HISTORICAL SKETCH OF SULLIVAN COUNTY

           INTRODUCTION

            GENERAL PERSONNEL PRACTICES & ADMINISTRATIVE GUIDELINES

SULLIVAN COUNTY

BOARD OF COMMISSIONERS

2002-2006

Commission District 1:
Randy Morrell
Commission District 2:
James "Buddy" King
Jack Sitgreaves
Mark Vance
Commission District 3:
Ralph Harr
Commission District 4:
Garth Blackburn
Linda Brittenham
Dennis Houser
Commission District 5:
 Marvin Hyatt
John McKamey
Commission District 6:
Larry Hall
Howard Patrick
Michael Surgenor
Commission District 7:
James "Moe" Brotherton
Samuel C. Jones
Commission District 8:
Ray Conkin
Eddie Williams
Commission District 9:
O. W. Ferguson
Wayne McConnell
Commission District 10:
John Crawford
Elliott Kilgore
Commission District 11:
Clyde Groseclose
Joe Herron
James L. King, Jr.
 

SULLIVAN COUNTY

ELECTED OFFICIALS

RICHARD S. VENABLE
County Mayor

DANIEL P. STREET

Sullivan County Attorney

SULLIVAN COUNTY

APPOINTED OFFICIALS

GLENN ARWOOD

Director of Schools

NELDA HULSE

Purchasing Agent

SULLIVAN COUNTY

BOARD OF EDUCATION

LARRY HARRIS

Chairman

JERRY GREENE

Vice-Chairman

JACK BALES

ALVIE BRIGHT

BETTY COMBS

JIM KISS

RON SMITH

SULLIVAN COUNTY was formed in 1779 by division from Washington County and named for General John Sullivan, an officer in the Continental Army. On February 7, 1780, the county court was organized at the home of Moses Looney. Hawkins County, which broke off from Sullivan County in 1796, was included within Sullivan County’s first boundaries. Until 1795, the County courts met in residences (in the county) including Looney’s and Yancey’s (near Kingsport) and Cox’s at Thomas’ Bridge.

STATE OF FRANKLIN: North Carolina, finding the protection of its western lands difficult, offered them to the United States in 1783, and then withdrew the offer. Washington, Sullivan, and Greene counties organized the State of Franklin in 1784. During this period, residents of the newly formed state had divided loyalties and operated with two sets of government officials — one North Carolina’s — one Franklin’s. The State of Franklin collapsed in 1788.

SOUTHWEST TERRITORY TO STATE: North Carolina again offered its western lands to the United States and in 1790 Congress passed an act for governing the "Southwest Territory" with William Blount as first Territorial Governor. Blount operated the government, for a short period, at Rocky Mount. Sullivan County was on the main overland routes west as well as at the "head of navigation" of the Tennessee River system and grew rapidly--1790 census showed 4,447 persons in the county and Governor Blount’s 1795 report showed 8,457. Tennessee was admitted to the Union June 1, 1796 as the 16th state.

BLOUNTVILLE, THE COUNTY SEAT, was laid off as a town in 1795 and the first courthouse was built of massive logs with a jail in the rear. It was replaced in 1825 by a brick courthouse and jail. The present courthouse was built in 1853, burned with nearly all its archives in 1863 by Federal forces during the Civil War, rebuilt within the walls in 1866, remodeled in 1920, and additions made in 1958. A new jail was built in 1956. The Justice Center was built in Blountville in 1987.

OTHER TOWNS IN SULLIVAN COUNTY: Bluff City, (also called Shoate’s Ford, Zollicoffer, or Union), a planned town, was established by 1798. Kingsport settlement was first attempted in 1761, and permanently settled in the1770’s. Boating migration from the Netherland Inn made it known as "The Boat Yard". Paperville, named for a paper mill built by Burkhart who settled here in 1794, was a town in about 1810. Bristol was settled in the 1770’s, and was first known as "Sapling Grove". This area, along with a section nearby, known as "King’s Meadows", became a town in 1853.

THE WAR BETWEEN THE STATES found Sullivan County with bitterly divided loyalties. It was the site of much activity with two battles, one in Blountville and one in Kingsport. The railroad, completed in 1859, was the target of many raids and much destruction.

SULLIVAN COUNTY TODAY: Among the 95 counties in Tennessee, Sullivan is the 6^th in population though 55th in land area with 428 square miles. The Federal Census of 2000 showed 153,048 persons in Sullivan County.   Provided by Mrs. Hal T. Spoden

The Sullivan County Employee Handbook has been designed to outline and summarize the many good benefits, procedures and rules enjoyed by employees of the County. This handbook has been adopted by the County governing body, elected and appointed County Officials. We want the County to be the best possible place to work. We are striving to make that happen, which requires continually improving communications. If you have any questions about anything in this handbook, please ask your supervisor for clarification.

This handbook is only a starting point -- we will continue to add to it and improve it as we go forward together. Sullivan County reserves the right to change this handbook at any time. We will find needs for changes as new challenges and opportunities add value to our working relationship. A brief summary of employee benefits, employee rights, and employee responsibilities are included. The information provided in this handbook is not, however, intended to and does not create a contract or agreement of employment.

Any alterations to this handbook shall conform with the following process: (1) modifications must be suggested in writing by elected/appointed County Officials and forwarded to the County Mayor; (2) the County Mayor’s Office will organize issues and present them to the County Attorney for legal review advising as to the legality of each issue; (3) the County Mayor will set a meeting date with the County Attorney and appoint a committee of elected/appointed officials (all officials will be invited to participate) to discuss issues and make recommendations; (4) the recommendations as determined favorable by the County Officials and County Attorney will be presented to the Sullivan County Executive Committee for its consideration and further action by the Sullivan County Commission.

This handbook provides personnel policies over and above that required by law. If these policies should violate State or Federal law, State and Federal law will control. Tennessee Code Annotated §5-23-101, et seq, requires certain minimum written personnel policies be on file with the County Clerk; wherein this Handbook conflicts with such minimum personnel policies adopted and of record pursuant to T.C.A. §5-23-101, the policies adopted pursuant to T.C.A. §5-23-101 will control.

This handbook revokes and supersedes all prior handbooks, policies, practices and communications, whether written or verbal. Each department may adopt additional policies tailored to its specific needs. Such policies are to be read consistently with those included in this handbook. In the event information contained in a departmental policy statement is inconsistent with the provisions of this manual, the departmental statement governs unless contrary to law.

School Department professional employees are not covered under this handbook.

All employees are at-will employees. As an at-will employee, you may resign or the County may release you or you may be terminated at any time during your employment.

An employment and personnel record, including but not limited to wage, payroll deductions, insurance information, compensatory time, and overtime is maintained for each employee of the County. All general county employee records will be maintained by the Payroll & Personnel Office, a division of the Sullivan County Accounts & Budgets Office. All school department employee records will be maintained in the Department of Human Resources, a division of the Sullivan County School Department.

Information contained in these records is confidential to the greatest degree possible; however, records may be subject to review under State and Federal Public Access Legislation.

To assure that you receive all the benefits to which you are entitled under conditions of employment, it is important that you keep your personnel records up-to-date. If you have a change in marital status, number of dependents, address, telephone number, insurance beneficiary, legal name, etc., you should promptly furnish a written notice of such change to your department head/supervisor (or the individual designated in your department) and the Payroll & Personnel Office. You may also be required to sign formal change of record forms.

All potential employees must complete an I-9 form before the first day of employment to show proof of citizenship.

Some departments, at their expense, may require a prospective employee to pass a physical and in some cases, a psychological examination after receiving an offer of employment but prior to beginning work. Such examinations will be reviewed to assure job-relatedness, and consistency with business necessity. Likewise, some employees may be required to submit to a background check to determine suitability for a particular position with the County.

Every effort will be made to help you adjust to your new job. During your probationary period, your supervisor will provide training, assistance, and close supervision to aid you in becoming thoroughly familiar with your duties and responsibilities. Your attitude toward your work and co-workers, the quality of your work, and your willingness to assume responsibility will be carefully observed. During your probationary period, your supervisor will observe and evaluate your ability. This period of time also gives you the opportunity to decide whether you wish to continue your service for the county government.

A training period of at least six (6) months will begin your employment. Your probationary period may be longer than six (6) months in certain departments. Employees who are transferred from one department to another may be required to serve a new probationary period in the new department.

All employees are required to maintain as neat an appearance as possible. Employees should recognize that their appearance is a reflection on the County and should groom themselves accordingly. Employees are expected to maintain themselves in a manner that will favorably impress members of the general public. All employees are required to wear shirts at all times. Shirts with slogans, sayings, advertisements, etc. are likewise not permitted. Undercover agents of the Sheriff's Department are specifically exempted from this policy. Those employees, who are required to wear uniforms during their employment, are expected to maintain their uniforms in a neat, freshly-laundered manner.

Whether you work in an office, clinic, or in the field, the way you handle and maintain the equipment assigned to you reflects the quality of your work in general, and it certainly has a bearing on the opinions formed by the general public. All equipment assigned to the employee should be handled properly to eliminate unnecessary losses. All employees should make sure that all equipment, including lights, is turned off at the end of each workday unless otherwise directed by your supervisor.

The County is sincerely interested in your personal welfare and makes every effort to be fair and considerate and consistent at all times. However, if you believe you have been treated unfairly, or if you are in disagreement with a specific county policy or practice, you should discuss the problem with your department head/supervisor.

You should feel free at any time to discuss problems of any nature which affect your ability to perform your job or your working relationship. The County’s open door policy includes access to elected officials, department heads, and supervisors. If you need help or have questions, you should first discuss the problem with your supervisor. If the problem cannot be resolved at this level, you should refer the problem to the appropriate department head or constitutional officer.

It is the intent of the County to provide fair, consistent, and constructive problem solving for use by all employees. The County recognizes that problems may arise with regard to interpretation or application of the County's policies; and that occasional disagreements may arise with co-workers or supervisors. If you find yourself in this situation, or if you feel that you have been unfairly treated in resolution of a problem, you are encouraged to bring that concern forward for further discussion and resolution.

Action under this complaint procedure may be taken without fear of recrimination and will be met with sincerity and a desire to achieve a mutual understanding of the situation. The County assures all employees access to additional management personnel. However, every effort should be made to deal with the concerns at your closest management level.

Consistent with our policy of obtaining and keeping the most qualified employees possible, the County does not prohibit reemployment. If your employment with the County has been terminated by either you or the County on good terms, you may be considered for reemployment at a later date. Employees who return to work for the County may have their previous pay scale longevity and vacation longevity benefits restored at the request of the department head.

The County recognizes that you like to know how you are doing on the job. Therefore, in addition to the day to day comments from supervisors, a need exists to occasionally review all phases of your work performance. The performance evaluation procedure requires each supervisor to evaluate your performance periodically. You are encouraged to participate in your performance evaluation by expressing your opinion, asking questions, and making suggestions concerning your job.

The purpose of these performance evaluations is to provide both you and the County with a periodic evaluation of your performance on the job, to identify any areas where you can improve your performance, and to highlight the areas of exceptional job performance. The performance evaluation allows you to discuss your goals and express your comments and any concerns regarding your job. Your review will cover areas such as:

The performance evaluation also gives you a formal opportunity to have a personal, two-way discussion with your supervisor, and to learn how you can improve your job performance, and what your department can do to help you. You will be given the opportunity to include your comments on the performance evaluation form, and will be requested to sign the form. The County uses the performance evaluation program to assist its employees in attaining maximum development of their individual talents and abilities.

If, after being placed in a position, an employee demonstrates, in the opinion of the departmental supervisor, the inability or unwillingness to perform his or her assigned tasks, the departmental supervisor will have the option to reduce the employee’s classification, pay, and job responsibility, and/or impose appropriate discipline. The County may reassign the employee to a more suitable position, if available, or otherwise discharge the employee. Each County employee is employed at will, and employment may be terminated by either the employee or the County at any time.

The County expects you to follow County policies and conduct yourself in a mature, safe, responsible manner while at work. The County believes that all disciplinary measures should be commensurate with the severity of the offense. The decision to issue a warning or take more serious action will depend on the nature of the offense and the circumstances involved. These decisions are made at the County’s discretion.

The following infractions are meant to be illustrative, not exhaustive, and may result in immediate termination or other disciplinary action:

Acts other than those listed may result in disciplinary action as well. If you have any questions about acts which may cause an employee to be disciplined, please see your supervisor.

The following are types of disciplinary action the County may utilize:

Although these procedures suggest an order of consequences due to severity and frequency of incidents, the County reserves the right to skip any or all of these steps when disciplinary action becomes necessary because of misconduct.

Tennessee Code Annotated §39-16-504 "Destruction of and tampering with governmental records" provides:

Violation of this section is a Class A misdemeanor. [Acts 1989, Ch. 591, §1.]

Sexual harassment is a violation of law. The County will not tolerate such activity. Sexual advances, requests for sexual favors, or other verbal or physical conduct of a sexual nature when such is made, either explicitly or implicitly, a term or condition of an individual’s employment, or is used as a basis for employment decisions, and/or is such as to interfere with an individual’s work performance, or to create an intimidating, hostile, or offensive working environment are strictly prohibited. Sexual harassment charges will not be taken lightly, and all reports of sexual harassment will be thoroughly investigated. Any employee found responsible for harassment of another employee will be subject to discipline up to and including discharge.

An employee who feels he or she has suffered sexual harassment, or who has knowledge of any incident that may involve sexual harassment, should immediately report the incident. The employee may choose to report the incident to a supervisor within the organizational structure of their department or the employee may choose to report the incident to a staff member in the Payroll & Personnel Office. If an employee feels uncomfortable reporting the incident to either of the above noted personnel, the employee may report it to one of the following Constitutional Officers of the County: Sheriff, Assessor of Property, County Clerk, Register of Deeds, County Trustee, Circuit Court Clerk, Clerk & Master, or County Mayor.

When you are talking to people over the telephone, you represent Sullivan County and your department. Employees should make every effort to provide prompt and accurate information to the general public. What you say, as well as how you say it, can affect the image of the County, your department and yourself. Use these telephone tips: answer promptly; identify the department and/or yourself; speak distinctly; transfer calls properly; and hang up gently.

Employees should place reasonable limits on telephone calls of personal nature. Employees should understand that all messages on voice mail systems have the potential of being public information. Your department head/supervisor reserves the right to define a reasonable level of use.

The purpose of this policy is to provide employees with information to assist them in understanding what Sullivan County considers acceptable use of internet technology and computers systems.

All data stored in Sullivan County’s electronic mail and computer systems have the potential of being public information.

Sullivan County’s computer systems, including but not limited to electronic mail and internet access, are business tools and the primary use of these systems by employees should be for business purposes.

While Sullivan County’s computers, electronic mail, and internet access are business tools, it is acceptable for employees to use these systems in a similar manner as they would use a telephone for personal reasons at work. Good judgment in utilizing these systems must be exercised by the employee. Your department head/supervisor reserves the right to monitor internet usage and to define a reasonable level of use.

Employees shall not access pornographic materials via the Internet. Violations will subject the employee to disciplinary action up to and including discharge from employment.

Consistent with applicable laws and regulations, Sullivan County reserves the right and sole discretion of each elected or appointed official to generate internet activity reports for any employee and/or IP address under the control of his/her office. Each elected or appointed official may retrieve or review information contained in such employee’s computer system at any time without notice to the employee. All such information available to the elected or appointed official may be used for possible disciplinary action up to and including termination of employment, legal proceedings, or other lawful purposes.

Please check with department head/supervisor regarding departmental policy concerning backing up data systems, passwords, licensing agreements, virus scans, etc.

By using Sullivan County’s computer systems, employees expressly consent to the above conditions.

The County is concerned about the effects of the use of illegal drugs and the use and abuse of alcohol upon the health and safety of its employees. The County recognizes that alcohol impairment, alcoholism and the use of illegal drugs lead to increased accidents and medical problems, and can lead to the destruction of an employee's health, ability to perform well at work, and quality of life. Employees who abuse drugs or alcohol are not only a danger to themselves, but to their fellow employees as well. In addition, employees who abuse drugs and/or alcohol incur increased medical costs for both the County and for the employee. These costs are generally much higher than those of other employees, and a decrease in productivity of these individuals results from absenteeism and turnover that can adversely affect the employment of every County department.

In light of these concerns, and in keeping with the provisions of the Drug-Free Workplace Act, the County intends to maintain a work environment free of the problems associated with the use of alcohol and the use of illegal drugs. Therefore, the County has adopted the following policy, the purpose of which is the maintenance of a drug and alcohol free workplace.

The County realizes that accidents can not only cause personal injury, pain, and hardship, but are also expensive. The County makes every effort to provide safe working conditions, equipment, and work procedures. All employees are expected and required to practice safety at all times.

If you observe any unsafe conditions or work practices, you should report them to your supervisor IMMEDIATELY. Do not take any risks on the assumption that "it probably won't cause harm this time." The one exception taken could result in personal tragedy or harm to you or a fellow employee.

Most accidents are preventable through proper care, use and maintenance of equipment and facilities, alertness on the job and thorough, good housekeeping practices. Most accidents are the result of unsafe work practices. At any time during your employment, if you find that you are physically unable to perform the functions of your job; your concerns should be brought to the attention of your supervisor so that reasonable accommodation may be considered if appropriate in your situation.

The use of procurement/credit cards must be authorized by the Purchasing Agent upon request from each respective official or department head. The Purchasing Agent shall establish credit limits applicable to each card. Any additions, deletions, changes or cancellations must be executed by the Purchasing Agent or by the Accounts/Budgets Director (in the Purchasing Agent’s absence).

Procurement/credit cards will be issued in the name of the official, department head or individual employee who is responsible for the use of the card. The official, department head or employee whose name appears on the card is responsible for assuring that all purchases made with the card are in accordance with the rules and regulations set forth in this policy. The person whose name appears on the card may be held personally liable for any unauthorized purchases and/or for any purchases exceeding the limits established by the purchasing agent. Cards which are used in any manner inconsistent with this policy are subject to immediate revocation by the Purchasing Agent. All purchases will be reconciled monthly by the person whose name appears on the card. The appropriate official or department head must approve and sign the monthly statements prior to submitting same to the Accounts/Budgets or School Finance Departments for payment.

Each employee who is authorized to use either type of procurement/credit card must complete and sign a ‘cardholder agreement’. All agreements must be signed by the appropriate official and/or department head. Copies of all agreements will be maintained by the Purchasing Agent and the Accounts/Budgets Director or School Finance Officer (whichever applies). Sullivan County will not be responsible for payments of invoices for purchases made using procurement/credit cards by an employee who has not been authorized to use the card and who has not completed a ‘cardholder agreement’. It is the responsibility of each official or department head to ascertain that a ‘cardholder agreement’ has been signed by each designated user in their department and that same has been filed with the Purchasing Department prior to usage of the card. Misappropriation or intentional misuse of a county credit card will be subject to criminal prosecution.

The officials or department heads requesting the credit cards will be responsible for assuring that usage of cards are in compliance with this policy and will be held responsible for making financial settlement in regards to any misuse or unaccountable transactions.

                   B. FUEL

SULLIVAN COUNTY PURCHASING

GENERAL PROCUREMENT GUIDELINES

PROCUREMENT/CREDIT CARD POLICY

CARDHOLDER AGREEMENT

As part of your employment with Sullivan County, you are being entrusted with a procurement/credit card to be used in compliance to the Procurement/Credit Card Policy and as stated in this Cardholder Agreement.

EMPLOYEE NAME: _________________________ DEPARTMENT: _______________

EMPLOYEE SIGNATURE: ___________________________ DATE: _______________

OFFICIAL/DEPARTMENT HEAD SIGNATURE: ________________________________

Full-Time Employee — an hourly paid employee working thirty-five (35) or more regularly scheduled hours in a work week hired under County regulations, who has satisfactorily completed his or her probationary period. Full-time employees are eligible for a full range of benefits.

Part-Time Employee — an employee who, on a regular basis, works less than thirty-five (35) hours in a work week or who is classified as extra help. Part-time employees are not eligible for the full range of benefits; however, life insurance benefits are available as adopted by resolution.

Seasonal Employee — an employee whose employment is limited to six (6) calendar months or less in any twelve (12) month period. Seasonal employees are not eligible for benefits, except as provided for as part-time employees.

Salary Employee – a salary paid (exempt) employee working thirty-five (35) or more regularly scheduled hours in a work week appointed under County regulations, who has satisfactorily completed his or her probationary period. The salary received by employees under the Fair Labor Standards Act is intended to cover all hours worked up to and including forty hours in a work week in departments where the regular work week is less than forty hours. Salary employees are eligible for a full range of benefits.

The weekly work schedule shall be determined by your department head/supervisor. Any time worked beyond the employee’s regularly scheduled work period must be approved by your department head/supervisor. Special provisions may be made in departments that require additional hours to meet existing conditions or emergency situations.

If you have questions about your hourly wage or salary, please ask your department head/supervisor. The departments of the County have different pay-days. You will be informed by your department head/supervisor of your specific payday. All employees will receive their wages, less all deductions, by direct deposit at the banking institution of their choice.

The following deductions will be made from your paycheck:

a. Federal Withholding Tax

b. Social Security

c. Medicare

d. Absences from work not covered by appropriate leave credits

e. Volunteer Deduction (authorized by you)

At the discretion of your supervisor, you may be allowed break periods of ten (10) minutes in the first half of your shift and again during the second half of your shift. Abuse of "breaks" by habitually taking more time than stated herein could result in curtailment of the privilege and/or disciplinary action. The "break periods" must be arranged in such a way that a qualified employee is available to perform your departmental duties at all times.

The point at which overtime begins to accrue is determined by the nature of the work in which you are engaged.

Overtime accrues at the rate of one and one-half hours for each hour of overtime worked. In accordance with the Fair Labor Standards Act, various departments of the County may have a policy of granting employees compensatory time off in lieu of overtime.

Compensatory time off accrues at the rate of one and one-half hours for each hour of overtime worked.

If you are unsure of your classification with regard to this policy, please ask your supervisor.

Any employee who has accrued compensatory time off must request use of such compensatory time and shall be permitted to use such time off within a reasonable period provided the use of such compensatory time off does not unduly disrupt the operations of the department. A "reasonable period" will be determined by the normal schedule of work within the department, the anticipated workloads based on past experience and the availability of qualified substitute staff.

Employees called in to work by their department head/supervisor on a non-holiday will be compensated for a minimum of three hours work. Such work will be compensated at the employee’s regular rate of pay unless the employee has reached overtime status within the pay period. In the event overtime status occurs, compensatory time off may be granted in lieu of overtime pay at the discretion of the department head/supervisor.

Employees regularly scheduled to work on a county recognized holiday will be compensated at the employee’s regular rate of pay in addition to an equal amount of holiday pay at their regular rate. At the discretion of the department head/supervisor compensatory time off may be granted in lieu of holiday pay.

Employees called in to work on a holiday by their department head/supervisor will be compensated for a minimum of three hours work. Such work will be compensated at the employee’s regular rate plus time and one-half. At the discretion of the department head/supervisor compensatory time off may be granted in lieu of holiday pay.

The County Mayor may designate a "No Work Day" on any day when employees are unable to work due to unforeseen circumstances such as inclement weather conditions. Such days are paid and treated in the same manner as a holiday.

The County makes every effort to maintain an adequate and reliable work force. Regardless of your employment status, you are responsible for notifying your supervisor when and if you must be away from your job. Always do this as far in advance as possible. In cases of unexpected absence or tardiness, notice should be given no later than the starting time of your scheduled shift. If you are absent from work, such absence must be approved by your supervisor and/or department head according to the terms of a policy recognized and set forth in this Handbook or you will be considered absent without leave subject to discipline.

When you have notified your supervisor in advance and have obtained the supervisor’s permission to be absent, the absence is excused. When your supervisor has not been notified, or has not given permission, the absence is unexcused. Unexcused absence and unexcused tardiness will result in disciplinary action. Three consecutive shifts of unexcused absence will result in a determination that you have voluntarily quit your employment, unless compelling reasons are shown for your failure to provide notice of your absence. Where absence is the result of personal illness, the County may require a proper written release from a physician before excusing the absence and before permitting you to return to work.

Upon satisfactory completion of the probationary period, each employee will be granted three (3) personal days with pay each calendar year. These days may be used by the employee as the employee sees fit in increments of no less than one (1) hour at a time, with the exception of Highway Department employees who must take personal leave in intervals of no less than one-half day at a time.

You should advise your immediate supervisor as soon as possible prior to taking a personal day so that plans to cover your job during your absence may be made. If you do not provide reasonable advance notice for a non-emergency use of a personal day, and/or your absence will cause a hardship on others, your supervisor has the discretion to deny authorization for the personal day. Personal days are separate from vacation and sick leave. In the event your employment is terminated during the year, or if you are hired during the year, granting of personal days will be pro-rated at the rate of one (1) day per every four months worked or to be worked during the year.

Sick Leave
All active full-time and salary employees will receive paid sick leave in the amount of one (1) day per month. Authorized sick leave will be paid at the rate of the employee's regular wage. All employees may be required to show written documentation for leave.

There is no limit to the number of sick days you may accumulate. Any accumulated unused sick leave will be credited toward service time for retirement. Sick leave cannot be "cashed out".

If you are unable to report to work at the designated time due to illness, either your own or that of someone for whom you are responsible, you must notify your supervisor in advance of the beginning of your shift. Separate notice must be given for every day for which sick leave is used.

Each time (not each day) an employee takes sick leave will be considered an "occasion". An occasion is defined as a period of time missed from work, beginning when an employee misses the first scheduled shift, and concluding upon an employee's return to work. If an employee receives five occasions in a consecutive ten month period, the employee may be subject to disciplinary action. Further abuses will result in termination. Each occasion will be removed from consideration under this policy twelve months after the employee's return to work.

Use of more than five sick days on any one occasion will result in the absence becoming subject to the requirements of the Extended Leave Policy.

Examples of situations for which sick leave may be approved include:

This policy is intended to be consistent with the Family & Medical Leave Act of 1993, the Americans with Disabilities Act, and the Tennessee Maternity Leave Act, and is intended to confer no lesser rights than those provided by statute.

Active county employees with accrued sick leave may transfer sick leave to another county employee provided written approval is obtained from both the department head for the employee transferring the sick leave and the department head for the employee receiving the transferred sick leave. An employee may receive up to eighty (80) hours of transferred sick leave from an individual employee. School department employees are exempt from this policy.

Subject to approval by your department head, leave without pay may be granted for not less than two (2) weeks but in any case not to exceed 12 months including any time taken under the Extended Leave Policy and the Family Medical Leave Act. The following conditions must be met before a leave of absence without pay will be granted:

For all employees except for School Department employees, if you are approved for a leave of absence pursuant to this policy, the following conditions shall apply:

Leave under this policy shall be approved prior to use; otherwise, you will be subject to the County’s policy on Attendance, Absence Without Leave.

Wherein this policy conflicts with State and Federal law, State and Federal law will control.

Performing unauthorized work while on a leave of absence will be cause for termination of the employment relationship and the Leave of Absence.

In recognition that situations may arise which require employees to be absent from work for an extended period of time, the County gives eligible employees the opportunity to take leave for family and medical reasons as necessary pursuant to the Family and Medical Leave Act.

Employees who have been employed with the County at least twelve (12) months and who worked at least 1,250 hours during the last twelve (12) months preceding the requested leave are eligible to request leave under this policy. In order to assure each employee equal opportunity, the period for calculating eligibility for and availability of the leave will be calculated based on the twelve (12) month period immediately preceding the first day of the requested leave.

The request forms for leave should be obtained from your department head. When possible, employees must give a thirty (30) day advance notice of the need to take a leave. When it is not possible to give an advance notice (emergencies, etc.), an employee should inform his or her supervisor and department head as soon as possible and reasonable.

Leave is available for birth or adoption of a child, placement of a child in your home for foster care, the serious health condition of a spouse, son, daughter, or parent, or a serious personal health condition which prevents you from being able to perform your job. You may choose to take the full twelve (12) weeks of available leave at once, on an intermittent basis, or work a reduced work schedule up to the maximum of twelve (12) weeks. The County may choose to transfer you to an area in which the work is better suited to recurring periods of leave. Female employees will be granted an additional four (4) weeks of leave (for a total of four (4) months available leave) for absence related to pregnancy and birth of a child.

Employees who take extended leave are required to exhaust their available sick leave. If more than twelve (12) weeks of sick leave are available to the employee, the leave may be extended until the supply of sick leave is exhausted. If fewer than twelve (12) weeks of paid sick leave are available, the remainder of the leave will be unpaid. You may choose to use accrued vacation during this period. Your insurance will be maintained during the leave by the County so long as you continue to pay your part of the cost of the plan.

Due to the nature of services offered by the County, it is not always possible to hold a position open for twelve weeks. However, all employees who return from an extended leave under this policy will be given a position with similar duties, responsibilities and authority, with the same pay and benefits. You will be assigned to the same shift when possible, but this is not guaranteed. If a temporary or permanent reduction in the workforce occurs that would affect your position, you will be eligible to return to work when you are recalled from the layoff if that is after your leave would have ended.

Employees who pursue alternative employment while on leave under this policy will be deemed to have voluntarily quit employment with the County.

All employees are required to show written certification that documents the reason for the leave. Forms for completion by a physician or other health care provider will be provided by your department head. If you take leave for personal health reasons, you must show medical certification that you are able to return to work.

This policy is intended to be consistent with the Family and Medical Leave Act of 1993, the Americans with Disabilities Act, and the Tennessee Maternity Leave Act, and is intended to confer no lesser rights than those provided by statute.

Pursuant to Tennessee Code Annotated §§8-33-101 through 109, military leave will be granted under the following conditions:

As authorized by Tennessee Code Annotated § 2-1-106, any person entitled to vote in an election held in this state may be absent from any service or employment on the day of the election for a reasonable period of time, not to exceed three (3) hours, necessary to vote during the time the polls are open in the county where the person is a resident. A voter who is absent from work to vote in compliance with this section may not be subjected to any penalty or reduction in pay for such absence. The employer may specify the hours during which the employee may be absent. Application for such absence shall be made to the employer before twelve o’clock (12:00) noon of the day before the election.

If the employee’s regular work schedule begins three (3) or more hours after the opening of the polls or ends three (3) or more hours before the closing of the polls of the county where the employee is a resident, the employee may not take time off under this section.

The County encourages its employees to serve on jury duty if they are called. If you are summoned for jury duty, please notify your supervisor as soon as possible so that plans can be made to cover your job during your absence. In order to avoid any severe financial loss to you from serving on jury duty, the County will pay the difference between your jury duty pay and the amount you would have earned at your regular, straight-time rate. Overtime pay will not be paid for jury duty.

To be eligible for jury duty pay, you must get a statement from the Court Clerk indicating the time and days you served on the jury and the amount you received as jury pay. You will not be paid for time that you did not actually spend serving on jury duty or traveling to and from the courthouse. If you serve in excess of three (3) hours, you will be compensated for the full day. You are expected to call in to your supervisor every day upon completion of your service REGARDLESS OF THE TIME YOU COMPLETE YOUR SERVICE so that a decision can be reached about whether you are to return to work that day or not. The time you call will be checked against the statement from the Court Clerk to verify the actual time you spent on jury duty.

Temporary employees who have been employed less than six (6) months are not eligible for jury duty make-up pay. Such employees will be excused from working during the term of their jury service.

This policy is in keeping with Tennessee Code Annotated, Section 22-4-108 and is intended to confer no greater or lesser rights than those granted under said statute.

The County encourages all employees to fulfill their duties to testify when called in both Federal and State courts. Therefore, the following procedures shall apply when an employee is subpoenaed to appear in court:

The County has procured a group life insurance policy and will pay the premium for each individual full-time, salary, and part-time employee of the County. The employee may choose to increase the standard coverage amount and/or add dependents at his/her own expense. This is a term life insurance policy. If your employment is terminated with the county, either by yourself or by the county, you will no longer be insured.

Medical and Dental Insurance benefits are available to all full-time and salary employees. Individual and family coverage options are available to help you protect your family, as well as, yourself. Employees must enroll in the medical plan within thirty (30) days of employment. Changes in marital status or adding a new dependent must be made within thirty (30) days of the event. To enroll or make changes in insurance plans, the employee must fill out the appropriate forms in the Payroll & Personnel Office.

Employees are required to pay the appropriate premium by payroll deduction in order to maintain insurance. The employee is responsible for all charges not covered, including, but not limited to, co-pays and/or deductibles. The County may retain a third party to administer the day to day aspects of the plan.

All employees are eligible to become members of the Eastman Credit Union. The credit union offers full banking resources (checking and savings accounts, loans, Christmas clubs, etc.).

It is the policy of Sullivan County to promote employee efficiency, health, and morale through periodic vacation from duty. At the discretion of the department head/supervisor, employees may be required to take vacation benefits in no less than one-hour intervals; however, Highway Department employees must take vacation benefits in no less than one-day intervals.

Vacation benefits will begin to accrue as of the date of employment; however, benefits may not be taken during the initial probationary period. If an employee is separated from County employment prior to the completion of the probationary period, no vacation accrual will be paid. Vacation benefits may not be accumulated during an employee’s absence from work unless the employee is on approved leave with pay. Upon separation from employment or upon death, you or your estate will be compensated for any unused vacation benefits.

Each active full-time employee will accrue vacation benefits as follows:

Less than 1 year 3.36 hours 40.32 hours 40 hours

1 through 5 years 6.64 hours 79.68 hours 40 hours

6 through 14 years 10 hours 120 hours 40 hours

15 through 25 years 13.36 hours 160.32 hours 40 hours

26 or more years 16.64 hours 199.68 hours 40 hours

*The benefit of converting vacation time to sick leave does not apply to School Department Employees.

Each active salary employee will accrue vacation benefits as follows:

Less than 1 year .42 days 5.04 days 40 hours

1 through 5 years .83 days 9.96 days 40 hours

6 through 14 years 1.25 days 15 days 40 hours

15 through 25 years 1.67 days 20.04 days 40 hours

26 or more years 2.08 days 24.96 days 40 hours

*The benefit of converting vacation time to sick leave does not apply to School Department Employees.

In the event at the end of the calendar year, an employee will carry over the maximum number of hours of vacation leave for the next calendar year and convert the maximum number of hours of vacation leave to sick leave, if the employee still retains additional vacation leave after the above conversions, that employee shall be compensated for up to eighty (80) hours of vacation leave that would otherwise be lost. The employee shall receive paid compensation at their regular rate of pay, as if paid for vacation hours actually taken, at the end of each calendar year.

Approved 2-20-06 by Resolution No. 2006-01-04

The County and Education Departments observe paid holidays as set forth below. Because of the variety of County services, all employees may not be able to observe holidays on the same day. Your department head/supervisor will advise you if your work schedule requires a deviation from the holiday schedule.

Due to the school schedule, Education Department employees have some holidays which do not coincide with those observed by other County employees.

When a holiday falls on Saturday, the Friday preceding the holiday is observed. When it falls on Sunday, the Monday following the holiday is observed.

The County observes the following holidays:

New Year’s Day

July 4th

Labor Day

Thanksgiving--2 days

Christmas--2 days

(If Christmas falls on Tuesday, Wednesday, or Friday that day plus the work day preceding it will be observed. If Christmas falls on Monday or Thursday, that day plus the following work day will be observed. If Christmas falls on Saturday or Sunday, the preceding Friday and following Monday will be observed.)

In years of state and federal elections, certain election days may also be treated as paid holidays.

Employees who choose not to work some portion of the week in which the holida