Special Note: For ease of readability, these policies follow the traditional English

practice of referring to unidentified individuals by the use of masculine pronouns.

County’s policy of equal employment opportunity and nondiscrimination extends to all

aspects of personnel administration including, but not limited to, recruitment,

employment, advancement and promotion, transfers, discipline, interviews, salary

adjustments, compensation and benefits administration, training and development, and

other personnel actions.

continuation of the initial selection process. It is a time during which the employee

should make extra efforts to prove that he is well suited for the position. The

Introductory Period is not a guarantee of length of employment and the employee

remains in an at-will status at all times, both during and after the Introductory period

has expired.

The introductory period will end when the supervisor evaluates the new

employee in writing, and the supervisor recommends the employee’s change in status

from “introductory” to “regular.”

period in their new jobs for three (3) months after they begin working in the new job.

This “trial” period is an extension of the selection process and is designed to provide the

newly promoted employee an opportunity to demonstrate that he is well suited for the

job and that the job is well suited for him.

him, the employee may either be placed on a personal leave of absence or terminated.

Employees in this status are eligible for benefits, as outlined in the benefits

section of this manual. All employees are subject to the County’s policies.

This is defined as an employee who has successfully completed a six-month

introductory period, who occupies an established full-time position, and who usually

and consistently works a normal or regular workweek of more than 30 hours. A regular

An employee who has successfully completed a six-month introductory period,

who occupies an established part-time position and who usually and consistently works

less than 75 percent of the normal workweek hours but does not exceed twenty-nine

(29) hours per week. A regular part-time employee is eligible for fringe benefits as

prescribed in this Handbook. All employees are subject to the County’s policies.

5. TEMPORARY EMPLOYEE

period (often seasonal) that does not require regular staff additions. Normally, the

workweek for employees in this classification conforms to the hours established for the

department to which assigned. Employees in this category are not eligible for any fringe

benefits other than those required by law. All employees are subject to the County’s

policies.

County Council has adopted the Section 7(k) provision of the Fair Labor Standards Act

for computing overtime for Fire and Sheriff’s Department personnel.

employees who are required to work overtime hours in excess of their normal work

period or workweek schedule. Compensatory time is authorized to be used in lieu of

overtime cash payments.

compensatory time used. Approval authority for compensatory time is vested with

department heads. Except in an emergency, approval must be granted prior to the

actual performance.

any work week. The County Administrator is the approving authority for payment of

overtime.

approval of the Department Head. If an employee works overtime without prior

approval, they may be subject to disciplinary action up to and including termination.

responsibilities for management of their budget.

positions are exempt and which are non-exempt within the definitions of the Fair Labor

Standards Act.

regulates the use of compensatory time. This Act defines overtime hours as:

a rate of one and a half hours per hour of overtime actually worked, regardless if

compensation is in the form of cash or comp time. Actual hours worked are computed

on a work period basis (a week for non-public safety personnel), and each workweek

stands alone. Hours for non-public safety employees worked cannot be averaged

between two workweeks, even if they fall within the same pay period.

all hours worked and leave, comp time, and holiday hours used, are reported on each

employee’s time sheet. Justification and documentation of compensatory hours worked

must be submitted with the time sheet.

essential necessity, unauthorized working of overtime by employees is considered a

violation of policy and the employee may be subject to disciplinary action up to and

including termination.

enforcement) during a 28-day cycle will be counted toward overtime compensation.

Justification and documentation of all overtime hours worked must be submitted with

the time sheet. When possible, compensatory time shall be given to all non-exempt

employees who work more than their prescribed hours.

does provide exemptions from both minimum wage and overtime pay for employees

employed as bona fide executive, administrative, professional, outside sales employees

and certain computer employees. To qualify for exemption, employees generally must

meet certain tests regarding their job duties and be paid on a salary basis of a minimum

amount per week as prescribed by current law. In order for an exemption to apply, an

employee’s specific job duties and salary must meet all the requirements of the FLSA

regulations. Employees will be classified as an exempt or a non-exempt employee upon

your employment with the County.

County is not required to pay the full salary for the initial week of employment where

the employee has not worked the entire work week, nor in a week where the employee

has been terminated and has not worked the entire work week; for penalties imposed in

good faith for infractions of safety rules of major significance, or for weeks in which an

exempt employee takes unpaid leave under the Family and Medical Leave Act. Under

Employees may review their personnel record by contacting Human Resources

to schedule an appointment. Employees may not remove or add anything to their

personnel records. Under certain circumstances and with the approval of the

Department Head, employees may request that certain documents like commendations

or award certificates be added to their personnel file.

position than its competitors to do business with the County.

liable for any injury and/or incident occurring during secondary

employment hours. This includes travel to and from secondary

employment.

the secondary employer for coverage while working the secondary

employment position. Outside employment is NOT covered under the

County of Laurens’s Workers’ Compensation Insurance.

conduct of approved secondary employment.

Employees who are paid either in full or in part by federal monies are covered

under the Federal Hatch Political Activity Act, as amended by Section 401 of the Federal

Election Campaign Act Amendments of 1974, and will be required to conform to the

regulations of those acts. Employees of the County are subject to the following

conditions:

advise a state or local officer or employee to pay, lend or contribute anything of value to

a party, committee, organization, agency, or person for political purposes.

influence with the County Council to gain employment advantage and/or to avoid

disciplinary action.

business purposes or activities.

software that are not in compliance with the license agreements for the software.

telephone communication and, when necessary, computers to employees. Although

assigned to the employee, these items are the property of the County. Similarly, any

computer files created on a County computer belong to the County. Employees are

written permission of the County Administrator. This includes but is not limited to the

transmission of mass or bulk emails and any non-County related materials. The County

other electronic information generated by or stored in County electronic systems. The

release of specific information is subject to applicable state and federal laws and County

in the use of electronic mail for non-work-related information is to decide if you would

administrators and supervisors, to access electronic mail and computer systems files to

satisfy curiosity about the affairs of others, unless such access is directly related to that

employee's job duties. Employees found to have engaged in such activities will be

subject to disciplinary action up to and including termination.

permission; nor should electronic mail be altered and forwarded to another user and/or

unauthorized attachments be placed on another's electronic mail message.

authenticated via the County’s Mobile Device Management (“MDM”) software. All

smartphones owned by the County must be authorized though the MDM. Part of the

authorization process allows the remote “wiping” of all County data.

Should you enter a prohibited site in error, you must notify the System

Administrator immediately.

equipment or personal equipment and whether the activity occurs on or off the

premises of the County.

Social Media - various forms of discussion and information sharing including but not

limited to social net, blogs, video sharing, podcasts, wikis, message boards, and online

forums. Technologies include: picture sharing, wall-postings, e-mail, instant messaging,

and microblogging), LinkedIn (business networking), and news media comment

sharing/blogging.

Social Networking - the practice of expanding the number of one’s business and/or

social contacts by making connections through web-based applications. Social

networking may include joining clubs and organizations or staying connected through

phone conversations and written correspondence such as letters. Examples of web sites

dedicated to social networking include but are not limited to Friendster, MySpace and

Facebook.

laws and policies regarding copyright, records retention, Freedom of Information Act

(FOIA), HIPPA, First Amendment, Title VII, privacy laws and information security policies

established by the County.

themselves professionally as representatives of the County. Personnel failing to use

social media outlets in an appropriate manner may be subject to disciplinary action, up

to and including termination. Employees who do utilize social media outlets as part of

their job performance for the County are reminded that as a representative of the

County, everything posted has the potential to reflect on the County and its image. If

employees identify themselves as County employees on personal blogs or other

personal posts, they must also post a disclaimer making it clear that any opinion they

express is solely that of the author and does not represent the view of the County or its

reference provided is their personal recommendation and does not necessarily reflect

that of the County or its Council.

are prohibited from using County resources, including email for the following activities

during working or non-working hours:

return. A copy of the itinerary or a certificate of completion must also be attached,

priced hotels and motels whenever possible. If an employee is to attend a formal,

pay no more than the regular single occupancy rate and government rates must be

requested. Receipts for lodging must be presented with daily expense report.

When feasible, a County vehicle shall be utilized. If the employee’s vehicle must

driving a personal vehicle, a Request to Drive Personal Vehicle form must be approved

prior to travel by the Department Head or County Administrator. The employee must

to reimbursement. However, when an employee leaves on a business trip directly from

home and does not go by the employee’s headquarters, the employee shall be eligible

for reimbursement for actual mileage beginning at their residence.

Employees may be reimbursed upon proper receipt for all public transportation,

parking and toll fees.

Commercially rented vehicles and other special conveyances shall be allowed

only when the use of other available modes of transportation will not be more

The County will NOT assume responsibility for traffic violations incurred during

the operations of a County vehicle or a privately owned vehicle or assume responsibility

for traffic accidents involving use of privately owned vehicles on County business.

with a County employee who is on official business. The transport of an individual under

the age of 18 in a County owned vehicle is strictly prohibited.

smokeless tobacco is prohibited in all County vehicles.

driving privileges will be suspended pending internal investigation.

including but not limited to the wearing of a seat belt for the driver and any passengers

in the vehicle.

the public.

required to drive County vehicles.

condition. Report improper mechanical conditions immediately to a supervisor or to the

County Motor Pool.

for incidental purposes such as meals.

on County property except as specifically exempted by a Department Head or County

Administrator.

are prohibited from operating a County vehicle. Additionally, intoxicants may not be

transported in a County owned vehicle unless it is for law enforcement purposes.

exempted from the prohibitions against transporting controlled substances, intoxicants,

and those under the influence.)

Administrator.

Regardless of the situation, the following procedures must be followed in the event of

an accident:

injuries. It will be the responsibility of the Department Head to notify Motor Pool and

the Risk Technician within 24 hours.

revocation is imposed on an employee’s ability to legally operate a motor vehicle. If

possession of a valid and current driver’s license is an essential function of the position

as held by the employee, failure to possess such a driver’s license may result in

administrative action by the County up to and including termination.

will be conducted. Failure to submit to drug and alcohol testing may result in discipline

up to and including termination.

essential, must be submitted on a maintenance request form. These will normally be

completed at the next scheduled maintenance interval or at the discretion of the Motor

Pool Department.

EMS, Sheriff, Road, Maintenance, Fire, and EMA).

operations.

conditions.

Administrator. In the event of hazardous weather conditions, when it is clear that non-

critical personnel could cause harm by coming into their respective offices, the County

Administrator will make the decision to close by 7:00 a.m. He will inform E-911 and

Department Heads only should call E-911 to learn of the decision. All employees will be

has specific policies regarding the use of tobacco products.

owned or leased facility. County facilities include but are not limited to, all county

sick leave to cover the period of illness. Upon return from annual leave, individuals

must promptly report his situation to their immediate supervisor and submit a written

request for substitution to be approved by the department head. Physician’s certificate

is required if sick leave exceeds three days.

the supervisor is not available) at least thirty (30) minutes before your work day is

scheduled to begin. In an emergency, notification should be made as soon as it is

practical and may be made by someone other than the employee. Failure to provide

notification within two (2) hours after the start of work, without a reasonable excuse,

may result in denial of sick leave. Employees are required to keep their supervisor

informed of their situation and anticipated date of return. Employees must continue to

account work requirements, scheduling, and shift operations, etc.

heads.

No paid sick leave will be granted during the two-week resignation notice.

resignation will be eligible to receive their accumulated but unused annual leave pay.

Whether the employee will be required to work that notice is at the discretion of

Laurens County. In the event of the death of an active employee, payment shall be

made to his legal representative.

Should an employee terminate service while under introductory status, all accumulated

annual leave is forfeited.

Military Leave

the law in this policy.

more than five consecutive scheduled workdays because of any physical incapacity may

be administratively terminated, but will be eligible for rehire.

need as is possible, but an employee may be placed on leave status without application

when the circumstances warrant such action.

rule, an employee on leave of absence is not entitled to wages or fringe benefits and

does not accumulate fringe benefits. Certain exceptions may be established by law.

notify Human Resources Director in writing at least ten (10) days prior to his desired

date of return. The County may require a fitness for duty examination. If the County

finds that the employee is fit to resume his duties, the employee may be recalled to his

former job if a vacancy exists which is to be filled. If no such vacancy exists, the

absence may be terminated. This action shall not affect the employee’s eligibility to be

considered for hire as a new employee at some future time.

the employee, upon her release for duty within the prescribed leave time, will be placed

in their former position or similar position without loss of benefits.

would prevent them from voting are allowed up to two (2) hours administrative leave in

Employees with any questions about their eligibility for FMLA leave should contact

take up to 12 weeks of unpaid leave during a 12-month period for one of the following

reasons:

care;

health condition;

or

employee unable to perform an essential function of his or her position.

described above may be entitled to use up to 12 weeks of their Basic FMLA Leave

entitlement to address certain qualifying exigencies. Leave may be used if the

employee’s spouse, son, or daughter, is on active duty or called to active duty status in

the National Guard or Reserves in support of a contingency operation. Qualifying

exigencies may include:

the termination of the covered service member’s active duty status)

active duty and agreed upon by the County and the employee

entitlement that permits employees who meet the eligibility requirements for FMLA

leave to take up to 26 weeks of leave to care for a covered service member during a

single 12-month period. A covered service member is a current member of the Armed

Forces, including a member of the National Guard or Reserves, who has been rendered

medically unfit to perform his or her duties due to a serious injury or illness incurred in

the line of duty while on active duty that may render the service member medically

member is 26 weeks in a single 12- month period.

be taken intermittently or on a reduced leave schedule when medically necessary.

Employees must make reasonable efforts to schedule leave for planned medical

treatment so as not to unduly disrupt the employer’s operations. Military Family Leave

due to qualifying exigencies may also be taken on an intermittent basis. Leave may not

be taken on an intermittent basis when used to care for the employee’s own child

during the first year following birth, or to care for a child placed with the employee for

foster care or adoption, unless both the employer and employee agree to such

time lost from work from accumulated paid time off balances, if any. Leave taken under

this policy counts toward the employee’s 12 weeks of leave (or 26 weeks, where

employee must use paid personal, vacation, family leave, sick, or medical leave time

provide any such paid leave.

employee’s health benefits as if the employee continued to be actively employed.

Where paid leave is used concurrently with unpaid family medical leave, the County will

deduct the employee’s portion of the health plan premium as a regular payroll

end of the leave period, the employee will be required to reimburse the County for the

original or equivalent positions with equivalent pay, benefits, and other employment

terms. The County reserves the right to require a second medical opinion before an

Employees also must inform the County if the requested leave is for a reason for which

FMLA leave was previously taken or certified. Employees also will be required to provide

a certification and periodic recertification supporting the need for leave.

full active employment status at the conclusion of his leave of absence or the

exhaustion of all paid leave time accumulated but unused.

denied reinstatement rights if reinstatement would cause substantial and grievous

economic injury to operations.

Upon request, a regular full-time employee shall be provided leave with pay, in the

event of the death of a member of the immediate family as stated below.

household for a substantial period of time.

2. PROCEDURES

a. The employee will notify his immediate Supervisor/Department Head as soon as

possible, providing the name and relationship of the family member. A leave request

form will be submitted immediately upon return to duty.

give the dates the employee is absent from work due to death of family members.

funeral leave pay in the employee’s check.

whom elects to serve as a jury member shall be charged annual leave or leave without

operations schedule or distance to duty location. If the employee does not return to

duty, the time shall be charged leave without pay.

additional time off.

absence of an employee due to private litigation may be charged to unused

accumulated annual leave or leave without pay. The employee is expected to provide

the same notification to his immediate supervisor as is required for paid court leave.

reviewing the summons or subpoena.

Department Head with relative statements issued by the Clerk of Court, documenting

dates, times, and amounts paid. If any fees paid to the employee are required to be

turned over, they will be collected upon return to duty.

standards, he will not be eligible for a tax credit through the Marketplace and may wish

to enroll in the employer’s health plan. However, he may be eligible for a tax credit that

lowers the monthly premium, or a reduction in certain cost-sharing if the employer does

not offer coverage to the individual at all or does not offer coverage that meets certain

standards. If the cost of a plan from the individual’s employer that would cover the

employee (and not other members of the employee’s family) is more than 9.5% of the

employee’s annual household income, or if the coverage the employer provides does

accepting health coverage offered by the employer, the employee may lose the

employer contribution, if any, to the employer-offered coverage. Also, this employer

contribution, as well as the employee contribution to the employer-offered coverage, is

often excluded from income for Federal and State income tax purposes. Employee

payments for coverage through the Marketplace are made on an after-tax basis.

The Marketplace can help you evaluate your coverage options, including your

eligibility for coverage through the Marketplace and its cost. For more information on

the Marketplace, including an online application for health insurance coverage and

County. If you decide to complete an application for coverage in the Marketplace, you

will be asked to provide this information. This information is in the order in which it is

requested on the Marketplace application.

Employer Name: Laurens County

Employer EIN: ________________________

Employer Address: 100 Hillcrest Square

Employer Phone #: 864-984-3691

City: Laurens

State: South Carolina

ZIP Code: 29360

Contact: Human Resources

We do not offer dependent coverage.

If checked, this coverage meets the minimum value standard, and the

cost of this coverage to you is intended to be affordable based on

employee wages.

you through the process. Answers to the following questions for employer information

will be required when you visit HealthCare.gov to determine if you are eligible for a tax

credit to lower your monthly premiums. The Human Resources Director can provide

specific answers to these questions for you upon request.

employees as prescribed by the SC Workers’ Compensation Law. The County will

investigate all claims of workers’ compensation and will not support any claims

1. All on-the-job injuries must be reported to the Risk Department of

Department, the employee is responsible for all charges and the findings of the doctor

3. As soon as the employee is able, but no later than one day

This form must be completed by injured employees’ supervisor and turned in the

This form should be completed by the injured employee’s supervisor and turned in the

second day.

their Supervisor and to the Risk Manager.

Laurens County does not retaliate against any employee claiming to be injured

on the job. The county is committed to investigating each claim independently and to

treating each employee without bias. However, employees who continually violate safe

working practices may be subject to disciplinary actions up to and including termination.

Section 42-9-200 of the SC Code of Laws 1976 provides no compensation will be

allowed for the first seven (7) calendar days of disability resulting from injury, except

medical treatment and supplies. If the injury results in disability of more than 14 days,

compensation is allowed from the first date of disability. During the first seven (7) days,

the employee will be allowed to use sick leave. If the disability is more than fourteen

(14) days, the sick leave charged to the employee during the first seven (7) calendar

days of disability will be restored to the employee’s time; this will be restored upon

payment to the county the amount of compensation paid under Workers’

workers’ compensation is .6667% of the gross salary from four quarters preceding the

injury. Checks will be administered through the workers’ compensation carrier.

Disabled employees will be kept on the County’s benefits program until declared

fit to return to work, become permanently disabled, or fail to pay their share of the

premium. After the initial fourteen (14) days, (when the employee is no longer receiving

a paycheck), the employee must submit payment for their portion of health insurance

and desired dependent coverage within 10 days of the missed payroll date.

consistent with the medical restrictions prescribed by an authorized treating physician.

Ideally, the employee will work within his or her own department. However, it may

lost time by encouraging appropriate levels of activity for injured employees.

Return to Work/Temporary Light Duty Program. The employee’s Department

Head/Supervisor and Human Resources will make decisions concerning placement of

injured and recovering employees jointly.

3. General Guidelines

from an on the job injury. Work assignments are subject to the work restrictions

determined by the authorized treating physician. The duration of a temporary light duty

assignment may range from one day to a maximum of twelve weeks. If necessary for

the employee to remain in the temporary assignment for twelve weeks, the Risk Office

will consult with the authorized treating physician as to the necessity of continuing a

light duty assignment beyond twelve weeks. However, a temporary light duty

returns to work after an extended period of time.

Departments may request temporary light duty assistance by submitting the

Request for Temporary Light Duty Assistance to the Risk Technician. Departments

should be innovative in developing and assigning meaningful tasks that will allow the

employee to utilize their experience, education, and physical capability.

Work schedules will be arranged to permit injured employees to keep physician

appointments and any prescribed physical therapy sessions.

The temporary light duty employee’s home department (the department in

which the employee worked at the time of the injury) is responsible for all salary

expenses associated with the employee for the duration of their temporary duty status.

If an employee chooses not to work in an assigned temporary duty position

within the medical restrictions prescribed, then workers’ compensation indemnity

benefits will not be paid.

temporary duty cannot be arranged within the employee’s home department, the

employee will be assigned to a different department, if available. The employee’s

Department Head/Supervisor and Human Resources staff will make placement decisions

jointly.

employee’s health status/restrictions.

health condition.

physician.

are not conducive to the overall effectiveness of the assigned department, then the

assigned supervisor may request that the temporary employee be placed elsewhere.

This request must be submitted in writing to the Risk Technician.

authorizing full duty from authorized physician.

appointment.

soon as changes are received.

that the employee is able to perform the proposed temporary light duty functions. The

County, in its discretion, shall determine the duration of the temporary light duty

period. If, at the conclusion of the period of temporary light duty, the employee is

unable to perform the essential functions of his regular job, then he will be returned to

leave of absence in accordance with the County policy.

Monday of payroll week.

Injury Form. Submit immediately when status of employee changes.

Human Resource staff in writing that the employee is released to return to full duty, the

employee must return to their home department on the release day, unless changed by

the supervisor.

pending full medical release to job where injury occurred.

Technician and the insurance to provide treatment to injured employees.

County for reimbursement of sick/annual leave if employees choose to continue

receiving regular wages, using sick and/or annual leave for lost time in lieu of temporary

total compensation.

treating physician, allowing the injured employee’s return to duty.

the medical restrictions as prescribed by an authorized medical physician. Assignment is

being at work while under the influence of alcohol. (An employee shall be considered

"reasonable suspicion" of alcohol use in violation of this policy exists.

of this policy is provided by a reliable informant.

"Serious accident" is defined as: 1) an accident involving a fatality; 2) an accident

causing bodily injury which requires medical care away from the scene of the accident;

3) an accident causing total aggregate property damage of $1,000 or more based on

reliable estimates; or 4) an accident involving one or more Commercial Motor Vehicles

which results in one of the vehicles having to be towed from the scene by a tow truck or

other vehicle.

absenteeism or tardiness, significant deterioration in job performance, repeated errors

or rules violations, etc.

within the past five (5) years.

If an employee refuses to submit to an alcohol test when directed to do so, the

employee shall be terminated.

consider to be relevant to the test.

determine compliance with this policy. If the screening device indicates the presence of

alcohol, or if the results of the screening device are deemed questionable by the

County, then a confirmatory test will be conducted utilizing an EBT device, if available,

or through blood alcohol level testing.

to use the equipment.

The County shall attempt to distribute to all present employees a copy of this

policy. Additional copies of this policy are available upon request. By continuing to

work, the employee agrees that he will abide by the policy as a condition of

employment.