Responsibility for documentation. Documentation concerning disciplinary
actions shall be placed in the department's personnel files. Employees
shall also be required to acknowledge receipt of any reprimand or
warnings by signing the disciplinary action form. It is not, however,
considered an acceptance of or agreement to the action taken.
No permanent full-time or part-time employee shall engage in
outside employment which is not compatible with the full and proper
discharge of duties and responsibilities of one's position or which
tends to impair the capacity to perform one's duties and responsibilities
in an acceptable manner. The County must assure that no conflict or
appearance thereof occurs, and that no unauthorized use of position
or County facilities or property takes place.
A. Procedure. A full-time or part-time employee wishing to engage in
outside employment shall notify the department head of outside employment.
The department head shall evaluate the outside employment and determine
its compatibility with the employee's obligation for full discharge
of duties and responsibilities.
B. Internal regulations.
(1) To ensure compliance with the Fair Labor Standards Act, part-time
employment within the full-time employee's own department or within
another unit of County government is prohibited, except when all three
of the following conditions apply:
(a)
Performance of the extra duties is completely voluntary;
(b)
Performance of the extra duties is occasional and sporadic,
and on a part-time basis; and
(c)
Performance of the extra duties is in a different capacity from
any capacity in which the employee is regularly employed.
(2) Any activities or duties that meet the aforementioned criteria are
not subject to overtime.
No County employee shall engage in political activities during
working hours. No County employee shall use his or her position or
the authority of his or her office to solicit contributions or any
other support of partisan political activities. No County employee
will be intimidated into supporting or contributing to partisan political
activities. Any violation of this rule is cause for suspension or
dismissal. Outside of working hours, there shall be no restriction
on political activities, except employees under federal grants covered
by the Hatch Act.
No employee shall solicit or accept any gift from any prohibited source or in violation of any federal or state statute, rule, regulation or any ordinance or resolution. This ban applies to and includes spouses of, and immediate family living with, the employee. A detailed description of this policy can be found in Chapter
37, Ethics, of the McLean County Code.