Kent County Code References
§ 68-7 — Vacancies, recruitments and
appointments.
§ 68-8 — Eligibility lists.
§ 68-9 — Probation.
§ 68-10 — Transfers, promotions and
demotions.
§ 68-14 — Disciplinary action.
§ 68-15 — Tenure of service.
§ 68-16 — Procedure of appeals.
§ 68-17 — Resignation and reemployment.
[Adopted 3-29-1989 (P-31)]
A. Requests
from department managers or elected officials to reclassify existing
positions or to approve new positions in the classified or unclassified
service may be submitted for review and recommendation by the Levy
Court at any time, but will only be considered for funding during
the preparation of the County's operating budget for the forthcoming
fiscal year.
B. Exception.
A majority of the Levy Court meeting in committee may recommend and,
upon receiving said recommendation, the Levy Court may vote to waive
this Policy if an emergency arises or unusual circumstances develop
during the fiscal year which clearly indicate that the strict implementation
of this Policy is not in the best interest of the County.
[Adopted 2-27-1990 (P-36)]
A. Due
to the physical requirements of some County positions, the Personnel
Director may require persons offered certain positions to submit to
a preemployment physical examination. If the results of the physical
examination indicate the individual is or will be unable to perform
the required duties of the position, with or without accommodation,
the potential employee will be notified and not hired for the vacant
position.
B. The
following will be the procedure:
(1) The prospective employee shall obtain a medical history form from
the Personnel Office, together with a letter from the Personnel Director
stating the duties the person will be performing for Kent County,
to present to the Kent Medical Center when reporting for the applicant's
physical.
(2) After the completion of all tests, the results (medical history form)
and a release form (signed by the applicant) are returned to the Personnel
Office by the physician performing the examination.
C. All
preemployment physicals will be administered by a licensed practicing
physician selected by Kent County. At a minimum, the examination shall
include the following:
Description of Exam
Office visit, including medical history review
Chest x-ray
Professional over-read of chest x-ray
Urine dip
CDC (complete blood count)
Venipuncture (drawing of specimen)
Drug and alcohol screen
Lumbar spine x-ray (limited or extensive)
Physical agility exam
D. If
a potential employee disagrees with the initial diagnosis of the physical
examination, he/she may seek a second opinion at his/her own expense.
If, after review, the second opinion contradicts the diagnosis of
the first physician, a third medical review may be undertaken at the
County's expense and the diagnosis of the third review shall
be final. If the third diagnosis confirms that of the second opinion,
the County shall reimburse the employee the cost for the second opinion.
If no third medical review is sought, the County can accept the second
and reimburse the employee the cost.
[Adopted 1-27-1998 (P-71)]
This Policy establishes a procedure for the conduct of criminal
background investigations for successful applicants for Kent County
positions.
A. As
part of the post-offer, preemployment process, all successful applicants
for full-time or part-time County positions shall undergo a criminal
background investigation in order to establish qualification for public
trust and protect fellow employees from potential harm.
B. Volunteers,
interns, paid seasonal or unpaid County positions, including but not
limited to athletic coaches, playground attendants, lifeguards, human
services interns, etc., that offer an opportunity to privately counsel,
advise, coach or instruct children, the handicapped or older adults
shall also undergo a criminal background investigation.
C. Those
applicants found to have a criminal record must undergo an additional
review process conducted by the Personnel Director and County Administrator
before any final offer of employment may be extended. The relevance
of the criminal record shall be examined to determine if it will have
an adverse impact on performance or place the County or its citizens
at potential risk.
D. If
an applicant refuses to cooperate in the background investigation
or is determined to be unqualified for a position due to his or her
criminal record, the applicant shall not be offered the position or,
if hired in an emergency, temporary, or probationary position, shall
be terminated. The applicant shall be advised of the determination
and may request reconsideration and a personal interview with the
Personnel Director and County Administrator.
E. The
criminal background investigation shall be in addition to reasonable
and routine personal and professional reference checks, education
and professional certification/license verification, driving record
search, etc.
F. The
Personnel Office shall be responsible for ensuring that the criminal
background investigation is completed and that evidence of same is
retained within the employee's confidential file.
[Adopted 2-24-1998 (P-69)]
This Policy establishes a procedure to conduct exit interviews
with persons terminating employment with Kent County. Exit interviews
are necessary to insure the return of County property and determine
reasons for departure.
A. On
or near the last day of active employment with Kent County, permanent
full-time and permanent part-time employees shall participate in an
exit interview conducted by the Personnel Office.
B. Employees
terminating County employment shall return all County property during
the exit interview, including but not limited to keys, communication
devices, computers, vehicles, identification badges, charge cards,
etc. The employee shall sign a statement including a list of returned
County property certifying that all such property has been returned.
C. Employees
terminating County employment who fail to return all County property
in their possession or assigned to them will reimburse the County
the full value of the missing County property or be subject to prosecution
to the fullest extent of the law.
D. The
Personnel Office shall acknowledge receipt of all returned County
property and return the property to the appropriate County department.
E. Employees
terminating County employment will be asked to complete a questionnaire
or answer questions which could assist the County in determining the
reasons for turnover. The Personnel Office shall annually report the
turnover rates for the County to the Levy Court, including the reasons
given during the exit interview process.
[Adopted 9-24-1996 (P-62)]
This Policy provides guidance to supervisors and employees when
requests for personal or professional references or information are
received by mail, telephone or in person.
A. It
is the policy of Kent County Levy Court not to give references, whether
favorable or unfavorable in nature, for former employees, unless the
former employee has submitted a duly signed Kent County Reference
Waiver Form or a consent form supplied by the prospective employer.
B. Unless
a signed Reference Waiver Form or consent form has been submitted,
the Kent County Personnel Office will verify only dates of employment,
final salary and job title.
C. Supervisors
or employees who receive requests for verification of employment or
general information regarding former employees must refer such requests
to the Personnel Office.
D. Reference
Waiver Forms are available at the Personnel Office or may be completed
at the time of termination of employment and maintained in the former
employee's file.
E. When
a duly signed Reference Waiver Form or consent form is submitted,
supervisors and employees are to provide only job-related information
and answer questions truthfully and accurately.