[Ord. No. 11-0218 §§ 1 — 2, 6-18-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0507, 12-10-2018]
A. 
Policy.
1. 
It is the policy of Jefferson County to provide equal employment opportunity to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or status as a Vietnam era or special disabled veteran in accordance with applicable Federal law. In addition, it is the policy of the County to comply with all applicable State and local laws governing non-discrimination in employment in each locality in which it has employees.
2. 
This policy applies to all terms and conditions of employment, including, but not limited to, hiring, placement, promotion, termination, recall, transfer, leaves of absence, compensation and training. Employment decisions are based on individual merit, ability and related performance.
3. 
It is the responsibility of each elected or appointed County Officer to create an atmosphere free of discrimination and harassment, sexual or otherwise. In addition, it is the responsibility of each employee to respect the rights of coworkers, citizens and visitors to our facilities.
4. 
In support of this policy, Jefferson County expressly prohibits any form of employee harassment based on race, religion, sex, national origin, age, disability or an individual's status in any class protected by Federal, State or local law. Improper interference with the ability of our employees to perform their expected job duties will not be tolerated.
a. 
Specifically, with respect to sexual harassment, the County prohibits:
(1) 
Unwelcome sexual advances;
(2) 
Requests for sexual favors; and
(3) 
All other verbal or physical conduct of a sexual or other offensive nature where:
(a) 
Submission to such conduct is made either explicitly or implicitly a term or condition of employment;
(b) 
Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual; and/or
(c) 
Such conduct has the purpose or effect of unreasonably creating an intimidating, hostile or offensive working environment.
5. 
Other forms of harassment, such as, but not limited to, verbal, physical, or visual actions based on race, creed, disability, color, age, religion, national origin, gender, ancestry, political affiliation, political activity or lack thereof, and union membership or non-membership, which has the effect of creating an intimidating, hostile, or offensive work environment is not acceptable behavior.
6. 
Jefferson County discourages elected or appointed County Officers from dating any subordinate. Such relationships can be disruptive to the work environment, create a conflict of interest or the appearance of a conflict of interest, and lead to charges of favoritism, discrimination, and claims of indirect sexual harassment.
7. 
The Department of Justice requires all entities applying for Federal grants to develop an Equal Employment Opportunity Plan (EEOP) Short Form. A copy of the County's plan is available from the Human Resources Office on request.
B. 
Procedure.
1. 
If an employee experiences any job-related harassment or believes he/she has been treated in an unlawful discriminatory manner, he/she should promptly report the matter to the Human Resources Manager.
2. 
Upon receipt of a complaint, the Division of Human Resources will undertake an investigation ensuring confidentiality to the maximum extent possible. The Division will conduct its investigation under the direction of the County Executive, the County Counselor and the Director of Administration to protect the investigation file to the maximum extent possible under the attorney-client privilege.
3. 
The Human Resources Manager will ensure that statements of the complainant, alleged offender and all witnesses are documented thoroughly and that the investigation is conducted in a thorough, objective manner and is considerate of the rights and emotions of all of the parties involved.
4. 
The investigation should be private and confidential to the greatest extent possible. However, no employee is to be promised strict or absolute confidentiality.
5. 
At the conclusion of the investigation by the Division of Human Resources, in conjunction with the Director of Administration, County Counselor, and the elected or appointed County Officer by which the alleged offender is employed, an appropriate course of action with respect to the alleged offender will be determined. Disciplinary action up to and including termination will be imposed if the investigation reveals that an individual is guilty of harassment or discrimination.
6. 
Any form of retaliatory action against any employee for filing a bona fide complaint under this policy or for assisting in a complaint investigation is expressly prohibited. If, after investigating any complaint of harassment or unlawful discrimination, the County determines that the complaint is not bona fide or that an employee has provided false information regarding the complaint, disciplinary action up to and including termination may be taken against the complainant or the individual falsifying information.
[Ord. No. 11-0218 §§ 1 — 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0507, 12-10-2018]
A. 
Jefferson County will identify and analyze all areas of its employment process so as to further the principles of equal employment opportunity. Employment decisions in all areas will be made in accordance with any agreements with bargaining unit employees, where applicable, and on the basis of furthering the objective of equal employment. The County will contact known sources of potential minority, women, disabled, and Vietnam era and special disabled veteran applicants so as to maximize the participation of such applicants.
B. 
The recruitment, hiring, termination, training, layoff and recall of all personnel will be accomplished without discrimination against any individual with regard to race, color, religion, sex, national origin, age, disability, or status as a Vietnam era or special disabled veteran or any individual's status protected by applicable State or local law.
C. 
Should reduction in the County's work force become necessary, any reduction in force will be based on non-discriminatory factors, including the bona fide seniority provisions of any agreements with an employee bargaining unit.
D. 
Jefferson County will administer the County's benefit plans, including, but not limited to, retirement, pension, disability and insurance benefits, in a non-discriminatory manner consistent with the Office of Federal Contract Compliance Programs (OFCCP) regulations and other Federal equal employment laws.
[Ord. No. 11-0218 §§ 1 — 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0507, 12-10-2018]
A. 
It is the policy and practice of Jefferson County to comply with the Americans with Disabilities Act[1] and ensure equal opportunity in employment for all qualified persons with disabilities. Jefferson County is committed to ensuring non-discrimination in all terms, conditions and privileges of employment. All employment, practices and activities, whether provided or conducted by Jefferson County or another entity on the County's behalf, will be conducted on a non-discriminatory basis.
[1]
Editor's Note: See 42 U.S.C. § 12101 et seq.
B. 
Preemployment inquiries are made only regarding an applicant's ability to perform the duties of the position. Preemployment physical examinations are required only for those positions in which there is a bona fide job-related physical requirement, and are given to all persons entering the position only after conditional job offers. Medical records will be kept separate and confidential.
C. 
Reasonable accommodation is available to all employees and applicants. All employment decisions are based on the merits of the situation in accordance with defined criteria, not the disability of the individual.
D. 
Jefferson County is committed to taking all other actions necessary to ensure equal employment opportunity for persons with disabilities in accordance with the Americans with Disabilities Act and all other applicable Federal, State and local laws.
[Ord. No. 11-0218 §§ 1 — 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0507, 12-10-2018; Ord. No. 23-0484, 11-27-2023]
A. 
Policy.
1. 
It is the policy of Jefferson County to provide equal opportunity to all employees and applicants for employment, regardless of any individual's race, religion, sex, national origin, age, disability or any other protected class status.
2. 
Jefferson County will comply with all Federal and State laws and will make the necessary and reasonable accommodations for the individuals participating in the application and hiring process. The County will make reasonable accommodations for qualified employees/candidates who have disabilities that do not restrict their abilities to perform the essential functions of the position.
3. 
The Division of Human Resources is responsible for soliciting qualified applicants through the most appropriate means available.
4. 
Jefferson County believes in considering employees for promotional opportunities and has established a job-posting program to provide all qualified employees with an opportunity to apply for positions in which they are interested and qualified.
5. 
Vacancies below the position of Division Manager shall be posted for a minimum of five (5) working days and may be posted for a longer period of time if the Human Resources Manager or the elected or appointed County Officer feels additional time shall be needed to attract a sufficient number of qualified applicants.
6. 
Positions may be posted internally and externally. The internal and external postings may be done concurrently. If advertised to the general public, notice may be placed in a newspaper of general circulation in Jefferson County and may be placed in other major newspapers, professional journals, vocational rehabilitation and other publications to attract qualified candidates.
7. 
The Director of Administration or his/her designee must coordinate the acquisition of information regarding applicants for all positions of employment within the County government and forward such information to the elected or appointed County Officer for hiring selection.
8. 
The Director of Administration must certify all additions, deletions and changes in payrolls of the County Employees Merit System participants.
9. 
Applications for employment will be made on forms approved by the Director of Administration. Applications may require information concerning personal characteristics, education, experience, references and other pertinent information related to the position. The applicant, attesting to the accuracy, truthfulness and completeness of the information provided, will sign all applications. The elected or appointed County Officer and the Director of Administration shall retain the right to request documentation and verification of pertinent information, such as education, experience and other claims by the applicant.
10. 
The Home Rule Charter of Jefferson County, Missouri, mandates that applicants for County employment or promotion must meet minimum standards for their position.
B. 
Procedure.
1. 
The position announcement shall include the position classification title, the pay range, a summary of the position description, the minimum necessary qualifications, an equal opportunity statement, an Americans with Disabilities Act statement, a deadline by which applications must be received in order to assure consideration, or notice that applications shall be received until further notice and any other information deemed appropriate.
2. 
A member of the Human Resources staff will collect and track all applications submitted.
3. 
The Human Resources Manager will evaluate and select for interview qualified internal candidates who complete the internal job application form and forward the names of those candidates to the appropriate elected or appointed County Officer.
4. 
For each position, all interviewed candidates shall be asked the same questions (to ensure compliance with Federal, State and any other applicable laws). The questions shall be reviewed by the Human Resources Manager prior to the scheduled interviews.
5. 
Applications of external candidates will be forwarded to the elected or appointed County Officer, after being reviewed by the Human Resources Manager to determine if minimum standards for the position are met by the applicant.
6. 
After a candidate has been selected, the elected or appointed County Officer will submit the requested change in payroll to the Director of Administration.
7. 
An offer of employment will be extended to the candidate by the elected or appointed County Officer after the certification in the change in payroll and contingent upon successfully passing a post-offer, preemployment medical examination, drug screening, a criminal background check and completing all other facets of the County's preemployment screening process to the satisfaction of the County. All applications will be returned to Human Resources for filing.
8. 
Active part-time/temporary/seasonal status employees may not transfer to a permanent full-time regular position without applying for competitive appointment. When an active part-time/temporary/seasonal status employee applies for and is selected for a permanent full-time position, the active part-time/temporary/seasonal position will be terminated and the employee will be processed as a new hire for salary and time-off benefit purposes instead of a demotion or promotion. Health benefit eligibility will be calculated pursuant to Section 230.230(A)(2).
9. 
Human Resources will contact all candidates who have been interviewed and not selected to inform them of the decision.
10. 
All new hires will report to the Department of Administrative Services, Human Resources Manager, prior to commencing employment.
11. 
The Human Resources Manager will ensure that all pertinent paperwork is completed, applicable policies are reviewed, benefit booklets issued, benefit programs reviewed and any questions answered.
[Ord. No. 11-0218 §§ 1 — 2, 6-28-2011; Ord. No. 13-0364 § 1, 9-9-2013; Ord. No. 18-0507, 12-10-2018]
A. 
Policy.
1. 
It is necessary that the County exercise sound judgment in the hiring and placement of employees who are closely related, reside together as domestic partners, or are involved in relationships due to the potential conflicts of interest in the working environment. Under no circumstances is an employee to be placed in a position where he or she is supervising or being supervised by a relative, domestic partner, or significant other.
2. 
Decisions regarding the hiring and placement of relatives, domestic partners, and significant others will be made by the County in a non-discriminatory manner on the basis of business necessity and in accordance with applicable law. No relative, domestic partner, or significant other of an employee will be hired to work within the same department or in any other position in which the County believes a conflict or the appearance of a conflict of interest may exist.
3. 
Any elected or appointed County Officer employee who, by virtue of his/her office or employment, names or appoints to County employment any relative within the fourth degree, by consanguinity or affinity, shall thereby forfeit his/her office or employment (Article VII, § 6, of the Missouri Constitution).
B. 
Definitions. As used in this Section, the following terms shall have these prescribed meanings:
DOMESTIC PARTNERS
Individuals who reside in the same household and are involved in a committed relationship, but who are not legally married.
RELATIVES
For purposes of this policy, a spouse, child, parent, sibling, grandparent, grandchild, aunt, uncle, first cousin, corresponding in-law, or step relation.
SIGNIFICANT OTHERS
Individuals who are dating or engaged to be married but may or may not reside together.
C. 
Procedure. The following procedure will apply when employees in a supervisory-subordinate relationship or employed in the same department marry while employed, reside in the same household as domestic partners, or become involved as significant others:
1. 
The transfer, at the earliest practicable time, of one (1) of the employees to a separate department or facility will resolve the situation. The transfer will be voluntary when possible.
2. 
When a voluntary transfer is not possible, the Director of Administration, in conjunction with the elected or appointed County Officer, will make the decision based on business needs and the availability of candidates to fill either position.
3. 
Reasonable effort will be made to place transferred employees into positions that are similar in terms of pay and status.