The Telecommuting Program allows an employee to work at a site other than a County office. For instance, telecommuting employees may work out of their home or at another location near their residence.
In January 1992, the County and the Union agreed upon and implemented a prototype Telecommuting Program. The Union reserves the right to renegotiate the Telecommuting Policies and Procedures, as necessary, based on the results of the trial period, before further implementation of the Telecommuting Program. By the end of June, the Labor-Management Telecommuting Committee will recommend to the Board of Supervisors what policies and procedures should be adopted to continue this option to County employees.
An employee is eligible to participate in telecommuting by:
(1) Completing an application requesting consideration for telecommuting.
(2) Receiving management authorization to telecommute.
(3) Participating in a Supervisor-Telecommuter training session.
(4) Developing a written telecommuting contract with the supervisor that describes how telecommuting will be handled in accordance with County policy.
Telecommuting may be terminated at the request of either the employee or management. If an employee’s application is denied by their manager, or if the employee is removed from the Telecommuting Program by the manager, s/he will have the right to request a mediator to meet with them and the manager to attempt to develop a feasible telecommuting plan. The mediator shall be a member of the Telecommuting Committee.
Review Process
All applications, whether approved or denied, will be reviewed by the Human Resources Director and the County Manager. The Telecommuting Committee will review all approvals and denials.
For more detailed information on the Telecommuting Program, ask your manager for a copy of the Telecommuting Policies and Procedures
November 1, 2009
Nick Steinmeier
Internal Organizing Director
SEIU Local 521
Dear Mr. Steinmeier:
It is the County’s policy and goal that all workers shall be treated with respect and dignity. To that end, managers, supervisors, and line workers will each have an obligation of mutual respect.
This shall not prevent a manager or supervisor from providing training or correction to workers and shall not prevent a line worker from responding on their own behalf or offering their personal opinion on the subject under discussion. However, each is expected to do so in a civil manner and without name-calling or demeaning tone. Correction of work performance, when given by a supervisor, shall normally be done in private.
Sincerely,
Donna Vaillancourt
Human Resources Director
November 1, 2009
Nick Steinmeier
Internal Organizing Director
SEIU Local 521
Dear Mr. Steinmeier:
It has been the County’s policy to investigate allegations of harassment made by workers of this County against their supervisors. Admittedly, harassment is a very subjective matter, but the County has and will continue to investigate said allegations and attempt to resolve the problem in an expeditious manner. The County will also investigate and attempt to resolve in an expeditious manner problems that are brought to our attention concerning the narrative section of performance evaluation.
Sincerely,
Donna Vaillancourt
Human Resources Director
November 1, 2009
Nick Steinmeier
Internal Organizing Director
SEIU Local 521
Dear Mr. Steinmeier:
In previous negotiations with SEIU, the Union raised concerns about occupational health and safety.
Any concerns about the process for reporting and/or resolving occupational health and safety issues may be directed to the Central Safety Committee. The County is committed to developing systems and procedures for the resolution of such concerns.
Sincerely,
Donna Vaillancourt
Human Resources Director
November 1, 2009
Nick Steinmeier
Internal Organizing Director
SEIU Local 521
Dear Mr. Steinmeier:
“Rule of Seven” Explanation
The process of certifying names from eligible lists is governed by Section 4 of Civil Service Commission Rule IX.
If a list other than a reemployment eligible list is to be used, the top seven available candidates on the eligible list are certified to the appointing authority.
If any other candidates have the same score as the number seven candidate, they are also certified to the vacancy.
If more than one vacancy is being filled, the base number of candidates to be certified is increased by one for each additional vacancy. For example, if there are not ties at number seven on the list and there are two vacancies, eight names are certified. If two individuals are tied at number seven and there are two vacancies, eight names are certified.
Names are removed from the eligible list in accordance with the provisions of Section 4 of Rule VIII. When a name is removed from the list under this Section, the next highest scoring candidate is added to the list.
If the list contains six or less names, the Appointing authority may select from that list, schedule another examination or use an alternate eligible list.
Sincerely,
Donna Vaillancourt
Human Resources Director