BURNET COUNTY PERSONNEL POLICIES & EMPLOYEE

Burnet County

Personnel Policies & Employee Handbook

BURNET COUNTY

PERSONNEL POLICIES & EMPLOYEE HANDBOOK

Last Amended

01/09/2024

Burnet County

Personnel Policies & Employee Handbook

NOTICE TO EMPLOYEES

The contents of the Employee Handbook are not a contract of employment

or any covenant of such a contract. Specifically, employment at Burnet

County is “at-will” employment. Your employment may be terminated by

either yourself or the County, at any time, with or without cause, and with or

without notice.

This statement of your employment relationship represents the entire

agreement between you and the County of the circumstances under which

your employment can be terminated. No one in Burnet County has the

authority to make any agreement for employment other than employment

“at-will”. This handbook is intended only to provide guidance in

understanding Burnet County policies, practices, and benefits. Except for

the policy of “at-will’ employment, Burnet County retains the right to change

this handbook, and to modify or cancel any of its employee benefits when

the need for change is recognized. The policies contained in this handbook

supersede any and all existing or previously issued policies no longer in

effect.

EQUAL OPPORTUNITY EMPLOYER

There shall be no discrimination against any person in job structuring,

recruitment, examination, selection, appointment, placement, training,

upward mobility, discipline, or any other aspect of personnel administration

based upon race, religion, color, disability, national original, sex, political

affiliation, belief, veteran status or other protected factors. Personnel

decisions shall be made on the basis of occupational qualifications and job

related factors such as skill, knowledge, education, experience, and ability

to perform a specific job.

The current Equal Employment Opportunity Plan is available upon request

from the Human Resources Office. If a department has more than 50

employees it must adopt a separate Equal Employment Opportunity Plan.

Burnet County

Personnel Policies & Employee Handbook

TABLE OF CONTENTS

1.00

INTRODUCTION

Page

1.01

Authority

1.02

Purpose

1.03

Applicability of Employee Handbook

1.04

Dissemination of Employee Handbook

1.05

Communication

2.00

EMPLOYEE RESPONSIBILITIES

2.01

General

2.02

Timeliness

2.03

Gifts

2.04

Conflict of Interest

2.05

Political Activity

2.06

Working Hours

2.07

Overtime Work

2.08

Work Breaks

2.09

Proof of Automobile Liability Insurance

2.10

Drug and Alcohol Policy: Drug-Free Workplace Requirements

2.11

Harassment Policy

2.12

HIV/Aids Workplace Policy

3.00

EMPLOYEE COMPENSATION AND ADVANCEMENT

3.01

Categories of Employment

3.02

Workday/Workweek

3.03

Paydays

3.04

Classification and Compensation Plan

3.05

Performance Evaluation

3.06

Timekeeping

3.07

Overtime Compensation

3.08

Longevity Pay

3.09

Holiday Pay

3.10

Promotions

3.11

Lateral Transfers

3.12

Demotions

3.13

Pay Reduction for Disciplinary Reasons

3.14

Approving Authority

3.15

3.16

Grant Funded Positions

Effective Date of Rate Changes

Burnet County

Personnel Policies & Employee Handbook

4.00

BENEFITS

Page

4.01

Medical and Life Insurance

4.02

Social Security and Medicare Tax

4.03

Retirement

4.04

Workers Compensation

4.05

Unemployment Insurance

4.06

COBRA

4.07

Deferred Compensation

4.08

Public Employees Credit Union

5.00

ABSENCES AND LEAVE

5.01

Definitions

5.02

Vacation Leave

5.03

Sick Leave

5.04

Military Leave

5.05

Civil Leave

5.06

Leave of Absence

5.07

Extended Leave for Illness or Temporary Disability

5.08

Using Leave in Combination

5.09

Emergency Leave

5.10

Personal Leave

5.11

Holidays

5.12

Bad Weather Days

5.13

Sick Leave Pool

5.14

5.15

Family and Medical Leave and Military Family Leave

Paid Quarantine Leave for Peace Officers and Detention

Officers

6.00

HEALTH AND SAFETY

6.01

General Safety Rules

6.02

Clothing and Safe Dress

6.03

Lifting and Manual Material Safety Handling

6.04

Emergency Response

6.05

Personnel Injuries

6.06

Fire Emergencies

6.07

Hazardous Material Incident

6.08

Duties of Employees

6.09

Material Storage

6.10

Lighting

6.11

Weather

6.12

Rules of Buildings

6.13

Fire Prevention

6.14

Reason for Rules

6.15

Seat Belt Policy

6.16

Tobacco Free Workplace

Burnet County

Personnel Policies & Employee Handbook

7.00

USE OF COUNTY PROPERTY

Page

7.01

General Policy

7.02

Use of Tools, Equipment, Property and Vehicles

7.03

Valid Driver’s License

7.04

Accident Reporting

7.05

County Telephones

7.06

County Vehicle Usage – General Guidelines

7.07

Uniform Policy

7.08

Use of County Cash Fund

7.09

Use of Signature Stamp

8.00

DISCIPLINE

8.01

Discipline

9.00

SEPARATIONS

9.01

Resignation

9.02

Retirement

9.03

Reduction in Force

9.04

Termination

9.05

Disability

9.06

Death

9.07

Termination Pay

9.08

Exit Interview

10.00

PERSONNEL FILES

10.01

General Policy

10.02

Leave Records

11.00

TRAVEL EXPENSES

11.01

Eligibility

11.02

Transportation Cost

11.03

Lodging Cost

11.04

Meals

11.05

Incidental Expenses

11.06

Expense Report

11.07

Travel Expense Advances

11.08

11.09

Out-of-State Travel

Non-Travel Meals

12.00

INTERNET, EMAIL

12.01

Property

12.02

Personal Use and Privacy Issues

12.03

Public Records

12.04

Network Access and Technical Support

Burnet County

Personnel Policies & Employee Handbook

12.00

INTERNET, EMAIL Continued

Page

12.05

Bandwidth Usage

12.06

Network and Workstation Monitoring

12.07

Acceptable Use of County Email and Internet Resources

12.08

Unacceptable Use of County Email and Internet Resources

12.09

Downloading Information/Copyright

12.10

Document Retention

12.11

Password

12.12

Violations of Technology Policy

12.13

Equipment Specs and Minimum System Configuration

12.14

Request for Technical Service

12.15

Remote Access to County Data

12.16

County and Department Websites

12.17

Courts and Justice Management Software

12.18

Mandated Annual Cybersecurity Training

13.00

BURNET COUNTY FRAUD POLICY

13.01

Background

13.02

Scope of Policy

13.03

Policy

13.04

Actions Constituting Fraud

13.05

Other Inappropriate Conduct

13.06

Investigation Responsibilities

13.07

Confidentiality

13.08

Authorization for Investigating Suspected Fraud

13.09

Reporting Procedures

13.10

Termination

13.11

Administration

APPENDIX

Exhibit A – Harassment Complaint Form

Exhibit B – Alcohol & Drug Testing for Reasonable Cause

Exhibit C – Employee Time Clock Procedures

Burnet County

Personnel Policies & Employee Handbook

1.00 – INTRODUCTION

1.01 AUTHORITY

This handbook is adopted by the Commissioners’ Court of Burnet County. Amended, revised, or new

policies must by adopted by said court.

1.02 PURPOSE

This handbook sets forth the primary rules governing employment with the County of Burnet. These

policies inform employees of the benefits and obligations of employment. They have been prepared and

adopted in order to promote consistent, equitable, and effective practices by employees and supervisors to

achieve high quality service.

This handbook is not intended to imply any contract or contractual rights. Burnet County Commissioners’

Court reserves the exclusive right to modify these policies at any time without prior employee notification.

1.03 APPLICABILITY OF PERSONNEL POLICIES

The policies in this handbook apply equally to all employees paid through Burnet County’s payroll system

unless specifically exempted by law.

In cases where federal or state law or regulations supersede local policy, such laws or regulations will

substitute for these personnel policies only insofar as necessary to comply.

Departments specifically exempted from the Burnet County Personnel Policy due to federal or state law or

regulations include:

CSCD: Adult Probation and Intermediate Sanction Facility (ISF):

Section 76.006 and 76.008 of the Texas Government Code establishes the relationship between the

County and the CSCD. Section 76.006 requires that the County provide adequate facilities, utilities

and equipment for the CSCD. The 33

and 424

Judicial District CSCD has a policy and

procedures manual which outlines and defines operations of the 33

and 424

Judicial District

CSCD.

Intermediate Sanction Facility is a program operated by the CSCD, and is a division of CSCD. The

ISF also has a policies and procedures manual which is a subsection of the CSCD manual,

incorporating all of the basic CSCD personnel policies, but which contain some procedures specific

to the operation of the ISF.

In the event that any policy of Burnet County is not addressed in the aforementioned federal or

state law or regulations, then Burnet County Policies and Procedures shall apply.

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Personnel Policies & Employee Handbook

and 424

Judicial District Court:

Pursuant to the constitution and laws of the State of Texas, the Administrative Judge of the District

Court is responsible for appointing the county auditor, assistant county auditors and court reporters,

and setting their compensation after public hearing authorized by section 152.905, and is further

authorized by section 74.101 to establish a court coordinator system and appoint a court coordinator

for the courts to improve justice and expedite the processing of cases through the courts. Section

74.104 authorizes judges to determine reasonable compensation for the court coordinators and court

administrative personnel, subject to approval of the Commissioners’ Court. Upon approval by the

Commissioners’ Court of the positions and compensation, the county shall provide the necessary

funding through the county’s budget process. Whereas the 33

and 424

Judicial District

encompasses four counties for whom Burnet County administers the payroll of the Burnet County

Auditors, District Court reporters and the District Court’s administrative staff, it is appropriate that

District Court employees follow Burnet County Policies.

1.04 DISSEMINATION OF PERSONNEL POLICIES

Employees receive a copy of the Personnel Policies (or accept responsibility for accessing the policies

online) at the time of employment. Employees are required to sign an acknowledgement and receipt

statement which is kept in their personnel file.

An official record copy shall be filed with the County Clerk, the Human Resources Office, and posted on

the County’s website at www.burnetcountytexas.org

1.05 COMMUNICATION

Employees are encouraged to make constructive suggestions for improvement in these policies or

procedures in writing to the Human Resources Director.

Burnet County

Personnel Policies & Employee Handbook

2.00 – EMPLOYEE RESPONSIBILITIES

2.01 GENERAL

The County of Burnet is a public tax-supported organization. Its employees must adhere to high standards

of public service that emphasize professionalism, courtesy, and avoidance of even the appearance of illegal

or unethical conduct. Employees are expected to carry out efficiently the work items assigned as their

responsibility, to maintain good moral conduct, and to do their part in maintaining good relationships with

the public, with other government employees and elected officials, with their supervisors, and with fellow

employees.

Remember, we are here to serve all of the people of Burnet County. Our responsibility is to provide fair,

efficient service in a courteous manner, respecting the dignity and privacy of every individual. Often your

contact with citizens will be the only basis on which our County government is perceived; therefore, you

owe it to both the County and yourself to serve the public to the very best of your ability.

Burnet County’s diversity initiatives are nondiscriminatory toward all our co-workers and our citizens,

embracing the differences in age, color, disability, ethnicity, family or marital status, gender identity or

expression, language, national origin, physical and mental ability, political affiliation, race, religion, sexual

orientation, socio-economic status, veteran status, and other characteristics that make the people of Burnet

County unique.

We believe in treating others the way we would like to be treated.

2.02 TIMELINESS

Employees are to be punctual in maintaining work hours, keeping appointments and meeting schedules for

completion of work.

An employee who expects to be absent from work must report the expected absence to his/her supervisor

as far in advance of the time to be absent as is practical.

2.03 GIFTS

Employees shall not accept gifts from contractors, vendors, customers or other persons who have business

dealings with the county.

2.04 CONFLICT OF INTEREST

An employee may not: (1) solicit or accept or agree to accept a financial benefit, other than from the county,

that might reasonably tend to influence his/her performance of duties for the county or that he/she knows

or should know is offered with intent to influence employee’s performance; (2) accept employment or

compensation that might reasonably induce him/her to disclose confidential information acquired in the

performance of official duties; (3) accept outside employment or compensation that might reasonably tend

to impair independence of judgment in performance of duties for the county; (4) make any personal

investment that might reasonably be expected to create a substantial conflict between the employee’s

private interest and duties for the county; or (5) in exchange for having performed duties as a county

employee in favor of that person.

Burnet County

Personnel Policies & Employee Handbook

2.05 POLITICAL ACTIVITY

Employees of the County of Burnet are encouraged to vote and to exercise other prerogatives of citizenship

consistent with state and federal law and these policies.

2.06 WORKING HOURS

Full-time county employees have a standard 40-hour work week. Usual working hours are 8:00 am to 5:00

pm Monday through Friday. Offices will maintain the above schedule to the extent possible. Working

schedules vary by departments and are determined by the department head. Those employees who work in

shifts will have varying hours of work to be set by the elected official over the department.

2.07 OVERTIME WORK

All employees of the county are subject to be called to work at any time by their supervisor of the

Commissioners’ Court when such action is required to serve the public properly. Exempt employees, as

defined under the Fair Labor Standards Act, are expected to render necessary and reasonable overtime

services with no additional compensation. In the case of a declared emergency, exempt employees could

qualify for overtime compensation.

2.08 WORK BREAKS

The Fair Labor Standards Act requires a reasonable break for nursing mothers to express breast milk during

the first year following the birth of a child. Burnet County will provide a paid break up to 30 minutes for

nursing mothers. The nursing mother will be allowed whatever time is needed to express breast milk,

however, if the break is longer than 30 minutes in duration, the break time will be unpaid time off. The

mother will be given a private location, not a bathroom, to express breast milk. The location will be

determined on a case by case basis. Burnet County does not allow any retaliation against nursing mothers

for asking for this break. Nursing mothers are entitled to this break for 1 year following the birth of their

child.

All other breaks are determined by each department head and are not required to be given. If your

department provides you with a break, they may not be accumulated or used for time off. The Fair Labor

Standards Act does not require any breaks other than for nursing mothers.

2.09 PROOF OF AUTOMOBILE LIABILITY INSURANCE

Every employee who uses a private vehicle for county business must be able to furnish proof of automobile

liability insurance.

2.10 DRUG AND ALCOHOL POLICY: DRUG FREE WORKPLACE REQUIREMENTS

PURPOSE

The purpose of this policy shall be to establish a drug and alcohol-free workplace to help ensure a safe

and productive work setting for all employees.

Burnet County

Personnel Policies & Employee Handbook

APPLICABILITY

This policy shall apply to all employees of Burnet County regardless of rank or position and shall

include temporary and part-time employees.

The only exception to this policy shall be the possession of controlled substances by law enforcement

personnel as part of their law enforcement duties.

POLICY

The following shall be a violation of this policy:

A. The manufacture, distribution, dispensing, possession, sale, purchase, or use of a controlled

substance or drug paraphernalia on County property.

B. Being under the influence of alcohol or illegal drugs while on County property or while on duty

for the County. The use or possession of any kind of alcoholic beverage or illegal drugs while

on duty is forbidden and will subject the offender to disciplinary action up to and including

dismissal at the discretion of the Department Head.

C. The use of prescription or over-the-counter drugs, while on County property or while on duty

for the County, in a manner other than that intended by the manufacturer or prescribed by a

physician. An employee shall notify his/her supervisor while taking any prescription

medication that has the potential to affect performance of duties.

D. Employees are not covered under Worker’s Compensation if it is established they were under

the influence of alcohol or illegal drugs at the time of injury.

DEFINITIONS

A. A controlled substance shall include any substance listed in Schedules I-V of Section 202 of

the Controlled Substance Act (21 U.S.C. S 812), as amended.

B. County property shall include all County owned, rented, or leased real property such as

buildings, land parking lots, etc. and property used by employees such as vehicles, lockers,

desks, closets, storage areas, etc.

C. Drugs shall include any chemical substance that produces physical, mental, emotional, or

behavioral change in the user.

D. Drug paraphernalia shall include equipment, a product, or material that is used or intended for

use in concealing an illegal drug or for use in injecting, ingesting, inhaling, or otherwise

inducing into the human body an illegal drug or controlled substance.

E. Illegal drug shall include any drug or derivative thereof which the use, possession, sale,

transfer, attempted sale or transfer, manufacture, or storage of is illegal or regulated under any

federal, state, or local law or regulation and any other drug, including (but not limited to) a

prescription drug, used for any other than a legitimate medical reason, and inhalants used

illegally. Included is marijuana or cannabis in all forms.

Burnet County

Personnel Policies & Employee Handbook

F. Under the influence shall be defined as a state of having a blood alcohol concentration of 0.02

or more or the state of not having the normal use of mental or physical faculties resulting from

the voluntary introduction into the body of an alcoholic beverage or a controlled substance.

TYPES OF DRUG AND ALCOHOL TESTING

A. Reasonable Suspicion Testing: If an employee is having a work performance problem or

displaying behavior that may be alcohol or drug related, or is otherwise demonstrating conduct

that may be in violation of this Drug and Alcohol Policy where immediate management action

is necessary, a supervisor will require the employee to submit to a breath test, urinalysis and/or

blood test (see Appendix B). The following conditions may be signs of possible alcohol or

drug use (this list is not all-inclusive):

 Abnormally dilated or constricted pupils

 Glazed stare – redness of eyes (sclera)

 Flushed face

 Change of speech (i.e. faster, slower, slurred)

 Constant sniffing

 Increased or unexplained absences

 Redness under the nose

 Sudden weight loss

 Needle marks

 Change in personality (i.e. paranoia, anger)

 Increased appetite for sweets

 Forgetfulness – performance altering – poor concentration

 Borrowing money from co-workers or seeking an advance of pay or other unusual display

of need for money

 Constant fatigue

 Hyperactivity

 Smell of alcohol

 Difficulty walking or standing

 Dulled mental process

 Slowed reaction rate

B. Post-Accident Testing: All employees directly involved in an on-the-job accident that results

in property damage, lost time or bodily injury will be required to be drug and alcohol tested

within 3 hours of the accident. Any accident involving damage to county property at any time

shall also require a drug and alcohol test within 3 hours of the accident.

REFUSAL TO BE TESTED

Each employee is expected to fully cooperate and consent to a drug or alcohol test when requested

under the terms of this policy. Refusal to consent to a drug test when requested may result in immediate

termination.

Burnet County

Personnel Policies & Employee Handbook

POLICY VIOLATIONS

Any employee who violates this policy shall be subject to disciplinary measures up to and including

termination.

PRESCRIPTION DRUGS

Employees taking prescription medications shall be required to notify his/her supervisor of any possible

effects the medication might have regarding their job performance and physical/mental capacity.

Any information concerning prescription medications being used by an employee, and any other

medical information of which the supervisor becomes aware, shall be treated as confidential

information.

Prescription medications used at work are to be kept in their original container

TREATMENT

Employees having problems with drugs or alcohol are encouraged to seek treatment from qualified

professionals.

Information on benefits provided for treatment of alcohol and drug problems through the County’s

medical insurance program is available in the employee’s insurance coverage booklet or from the

Human Resources Office.

RESERVATION OF RIGHTS

Although adherence to this policy is considered a condition of continued employment, nothing in this

policy shall alter an employee’s status and shall not be deemed a contract or promise of employment.

2.11 HARASSMENT POLICY

A. General Harassment

Burnet County is committed to a workplace free of harassment. Harassment includes unlawful,

unwelcome words, acts or displays based on sex, race, color, religion, national origin, age,

pregnancy, disability, family or military leave status or veteran’s status. Such conduct becomes

harassment when (1) the submission to the conduct is made a condition of employment; (2) the

submission to, or rejection of, the conduct creates an offensive, intimidating or hostile working

environment or interferes with work performance.

Harassment is strictly prohibited by Burnet County whether committed by an elected official,

appointed official, department head, co-worker or non-employee with whom the County does

business. All harassment should be reported immediately (see Appendix A).

Employees who feel they have been harassed should immediately report the situation to the

elected or appointed official who is responsible for the department in which they work. If, for

any reason, the employee feels that reporting the harassment to the department head may not

be the best course of action, the report should be made to the County Judge or County Attorney.

Every reported complaint will be investigated promptly and thoroughly.

Once the investigation is complete, the employee making the claim shall be notified of the

result of the investigation and any actions which are to be taken.

Burnet County

Personnel Policies & Employee Handbook

Retaliation against an employee who reports harassment or who cooperates in the investigation

is prohibited by law as well as this policy.

Remedial action will be taken in accordance with the circumstances when the county

determines unlawful harassment has occurred, up to and including termination.

B. SEXUAL HARASSMENT

Sexual harassment is strictly prohibited by Burnet County, whether committed by elected

official, appointed official, department head, co-worker or non-employee the county does

business with. It shall be the policy of Burnett County to provide a work place free from sexual

harassment for all employees and to take active steps to eliminate any sexual harassment of

which the County becomes aware.

Employees engaging in sexual harassment shall be subject to discipline, up to and including

termination of employment. Sexual harassment shall include, but be limited to, unwanted

sexual advances, requests for sexual favors, and other verbal, non-verbal or physical conduct

of a sexual nature, which includes slurs, jokes, statements, gestures, touching, pictures, emails

or cartoons where: (1) the submission to such conduct is either an expressed or implied

condition of employment; or (2) the submission to or rejection of such conduct is used as a

basis for an employment decision affecting the harassed person; or (3) the conduct has the

purpose or effect of substantially interfering with an affected person’s work performance or

creating an intimidating, hostile, or offensive work environment.

All claims of sexual harassment shall be taken seriously and investigated promptly and

thoroughly. While all claims of sexual harassment should be handled with discretion, there

can be no complete assurance of full confidentiality.

No retaliation or other adverse action shall be taken against an employee who, in good faith,

files a claim of sexual harassment or those employees who cooperate in the investigation of a

complaint.

Employees who feel they have been sexually harassed should immediately report the situation

to the elected or appointed official who is responsible for the department in which they work.

If, for any reason, the employee feels that reporting the harassment to the department head may

not be the best course of action, the report should be made to the County Judge or to the County

Attorney.

Every reported complaint will be investigated promptly and thoroughly.

Burnet County

Personnel Policies & Employee Handbook

Once the investigation is complete, the employee making the claim shall be notified of the

result of the investigation and any actions which are to be taken.

Use the following procedures so that your complaint may be resolved quickly and fairly.

1. When practical, confront the harasser and ask them to stop the unwanted behavior.

2. Record the time, place and specifics of each incident, including any witnesses.

3. Report continuing sexual harassment to the elected official or appointed official who is

responsible for your department or to the County Judge or the County Attorney.

4. If a thorough investigation reveals that unlawful sexual harassment has occurred, Burnet

County will take effective remedial action in accordance with the circumstances, up to and

including termination.

Reporting or failing to report claims in accordance with the procedures given in this policy shall not limit

other legal recourse an employee may have in regard to sexual harassment charges.

2.12 HIV/AIDS WORKPLACE POLICY

A. POLICY

Burnet County treats AIDS and HIV infection as disabilities in accordance with the policy on

Equal Employment Opportunity (EEO) and the requirements of the Americans with

Disabilities Act of 1990 and the Rehabilitation Act of 1973. Burnet County does not unlawfully

discriminate against employees or applicants living with or affected by HIV (Human

Immunodeficiency Virus) or AIDS (Acquired Immune Deficiency Syndrome).

B. PROCEDURES

1. The County will treat HIV infection and AIDS the same as other illnesses in terms of all

of our employee policies and benefits, including health and life insurance, disability

benefits and leaves of absence.

2. An employee’s health condition is private and confidential. An employee with AIDS or

HIV infection is under no obligation to disclose his or her condition to an elected official,

department head or any other employee of the County.

3. Employees living with or affected by HIV infection and AIDS will be treated in the same

manner as employees with other disabling conditions.

4. Burnet County will respond to the changing health status of employees by making

reasonable accommodations.

5. Co-workers who harass, rese to work with, or who otherwise discriminate against an

employee with HIV infection or AIDS will be subject to the same disciplinary procedures

that apply to other policy violations.

Burnet County

Personnel Policies & Employee Handbook

3.00 – EMPLOYEE COMPENSATION AND ADVANCEMENT

3.01 CATEGORIES OF EMPLOYMENT

There are three categories of employment with the County of Burnet:

Full-time: A full-time employee is employed to hold an authorized position that is regularly scheduled 40

hours per week or an authorized position in law enforcement that is regularly scheduled 84 hours in a 14-

day work period in accordance with paragraph 207(k) of the Fair Labor Standards Act.

Part-time: A part-time employee is employed to hold an authorized position that is regularly scheduled for

fewer than 40 hours per week.

Temporary: A temporary employee is an employee hired to complete a specific project within a specified

period of time. Temporary employees may be full-time or part-time.

Depending on the nature of an employee’s job duties, he/she may be exempt from the overtime requirements

of the Fair Labor Standards Act. Exempt employees include executives, administrative employees, and

professionals. The Fair Labor Standards Act regulations are keyed to actual job duties of the employee,

and an employee does not qualify merely because of the job title.

3.02 WORKDAY/WORKWEEK

The workday for Burnet County shall begin at 12:01 am each day and end 24 consecutive hours later.

For purposes of recordkeeping and to determine overtime in compliance with the Fair Labor Standards Act,

the workweek for the County shall begin at 12:01 am on each Saturday and end seven (7) consecutive work

days later (168 hours). The only exception to this is law enforcement employees who fall under the 207(k)

exemption.

Burnet County Commissioners’ Court adopted the Fair Labor Standards Act Section 207(l) exemption for

the Sheriff’s Department Field Deputies and Corrections Officers. The Burnet County Sheriff’s

Department shall contain one work period for Field Deputies and Corrections Officers. The work period

shall consist of 84 hours and run from Saturday at 12:01 am, 14 consecutive calendar days. This establishes

for Burnet County Sheriff’s Department a 14 day – 84 hour work period.

3.03 PAYDAYS

Pay checks are issued on a 26-week pay period per year system. Any deviation from this pay schedule will

be at the sole discretion of Commissioners’ Court. Pay checks will not be issued other than on the official

pay date. Department heads may pick up their department pay checks Thursday afternoon for disbursement

on Friday. No pay advance loans will be made to any employee for any reason.

3.04 CLASSIFICATION AND COMPENSATION PLAN

The county maintains a classification and compensation plan by which each class of positions is assigned

to a pay group.

Burnet County

Personnel Policies & Employee Handbook

3.05 PERFORMANCE EVALUATIONS

“Employee Performance Evaluations” will be completed annually each year for each employee by their

Department Head or Supervisor, as described in the Burnet County Compensation Plan. Burnet County

employees are not eligible for a merit increase without a current year performance evaluation overall rating

of “3” or better on a long form record, or overall rating of “Good” on a short form record. The original of

the evaluation is to be filed in the employee’s Personnel File in the Human Resources office.

3.06 TIMEKEEPING

Time Sheet:

Time sheets are governmental documents and as such require accurate and truthful information and are

subject to Texas Penal Code 37.10. Falsifying a time sheet, a governmental record, is a Class “A”

Misdemeanor.

Electronic Time Clock:

All Burnet County employees required to use the electronic time clock shall clock in upon arrival and

clock out when leaving. If they are to be away from the office on personal business for more than 15

minutes they must clock out.

A. Leave such as vacation, sick, and other approved leave shall also be recorded in the timekeeping

system by the supervisor or department head.

B. All non-exempt employees shall use the timekeeping system except in areas where internet

access is not available.

C. Non-exempt employees shall use their web access to “clock in” at the beginning and end of

their workday and as necessary, within the workday, as to appropriately record their meal

breaks or approved leave time.

D. In the case of clock malfunction or other technical problems, it may be necessary to correct or

enter missing data. These changes shall be documented and manually added to the employee’s

timecard as necessary by their supervisor to accurately report the employee’s hours. Any clock

or web access malfunctions should be promptly reported to the County Human Resources

Office.

E. Burnet County uses a 7 minute rounding rule. Employees who clock in 7 minutes before or 7

minutes after any quarter hour will be paid on the quarter hour.

 Employees should not clock in nor begin any work activities earlier than 7 minutes before

their scheduled start time, unless the employee has supervisor approval for early arrival.

 An employee should not clock out nor continue any work activities any later than 7 minutes

after their scheduled end time, unless the employee has supervisor approval for working

late.

F. All employees are required to view and sign their timesheets to ensure accuracy of their official

recorded time. An employee should report discrepancies to their supervisor immediately. All

employees are required to approve their timesheet at the end of each week.

G. Supervisors or department timekeepers shall approve their employee’s time at the end of each

week.

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H. Departmental timekeepers shall ensure that employees and supervisors have accurately

completed timesheets. At the end of each pay period, departmental timekeepers will “Sign

Off” on all employee timesheets, therefore releasing the recorded data to Payroll for processing.

I. During payroll processing, leave from available banks (excluding Sick Leave) will be added

for any full-time employee (as defined in Sec. 3.01) to complete their normal schedule.

3.07 OVERTIME COMPENSATION

Overtime compensation is due to employees as follows:

7-day work week …….................after 40 hours

14-day work period……………..after 86 hours

Vacation leave, sick leave, personal leave, emergency leave and designated county holidays will not be

counted as actual hours worked toward the calculation of overtime, but will be calculated as straight time.

If a full time employee who is subject to the overtime provisions of the Fair Labor Standards Act is required

to work extra hours during a workweek in which he or she has used banked leave, the leave time should be

reduced to prevent overtime. Leave time may be counted towards hours worked for overtime purposes in

the event of an emergency (safety or security) as determined by the department head.

Flex time or equal time off in the same work period may result in changes to the time record.

Non-exempt employees will be paid at one and one-half times their regular rate of pay for each hour actually

worked in a work week or work period above their respective limits as listed above (all overtime must be

approved by the department head ahead of time).

3.08 LONGEVITY PAY

General: This policy is effective October 1, 2021, and is intended to supersede and replace all previous

longevity, step, or salary pay types that are based solely on length of service. Any employee that as of

10/01/2021 would have been paid more under a previous longevity-based pay structure will continue under

the older policy until such time that pay under the new policy exceeds the older policy. At no time will an

employee receive benefits under more than one longevity-based policy or any other type of policy based

solely on years of service.

Eligibility: Eligible positions and amounts will be determined annually by the Commissioners Court

during the normal budget process. This additional pay will not be paid if it is not clearly designated and

budgeted for during the budget process.

County funded, full-time active employees are eligible based on their years of service in any eligible

position with Burnet County. For the purpose of this policy, any employee working less than 40 hours per

week is considered part-time. Eligible part-time employees must have two years of consecutive service

and a minimum of 750 hours worked in the previous 12-month period. Employees must be a full-time or

part-time active employee as of the date the longevity is paid.

Ineligibility: Temporary employees and employees supplemented by the County are not eligible. Grant

funded positions will not be eligible unless allowed by the grant or approved and budgeted by the

Commissioners Court.

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Guidelines: This policy and these guidelines are not a contract between the County and any of its

employees. Nothing herein shall be considered a part of the County’s employment relationship with the

employee. No employee shall have the right to rely upon or enforce this policy and these guidelines against

the County, it being understood that the County may amend, modify, or terminate this policy and these

guidelines at any time. No employee shall have any rights or privileges in this policy or guidelines.

FY23 Eligible Positions and Amount: For the FY23 budget year (October 1, 2022 – September 30, 2023),

eligible employees in eligible positions who have greater than two years of continuous service as of October

1, 2022, are eligible for longevity pay. For FY23, the amount of longevity pay is calculated at $20 for every

month of service for full-time employees and $10 for every month of service for part-time employees in an

eligible position as of 10/01/2022 with a maximum amount of $3600 for full-time employees and $1800

for part-time employees to be paid out in one lump sum payment prior to December 31, 2022. Any

employee that as of 10/01/2021 would have been paid more under a previous longevity-based pay

structure will continue under the older policy until such time that pay under the new policy exceeds

the older policy. This longevity pay will be paid in one annual payment.

3.09 HOLIDAY PAY

A. Normally Scheduled Full Time Employees: On designated county holidays, each employee is paid

their hourly rate of pay for an 8 hour work day. (Employee must have been employed on the workday

preceding the holiday to qualify.) Those employees (other than those subject to shift work) who are

non-exempt and who are required to work on a designated county holiday will receive compensation at

their hourly rate of pay for each hour worked in addition to their holiday pay. An employee shall not

be allowed to take a day off with pay prior to a holiday in anticipation of working on the holiday.

B. Full Time Shift Employees: On designated county holidays, each employee who works in a department

that operates 24/7 will be given 8 hours of Holiday Leave, whether their regular day off falls on the

holiday or the employee works the holiday. Holidays do not accrue and unused hours will not be paid

at separation.

C. Part-time employees are not eligible for holiday pay.

D. Special consideration shall be given to employees requesting time off for religious or other special

observances which are not designated as paid holidays for Burnet County. Each Department Head is

responsible for granting this leave based on the needs of their individual departments. Vacation leave

or leave without pay may be used for special leave granted.

E. If an employee is off work due to FMLA, Worker’s Compensation, or other unpaid leave of absence,

holiday leave will not be earned.

3.10 PROMOTIONS

Promotions are changes in the duty assignment of any employee from a position in one classification to a

position in another classification in a higher pay group. A promotion recognizes advancement to a higher

classification requiring higher qualifications and involving greater responsibility. A promoted employee

will receive a pay increase within budget commensurate with qualifications and responsibility in accordance

with the Burnet County Compensation Plan.

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Any reclassification of positions must have prior approval of Commissioners’ Court before effecting any

change. All changes must begin at the beginning of a pay period.

Any employee promoted to an exempt position from a non-exempt position will be paid for any unused

compensatory time at the time of the promotion. Time equivalent to the total hours paid must elapse prior

to filling the vacancy created by the promotion, unless otherwise authorized by Commissioners’ Court.

3.11 LATERAL TRANSFERS

Lateral transfers are movements of an employee between positions in the same pay group. An employee

transferring to another department will be paid any compensatory time on the books.

3.12 DEMOTIONS

A demotion is a change in duty assignment of an employee from a position in one classification to a position

in another classification in a lower pay group. An employee who is demoted may have his/her pay reduced.

Demotions may be made for the purpose of voluntary assumption of a less responsible position, as a

disciplinary measure, because of unsatisfactory performance in a higher position, or as a result of a

reclassification of the employee’s position.

3.13 PAY REDUCTION FOR DISCIPLINARY REASONS

An employee’s pay for continued performance in the same position may be reduced as a disciplinary

measure to a lower rate in the pay group for that positon or to a rate in the next lower pay group.

3.14 APPROVING AUTHORITY

The Commissioners’ Court is the approving authority for all payrolls under the terms of (1) these policies,

(2) the classification and compensation plan or, (3) the annual budget.

3.15 GRANT FUNDED POSITIONS

Any employee whose salary is funded by grant revenues must take any and all accrued leave during the

period funded by the grant.

Employees whose salaries are funded by grants are subject to all Personnel Policies and Procedures and

Compensation Program. Those employees, whose salaries and benefits are funded 100% by the grant and

understood to possibly be a short term employment, will follow the terms of the grant and will not be

eligible for salary increases. If the County funds the position in the future, the position will then be reviewed

by Human Resources for a recommendation to Commissioners’ Court for classification of group and salary,

with the understanding that the position could receive a decrease in salary.

3.16 EFFECTIVE DATE OF PAY RATE CHANGES

Employee hourly pay rate changes made other than at the beginning of a fiscal year will become effective

no earlier than the first pay period following the date that the Human Resources Department receives the

Personnel Action Form authorizing the change. Retroactive pay adjustments are not allowed.

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4.00 – BENEFITS

4.01 MEDICAL AND LIFE INSURANCE

After 90 days of non-interrupted employment, the County of Burnet will provide group hospitalization,

medical, life, and dental insurance for full-time employees. Premiums for employees are paid by the

County. An eligible employee may add dependent coverage for family members at his/her expense. Each

employee will be provided with coverage documentation.

4.02 SOCIAL SECURITY & MEDICARE TAX

All county employees participate in Social Security which provides certain retirement and disability income

benefits, including Medicare. Participation in this federal program is required by law. Deductions are made

from each pay check in accordance with federal guidelines; this deduction is noted as “FICA” on

employees’ pay stubs. Burnet County funds an amount equal to the employee’s deduction to the Social

Security Administration for the employee’s benefit. Employees are encouraged to go to www.ssa.gov

for

further information about their Social Security Benefits.

4.03 RETIREMENT

The County of Burnet is a member of the Texas County and District Retirement System. Membership in

the retirement system is mandatory for all full-time and part-time employees. Only temporary employees

with no prospects for continuation of employment beyond six months or an individual contractor may be

excluded from TCDRS. Both the employee and the county contribute to the employee’s retirement account.

Employees who terminate prior to retirement will, upon request, be refunded their contributed portion of

their retirement account plus the interest earned on their contributed portion. Forms are available online at

www.tcdrs.org

, or in the Burnet County Human Resources Office.

The employee’s portion of the retirement contribution is tax deferred. You may have your deposits

refunded to you or choose a Direct Rollover into an I.R.A. account or some other account approved by the

IRS. If you do not choose a Direct Rollover, you will receive only 80% of the payment, because the Plan

Administrator (TCDRS) is required to withhold 20% of the payment and send it to the IRS as income tax

withholding to be credited against your taxes.

Any member is eligible for service retirement if the member satisfies any of the following requirements:

1) The member has completed at least eight (8) years of creditable service and has attained

the age of at least sixty (60); or

2) The member has completed at least eight (8) years of creditable service and the member’s

attained age and total accumulated credited service equals seventy-five (75) (referred to as

the “rule of 75”); or

3) The member has accumulated 20 years credited service, whichever comes first.

Burnet County also makes employer contributions to the TCDRS Supplemental Death Benefits Fund. The

beneficiary of a deceased employee would receive a lump-sum payment equal to a year’s salary in addition

to a return of the deceased’s personal deposits and interest earnings. A retired member’s beneficiary would

receive a lump-sum payment equal to $5000.00.

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For more detailed information contact the Human Resourced Department or www.tcdrs.org

. Burnet County

adheres to the rules and regulations as set forth by TCDRS in regards to employee retirement. These rules

and regulation are subject to change.

4.04 WORKERS COMPENSATION

All employees of Burnet County are covered by the County’s workers’ compensation program while on

duty for the County unless they have elected to retain their common law right of action. To retain common

law right, a new employee must inform the County Human Resources Office in writing within the first 3

days of employment.

An employee who suffers a job-related illness or injury is eligible to have all medical expenses paid for

such injury or illness and if unable to work for more than seven calendar days, shall be eligible to receive

partial salary continuation benefits which begin with the eight day of disability; by law, certified peace

officers injured in the line of duty receive full salary continuation. Salary continuation ends at the end of

the current term of the current sheriff.

An employee who suffers an on-the-job illness or injury shall notify his supervisor as soon as is reasonable

possible; the supervisor will fill out the appropriate reporting forms and forward them within 12 hours of

notification by the employee to the Human Resources Office. Failure to report job-related illnesses or

injuries in a timely manner may affect an employee’s eligibility to receive workers’ compensation benefits

or may delay benefit payments. The supervisor is required to notify the Human Resources Office when the

injured worker returns to work.

Time off work due to a job-related illness or injury will run concurrent with time to which the employee is

otherwise entitled under the Family and Medical Leave Act.

No employee is guaranteed that his job will be held open for any period of time unless he is entitled to and

files for leave under the Family and Medical Leave Act, in which case he/she will be entitled to up to 12

weeks (480 intermittent work hours) leave, after which time the employee will be terminated if they are

still unable to perform the essential functions of the position with or without reasonable accommodation.

The employee must provide the paperwork required under our Family Leave policy.

Employees do not accrue vacation or sick leave while on workers’ compensation salary benefits. They also

are not paid by Burnet County for any holidays falling during their period of absence.

An employee may not perform any outside work or engage in any extra duty employment on the same

calendar day(s) that he/she fails to report to work due to illness or injury.

An employee receiving workers’ compensation salary benefits shall be required to provide a completed

Workers’ Compensation Status Report (DWCC-73) from the attending physician before being allowed to

return to work. The release shall include whether or not the employee can return to full-time status with or

without restrictions.

4.05 UNEMPLOYMENT INSURANCE

Employees of the County may be eligible for unemployment benefits under the Texas Unemployment

Compensation Insurance.

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4.06 COBRA

The federal government enacted the Consolidated Omnibus Reconciliation Act of 1985 (COBRA) which

allows certain individuals the option of continuing their group health insurance under specified conditions.

Covered employees and their dependents are eligible to continue their coverage for up to 18 months if

termination of coverage is due to:

1) Loss of coverage due to reduction of work hours

2) Voluntary employee termination including retirement

3) Employee layoff for economic reasons

4) Employee discharged, except for gross misconduct

5) Employee has exhausted their FMLA leave

Covered employees and their dependents are eligible to continue their coverage for up to 29 months if the

participant is deemed disabled by Social Security within the first 60 days of COBRA continuation of

coverage.

COBRA coverage for covered employees and dependents up to 36 months is permitted if termination of

coverage is due to:

1) Death of the covered employee

2) Divorce or legal separation from the covered employee

3) Medicare eligible employee (employee becomes eligible for Medicare, leaving dependents

without group coverage)

4) Children who lose coverage due to certain contractual eligibility limitations

The coverage cannot be continued beyond the following dates:

1) The date on which the employer ceases to provide any group health plan to any employee.

If a group health policy ceases to be in force with regards to the employee of the employer,

it would be your employer’s obligation to allow you or your dependents to continue under

any replacing group policy or policies.

2) The date the full premium is not paid by the participant. (Including a 30 day grace period.)

3) When the individual becomes covered under any other group health plan, or is entitled to

Medicare benefits.

4) In the case of a spouse, when the spouse remarries and becomes covered under another

group health plan.

Your election to continue coverage must be done within 60 days of the date of the Continuation of Coverage

Election Form, or your termination date, whichever occurs last. Benefits provided shall be identical to

coverage provided for active full-time employees and dependents that have insurance under the plan but

have not yet terminated their coverage. The cost to continue coverage is paid by the individual. Within

180 days before expiration of your continuation of coverage, you shall have the right to convert to a

conversion plan at the time of your termination if it is being offered to other active full time employees

under the plan.

Questions regarding your right to continue insurance after your termination date should be addressed to the

Burnet County Human Resources Office.

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4.07 DEFERRED COMPENSATION

If you are interested in additional retirement options, you may become a member of Nationwide Retirement

Solutions and have an additional amount deducted from your paycheck for this purpose. For more

information, contact the Human Resources Department.

4.08 PUBLIC EMPLOYEES CREDIT UNION

All Burnet County employees are eligible to join the Public Employees Credit Union. You can get a

membership form from Human Resources Office, or apply online at www.pecutx.org

. If you join the credit

union, the amounts you request may be deducted from your pay check and sent directly to the credit union.

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5.00 – ABSENCES AND LEAVES

5.01 DEFINITIONS

Leave Time Any time off during your normal scheduled work period.

Unauthorized Absence An unauthorized absence is one in which the employee is absent from regular duty

without the permission of the department head. Employees are not paid for unauthorized absences, and

such absences are cause for disciplinary action, up to and including termination.

All leave taken by county employees must be approved by their department head or supervisor. For

payroll purposes, vacation leave, sick leave, personal leave, holiday hours, or any other leave granted by

the County will not be counted as work hours in the calculation of overtime. Leave time is permitted up to

a maximum of 40 hours per work week, or employee’s normal work schedule.

5.02 VACATION LEAVE

Accruing Vacation Leave Upon completion of the initial three month employment period, vacation leave

benefits, figured from the date of employment, are credited to the employee. Thereafter, earned vacation

leave is accrued and credited to the employee at the end of each month.

Full-time employees (exempt and non-exempt) accrue vacation leave as follows:

 First through ninth year of employment:

80 hours per year (6.67 hours per month)

 Tenth year and beyond:

120 hours per year (10 hours per month)

Part-time and temporary employees do not earn vacation leave.

Use of Vacation Leave Accrued vacation leave may be used upon the completion of the initial three-month

employment period. No more than 80 hours of vacation leave may be carried forward from one calendar

year to the next for the first through ninth year of employment. No more than 120 hours of vacation leave

may be carried forward from one calendar year to the next for the tenth year of employment and beyond.

Any accrued vacation leave in excess of these maximums as of December 31

of each year will be forfeited

from the employee’s leave record, without compensation.

Vacation leave of one hour or more taken by an exempt, non-elected employee must be documented by

completing an Exception Note. The Exception Note should be signed by the employee and their department

head/Elected Official, and turned in to the Human Resources Office.

5.03 SICK LEAVE

Accruing Sick Leave Upon completion of the initial three month employment period, sick leave benefits,

figured from the date of employment, are credited to the employee. Thereafter, earned sick leave is accrued

and credited to the employee at the end of each month.

Full-time employees (exempt and non-exempt) accrue sick leave at the rate of 80 hours per year (6.67 hours

per month).

Part-time and temporary employees do not earn sick leave.

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Use of Sick Leave Accrued sick leave may be used upon the completion of the initial three-month

employment period. Accrued sick leave may be utilized by full-time employees who are absent from work

due to:

1) Personal illness or physical or mental incapacity;

2) Medical, dental, or optical exams or treatments;

3) Medical quarantine resulting from exposure to a contagious disease; or

4) Illness of the following members of an employee’s immediate family:

a. Children

b. Spouse

c. Parents.

Medical Statement An employee’s supervisor may request, and employees must provide upon request,

written verification by a physician of a medical illness or injury precluding availability for duty at any time

that sick leave benefits are requested.

Sick leave or one day or more, taken by an exempt employee, must be documented by completing an

Exception Note signed by the Department Head/Elected Official and employee. The Exception Note is to

be turned in to the Human Resources Office.

Accumulation of Sick Leave Sick leave not used during the year in which it accrues accumulates and is

available for use in succeeding years, up to a maximum allowable accumulation of 90 days (720 hours).

Illness While on Vacation When an illness or physical incapacity occurs during the time an employee is

on vacation leave, sick leave may be granted to cover the period of illness or incapacity and the charge

against vacation leave reduced accordingly. Application for such substitution must be supported by a

medical certificate or other acceptable evidence to supervisor. Supervisor will provide proper

documentation to Human Resources Office.

5.04 MILITARY LEAVE

Full-time and part-time employees of the County who are members of the state military forces or members

of the reserve components of the armed forces of the United States are entitled to leave of absence from

their duties, without loss of time or efficiency rating or vacation leave or salary, on all days during which

they are engaged in authorized training or duty ordered by proper authority, not to exceed 15 days in any

one fiscal year. Requests for approval of military leave must have copies of the relevant military orders

attached. Military leave in excess of 15 days will be charged to vacation or leave without pay.

5.05 CIVIL LEAVE

Employees will be granted civil leave with pay for jury duty on a scheduled workday. Employee payment

for jury services shall be returned to the Burnet County General Fund.

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5.06 LEAVE OF ABSENCE

Leave of absence is an approved absence from duty in a non-pay status. Granting a leave of absence is at

the discretion of the department head with the approval of the Commissioners’ Court. Such leave of absence

shall not be granted unless there is a reasonable expectation that he employee will return to employment

with the county at the end of the approved period.

Employees on leave of absence receive no compensation and accrue no benefits. However, previously

accrued benefits are retained during leave of absence unless otherwise prohibited by the terms or provisions

of the benefit programs. Medical insurance can be continued if paid for in advance by the employee.

A leave of absence is appropriate for the following reasons:

 Recovery from extended illness or temporary disability;

 Educational purposes when successful completion will contribute to the work of the County;

 Public service assignments; or

 Personnel exchange programs which emphasize Intergovernmental relations.

5.07 EXTENDED LEAVE FOR ILLNESS OR TEMPORARY DISABILITY

Following FMLA, employees may request approval to use accrued sick leave and vacation leave for the

purpose of paid release time to recover from an extended illness or temporary disability or may request

approval for an unpaid leave of absence for these purposes. A request for leave for an extended illness or

disability must be filed at least ten working days prior to the first day of leave unless emergency conditions

exist. An employee also must provide a statement concerning his/her intensions about returning to work.

Paid Leave Upon written approval of the department head, an employee may use accrued sick leave,

vacation leave, personal leave and holiday leave for the purpose of paid absence from duty during an

extended illness or temporary disability.

Unpaid Leave of Absence Upon written approval of the department head and approval of Commissioner’s

Court, an employee may be granted up to six months of unpaid leave of absence for the purpose of recovery

from an extended illness or temporary disability. During this time, an employee accrues no additional

vacation leave, sick leave, personal leave, or longevity benefits, but retains those already accrued. Medical

insurance may be continued if paid in advance by the employee. Other benefits are retained during unpaid

leave of absence unless otherwise prohibited by the terms or provisions of the benefit program.

Conditions The department head may require an employee requesting a paid or unpaid leave for extended

illness or temporary disability to provide a medical doctor’s statement as to the date upon which the

employee is no longer able to perform his/her duties and the expected length of the recuperation period.

The employee may also be required to provide periodic statements from a medical doctor as to whether or

not the employee is able to return to work. Failure to provide medical status reports or to contact the office

on the schedule required by the department head is grounds for revoking the leave and for taking

disciplinary action, up to and including termination.

5.08 USING LEAVE IN COMBINATION

Unless an employee who is absent on sick leave requests leave without pay upon exhaustion of sick leave,

he/she will automatically be placed on vacation leave status until vacation leave is exhausted. Sick leave

cannot be used for vacation leave purposes when vacation leave is exhausted.

With the approval of the department head, other types of leave and holidays may be used in any combination

if it is determined to be in the best interest of the employee and the county.

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5.09 EMERGENCY LEAVE

Emergency leave with pay shall be granted by the department head for reasons of serious illness, accident,

or death in an employee’s family.

Emergency leave limitations (per occurrence):

Spouse, Child, Parent…..40 hours

Brother, Sister, Grandparents, Grandchild, Uncle, Aunt, Nephew, Niece, In-Laws…..16 hours

5.10 PERSONAL LEAVE

All full-time, including exempt, employees will be granted 16 hours of personal leave on January 1

each year. Personal leave may be used as the employee desires, with department head approval.

Employees starting after January 1

of each year will be granted leave on a pro-rated basis.

Employees who have completed 5, 10, 15, 20…(+5), etc. continuous years of service with Burnet County

will receive an additional 8 hours of personal leave on January 1

of the year following the anniversary

year.

5.11 HOLIDAYS

Holidays are determined each fiscal year by Commissioners’ Court. A schedule of holidays shall be posted

in each department and on the Burnet County website.

A. HOLIDAY WORK – It is not always feasible to grant holidays at the scheduled time to

employees assigned shifts of an around-the-clock operation. Any department head who finds

it necessary to do so may direct some of all employees of the department to report for work on

any holiday. For holiday pay policy, see Section 3.09.

B. If an official holiday falls within an employee’s vacation, the employee will be granted the

holiday and not be charged for a day of vacation leave.

C. Part-time and temporary employees are not eligible for holiday pay.

5.12 BAD WEATHER DAYS

Any full-time employee who, by his/her own choice, who misses work because of bad weather shall show

time missed as vacation leave or personal leave.

Part-time employees will not receive any compensation for bad weather days as they are paid hourly for

their actual hours worked.

Bad weather/emergency days mandated by the County Administrative Judge will be paid. Hours will not

be used to compute overtime.

5.13 SICK LEAVE POOL

GENERAL

An employee may request to use pool leave only once per fiscal year, per catastrophic illness. A

catastrophic illness or injury is defined as a terminal, life-threatening, and/or severe condition or

combination of conditions affecting the mental or physical health of the employee (or his/her immediate

family) that requires the services of a licensed health care practitioner for a prolonged period of time

and that forces the employee to exhaust all accrued leave time (sick, vacation, personal, compensatory,

holiday), thereby resulting in the loss of all compensation from the County. If the employee does not

use his maximum entitlement on the first request, and another catastrophic event occurs, a second

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request can be submitted. An employee who is on pool leave at the end of the fiscal year and still

cannot return to work does not have to reapply to continue using pool leave in the next fiscal year.

However, he/she must ensure that a Certification of Health Care Provider be furnished each thirty (30)

days. The employee may still only receive the maximum entitlement per illness.

Examples of Catastrophic Illness/Injury

 Back conditions requiring extensive therapy

or surgery

 Kidney Disease

 Heart conditions

 Most types of cancers

 Severe respiratory conditions

 Pneumonia

 Severe nervous disorders

 Severe stroke

 Injuries caused by serious accidents

Examples of Illness/Injury Not Normally Considered Catastrophic

 Migraines/Headaches

 Childbirth/Normal Recovery

 Common Cold/Allergies

 Miscarriage (without complications)

 Flu

 Elective Surgeries

 Earaches

 Routine dental or orthodontic issues

 Upset Stomach

 Absence due to substance abuse

 Minor Ulcers

 Stress

All regular, full-time employees may apply to use sick leave from the sick leave pool subject to

provisions. (The only exception is any employee being paid Worker’s Compensation.)

An employee does not have to contribute to the pool in order to use from the pool, and no payback of

pool sick leave is required.

Requests will be processed on a first-come, first-served basis. The Pool Committee will have five (5)

workdays from the date they receive a request and a completed Certification of Health Care Provider

in which to approve or deny the request. The decision of the Pool Committee will be the final decision.

The supervisor of an employee requesting to use pool leave will ensure that an appropriate Certification

of Health Care Provider regarding the illness or injury accompanies the request.

CONTRIBUTING SICK LEAVE TO THE POOL

An active employee may contribute up to 40 hours of sick leave to the pool each fiscal year in

increments of 8 hours.

An employee who is separating from employment may donate not more than 80 hours of sick leave to

the pool, in increments of 8 hours.

Employees will not be allowed to contribute sick leave to be used only by a particular person.

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REQUESTING TO USE SICK LEAVE FROM THE POOL

An employee must have completed one year of continuous service with the County before he/she is

eligible to use leave from the pool.

Employees must exhaust all paid leave before they are eligible to use any leave from the pool.

An employee who has exhausted all paid leaves to which he/she is entitled may apply to use sick leave

hours from the pool. Requests must be submitted in writing on a Sick Leave Pool Request Form

(available from the Human Resources Office).

An employee may use pool sick leave for his/her own catastrophic illness or injury or for one in his/her

immediate family. Immediate family is defined as child, spouse, or parent.

An employee must furnish a completed Certification of Health Care Provider (forms available from

the Human Resources Office), prior to approval of the Sick Leave Pool Request. Sick Leave Pool

hours will be granted in increments not to exceed thirty (30) work days. Recipients eligible for Sick

Leave Pool hours in excess of thirty (30) work days will be required to furnish a completed

Certification of Health Care Provider again, each thirty (30) day period, until the balance of hours

granted is used entirely or the employee returns to work at the end of the illness.

The amount of hours available from the pool is determined by the number of years of continuous

service with the County. The following will be used to determine the number of hours available:

 1 year - 5 years 1/9 balance of pool/or 30 work days, whichever is less

 5 years - 10 years 1/6 balance of pool/or 60 work days, whichever is less

 10+ years 1/3 balance of pool/or 90 work days, whichever is less

In no event can the amount of sick leave used from the pool exceed 1/3 of the balance of hours in the

pool or 90 work days, whichever is less.

An employee may also apply to receive sick leave from the pool if he/she gave sick leave to the pool

and then exhausted his sick leave balance in the same fiscal year. Such employees may receive only

the number of hours they contributed to the pool unless their illness or injury is catastrophic (life-

threatening).

An employee on pool leave does not accrue paid leave.

Any unused balance of pool leave hours granted to an employee returns to the pool at the end of the

illness. The estate of a deceased employee is not entitled to payment for unused pool sick leave.

5.14 FAMILY AND MEDICAL LEAVE AND MILITARY FAMILY LEAVE

POLICY

It shall be the policy of the County to provide eligible employees with all benefits and privileges

required under the Federal Family and Medical Leave Act (FMLA) and Military Family Entitlements.

ELIGIBILTY

To be eligible for benefits under this policy, an employee must:

A. Have worked for Burnet County at least twelve (12) months (need not be continuous

service), and,

B. Have worked at least one thousand two hundred fifty (1,250) hours during the previous

twelve (12) months.

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QUALIFYING EVENTS

Family or medical leave under this policy may be taken for the following situations:

A. The birth of a child and in order to care for that child; or

B. The placement of a child in the employee’s home for adoption or foster care; or

C. To care for a spouse, child, or parent with a serious health condition; or

D. The serious health condition of the employee that makes the employee unable to perform

the essential functions of their job; or

E. A qualifying exigency arising out of the fact that an employee’s spouse, child or parent is

a covered military member (National Guard or Reserves) on active duty or has been

notified of an impending call or order to active duty in support of a contingency operation;

F. To care for a covered service member (Regular Armed Forces, National Guard or

Reserves) with a serious injury or illness if the employee is the spouse, child, parent or next

of kin (nearest blood relative) of the service member.

SERIOUS HEALTH CONDITION

A. Serious health condition of the employee shall be defined as a health condition that

requires overnight inpatient care at a hospital, hospice, or residential care medical facility

or continuing treatment by a health care provider.

B. Serious health condition of a spouse, child, or parent shall be defined as a condition which

requires overnight inpatient care at a hospital, hospice, or residential care facility, or a

condition which requires continuing care by a licensed health care provider.

CONTINUING TREATMENT

A serious health condition involving continuing treatment by a health care provider includes any

one or more of the following:

A period of incapacity of more than three consecutive full calendar days, and any subsequent

treatment or period of incapacity relating to the same condition that also involves:

A. Treatment two or more times within thirty (30) days of incapacity, or

B. Treatment by a health care provider on at least one occasion which results in a regimen of

continuing treatment by a health care provider. This treatment must occur within the first

seven (7) days of incapacity.

C. Any period of incapacity due to pregnancy or prenatal care.

D. Any period of incapacity or treatment due to a chronic serious health condition that requires

periodic visits to a health care provider and continues over an extended period of time.

E. Any period of incapacity which is permanent or long term due to a condition that treatment

was not effective.

F. Any period of incapacity or absence to receive multiple treatments by a health care

provider.

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QUALIFYING EMERGENCY LEAVE

Eligible employees may take FMLA leave when an employee’s covered military member (spouse,

child or any age or parent) is on active duty or called to active duty status in support of a

contingency operation. The following qualify as exigency leave:

A. Leave may be taken to address any issue that arises because the covered military member

was given seven or less days’ notice for active duty deployment in support of a contingency

operation. Eligible employees may take up to seven (7) days beginning on the date the

covered military member receives the call or order to active duty.

B. Leave may be taken to attend any official ceremony, program, or event sponsored by the

military that is related to the active duty or call to active duty status of a covered military

member.

C. Leave may be taken to attend family support or assistance programs and informational

briefings sponsored or promoted by the military, military service organizations or the

American Red Cross that are related to active duty or call to active duty status of a covered

military member.

D. Leave may be taken to arrange for alternative childcare, provide childcare on an urgent

basis (not as routine), to attend school or daycare meetings, to enroll or transfer covered

children under age 19 when it is necessitated by the active duty or call to active duty status

of a covered military member.

E. Leave may be taken to make or update financial or legal arrangements to address the

covered members’ absence while on active duty or call to active duty status.

F. Leave may be taken to act as the covered military member’s representative before a

governmental agency for obtaining, arranging, or appealing military service benefits while

the covered military member is on active duty or call to active duty status and for a period

of ninety (90) days following the termination of the covered member’s active duty status.

G. Leave may be taken to attend counseling provided by someone other than a health care

provider for oneself, for the covered military member or covered child provided the need

for counseling arises from the active duty status or call to active duty status of a covered

military member.

H. Leave may be taken to spend time with a covered military member who is on a short-term,

temporary, rest and recuperation leave during leave during the period of deployment.

Eligible employees may take up to five (5) days of leave for each instance of rest and

recuperation.

I. Leave may be taken to attend post-deployment activities for the covered military member

for a period of 90 days following the termination of the covered member’s active duty

status.

J. Leave may be taken to address issues that arise from the death of a covered military

member while on active duty status.

K. Leave may be taken to address any other additional events that may arise out of the covered

military member’s active duty or call to active duty status provided Burnet County agrees

the leave shall qualify as an exigency and agree to both the timing and the duration of such

leave.

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LEAVE AMOUNT

A. Up to twelve (12) weeks leave per twelve (12) month period may be used under this policy.

B. Burnet County will measure the twelve (12) month period as a rolling twelve (12) month

period measured backward from the date an employee uses any leave under this policy.

C. All leave taken under this policy during the prior twelve (12) month period shall be

subtracted from the employee’s twelve (12) week leave eligibility and the balance is the

leave the employee is entitled to take at that time.

D. If a husband and wife both work for Burnet County, the maximum combined leave they

shall be allowed to take in any twelve (12) month period for the birth or placement of a

child, or care for a parent with a serious health condition is twelve (12) weeks. The

combined limit is twenty-six (26) weeks in a single twelve (12) month period if leave is to

care for a covered service member with a serious injury or illness.

E. An eligible employee is entitled to up to twenty-six (26) workweeks of leave to care for a

covered service member with a serious injury or illness during a single twelve (12) month

period.

1. The single twelve (12) month period begins on the first day the eligible employee takes

FMLA to care for a covered service member and ends twelve (12) months after that

date.

2. If an eligible employee does not take all of his/her twenty-six (26) workweeks during

this twelve (12) month period, the remaining part of the twenty-six (26) workweeks of

leave entitlement to care for a covered service member is forfeited.

3. This leave entitlement is applied on a per-injury basis such that an eligible employee

may be entitled to take more than one period of twenty-six (26) workweeks of leave if

the leave is to care for different covered service members or injury, except that no more

than twenty-six (26) workweeks may be taken within any single twelve (12) month

period.

PAID AND UNPAID

A. If an employee has accrued leave, the employee shall be required to use the following paid

leave as detailed below:

1. Vacation time

2. Holiday time

3. Sick time

4. Personal time

The remainder of leave shall be unpaid.

B. An employee who is taking leave because of his/her own serious health conditions or the

serious health condition of an eligible family member shall be required to first use all

earned compensatory time, then sick leave, vacation leave, and any other paid leave, with

the remainder of the twelve (12) week period being unpaid leave.

C. An employee taking leave for the birth of a child shall be required to use paid sick leave

first, then earned compensatory time, vacation leave, holiday leave, and personal leave for

the recovery period after the birth of the child and prior to being on unpaid leave.

D. After the recovery period from giving birth to a child, the employee shall be required to

first use all earned compensatory time, then vacation leave and other available paid leave,

except for sick leave, with the remainder of the twelve (12) week leave period being unpaid

leave.

E. An employee who is taking leave for the placement of a child in the employee’s home for

adoption or foster care shall be required to use first earned compensatory time, then

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vacation leave, then other available paid leave, except for sick leave, with the remainder of

the twelve (12) week period being unpaid leave.

F. An employee who is taking leave for a qualifying exigency for a covered military member

shall be required to use first compensatory time, then vacation leave and other available

paid leave, except for sick leave, with the remainder of the twelve (12) week leave period

being unpaid leave.

G. An employee taking leave for the care of a covered service member shall be required to

first use all earned compensatory time, then sick leave, vacation leave and any other paid

leave, with the remainder of the twenty-six (26) week leave period being unpaid leave.

H. The maximum amount of paid and unpaid leave that may be used under this policy in any

twelve (12) month period is twelve (12) weeks, except for qualifying leave to care for a

covered military member with a serious injury or illness with the maximum leave being

twenty-six (26) weeks in a single twelve (12) month period.

INSURANCE

A. While on leave under this policy, Burnet County shall continue to pay the employee’s

medical insurance premium at the same rate as if the employee had been actively at work.

B. The employee shall be required to pay for dependent coverage, and for any other insurance

coverage for which the employee would normally pay, or the coverage will be

discontinued.

C. Payment for coverage under section twenty-one (21) of this policy shall be made through

regular payroll deduction while the employee is on leave (paid leave).

D. While on unpaid leave, the employee shall be required to pay for premiums due to Burnet

County under section twenty-one (21) of this policy no later than thirty (30) days after the

due date which Burnet County sets or the coverage shall be discontinued.

E. At the end of the twelve (12) weeks leave, all eligible employees will be offered COBRA

if they are unable to return to work, except for the care of an injured covered military

member where the eligible employee will be offered COBRA at the end of twenty-six (26)

weeks in a single twelve (12) month period.

INTERMITTENT LEAVE AND REDUCED SCHEDULE

A. Intermittent leave under this policy shall be allowed only where it is necessary for the care

and treatment of the serious health condition of the employee, the employee’s eligible

family member, or the care of a covered military member.

B. A reduced schedule under this policy shall be allowed only where it is necessary for the

care and treatment of the serious health condition of the employee, the employee’s eligible

family member, or the care of a covered military member.

C. All work time missed as a result of intermittent leave or a reduced work schedule under

this policy shall be deducted from the employee’s twelve (12) week leave eligibility. If the

time missed is for the care of a covered military member with serious injury or illness, the

time will be deducted from the employee’s twenty-six (26) week leave eligibility in a single

twelve (12) month period.

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CERTIFICATION REQUIREMENTS

A. Burnet County shall have the right to ask for certification of the serious health condition of

the employee or the employee’s eligible dependent when the employee requests or is using

leave under this policy.

B. The employee must respond to the request within fifteen (15) days of the request or provide

a reasonable explanation for the delay. If an employee does not respond, leave may be

denied.

C. Certification of the serious health condition of the employee shall include:

1. The date the condition began;

2. Its expected duration;

3. The diagnosis of the condition;

4. A brief statement of the treatment; and

5. A statement that the employee is unable to perform work of any kind or a statement

that the employee is unable to perform the essential functions of the employee’s job.

D. Certification of the serious health condition of an eligible family member shall include:

1. The date the condition began;

2. Its expected duration;

3. The diagnosis of the condition;

4. A brief statement of the treatment; and

5. A statement that the patient requires assistance and that the employee’s presence would

be beneficial or desirable.

E. Certification for leave taken because of a qualifying exigency shall include:

1. Military member is on active duty or called to active duty service;

2. The dates of the covered military members active duty service;

3. A statement of description, signed by the employee, of appropriate facts regarding the

qualifying exigency, sufficient to support the need for leave;

4. The approximate date on which the qualifying exigency will start and end;

5. If the request is for an intermittent leave or reduced schedule basis, an estimate of the

frequency and duration of the qualifying exigency;

6. If the qualifying exigency involves meeting with a third party, appropriate contact

information such as: name, title, organization, address, telephone number, fax number

and email address, and a brief description of the purpose of the meeting.

F. Certification for leave taken for a serious injury or illness of a covered military member

shall include:

1. If the injury or illness was incurred in the line of duty while on active duty;

2. The approximate date on which the illness or injury occurred and the probable

duration;

3. A description of the medical facts regarding the covered military members health

condition, sufficient to support the need for care;

4. If the covered military member is a current member of the Regular Armed forces, the

National Guard or Reserves, and the covered military member’s branch, rank, and unit

currently assigned to;

5. The relationship of the employee and the covered military service member;

6. In lieu of certification, an ITO (invitational travel orders) or an ITA (invitational travel

authorization) issued is sufficient certification for an eligible employee to be allowed

to take FMLA to care for a covered military member. The employee may be required

to provide confirmation of the covered family relationship to the seriously injured or

ill covered military member.

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G. If the employee plans to take intermittent leave or work a reduced schedule, the

certification shall also include dates and the duration of treatment and a statement of

medical necessity for taking intermittent leave or working a reduced schedule.

Certification for intermittent or reduced schedule leave may be requested every six (6)

months in connection with an eligible absence.

H. Burnet County shall have the right to ask for a second opinion from a physician of the

County’s choice, at the expense of the County, if the County has reason to doubt the

certification, except FMLA to care for a seriously injured or ill covered service member

supported by an ITO or ITA.

I. If there is a conflict between the first and second certifications, Burnet County shall have

the right to require a third certification, at the expense of Burnet County, from a health care

practitioner agreed upon by both the employee and Burnet County, and this third opinion

shall be considered final.

REQUESTING LEAVE

A. Except where leave is unforeseeable, an employee shall be required to submit, in writing,

a request for leave under this policy to his or her immediate supervisor.

B. Where practicable, and employee should give his or her immediate supervisor at least thirty

(30) days’ notice before beginning leave under this policy.

C. Where it is not reasonably practicable to give thirty (30) days’ notice before beginning

leave, the employee shall be required to give as much notice as is reasonably practicable.

D. If an employee fails to provide thirty (30) days’ notice for foreseeable leave, the leave

request may be denied until at least thirty (30) days from the date Burnet County receives

notice.

REINSTATEMENT

A. Employees returning from leave under this policy, and who have not exceeded the twelve

(12) week maximum allowed under this policy, shall be returned to the same job or a job

equivalent to that the employee held prior to going on leave. Employees who have not

exceeded the twenty-six (26) maximum in a single twelve (12) month period allowed to

care for a seriously ill or injured covered military member shall be returned to the same job

or a job equivalent to the job they held prior to going on leave.

B. Where an employee is placed in another position, it will be one which has the equivalent

status, pay, benefits and other employment terms and one which entails substantially

equivalent skill, effort, responsibility and authority.

C. Burnet County shall have no obligation to reinstate an employee who takes leave under

this policy and who is unable to return to work after using the maximum weeks of leave

allowed under this policy, or who elects not to return to work after using the maximum

leave; this includes employees who may still have sick or vacation leave still available.

REPAYMENT OF PREMIUMS

Except in situations where the employee is unable to return to work because of the serious medical

condition of the employee or eligible family member, or other situations beyond the control of the

employee, an employee who does not return to work after using the maximum leave allowed under this

policy shall be required to reimburse Burnet County for all medical premiums paid by Burnet County

while the employee was on leave without pay.

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OTHER BENEFITS

While on leave without pay under this policy, an employee shall not earn vacation, sick leave, be

eligible for holidays or holiday leave, or earn other benefits afforded to employees actively at work,

except for those stated in this policy.

OTHER ISSUES

A. Any area or issue regarding family and medical leave which is not addressed in this policy

shall be subject to the basic requirements of the Federal Family and Medical Leave Act

(FMLA) and the regulations issued to implement it.

B. Burnet County may send out to an employee who has been out for three (3) or more days

a Medical Certification to determine the employee’s FMLA eligibility. The employee

should have their physician complete and return the certification within fifteen (15) days

of receipt to be eligible for FMLA. Failure to return the medical certification may result

in denial of FMLA.

C. Employees will be required to provide a Fitness-for Duty certification prior to returning to

work.

D. Once FMLA is exhausted, employees eligible for insurance will be offered COBRA.

5.15 PAID QUARANTINE LEAVE FOR PEACE OFFICERS AND DETENTION OFFICERS

Pursuant to Texas HB 2073, enacted June 15, 2021, Burnet County shall provide paid quarantine leave for

peace officers and detention officers employed by Burnet County and ordered by a supervisor or the health

authority to quarantine or isolate due to a possible or known exposure to a communicable disease while on

duty. This includes peace officers and detention officers as defined by this policy, who are employed by,

appointed to or elected to their position.

"Detention officer" means an individual appointed or employed by a county as a county jailer or

other individual responsible for the care and custody of individuals incarcerated in a county jail.

"Health authority" has the meaning assigned by Section 121.021, Health and Safety Code. A health

authority is a physician appointed under the provisions of Chapter 121 to administer state and local

laws relating to public health within the appointing body’s jurisdiction. A health authority must be:

a competent physician with a reputable professional standing who is legally qualified to practice

medicine in the state and a resident of the state. They must take an official oath and file with the

department.

For counties that do not establish a local health department or public health district, they may

appoint a physician as health authority to administer state and local laws relating to public health

in the county’s jurisdiction.

"Peace officer" means an individual described by Article 2.12, Code of Criminal Procedure, who

is elected for, employed by, or appointed by the county.

Eligible employees who are on qualifying paid quarantine leave shall receive all employment benefits and

compensation, including leave accrual, retirement, and health benefits for the duration of the leave; and, if

applicable, shall be reimbursed for reasonable costs related to the quarantine, including lodging, medical,

and transportation. Contact the Human Resources Department or Auditor’s Office for reimbursement

procedure; lodging costs may not exceed the U.S. General Services Administration Standard Lodging Rate.

An employee on qualifying paid quarantine leave will not have their leave balances reduced.

Off duty exposures will not be covered under this policy.

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6.00 – HEALTH AND SAFETY

6.01 GENERAL SAFETY RULES

A. Employees shall not turn on, use, repair, or operate any vehicle, crane, electricity, gas,

steam, air, acid, caustic or other dangerous material or equipment unless qualified and

authorized by a supervisor.

B. Safety Guards and devices furnished by Burnet County or the department shall be used.

Removal or non-use may be authorized only by the supervisor and approved by the

department head.

C. Approved personal protective equipment shall be worn whenever the exposure indicates

the need for it, i.e., eye and ear protection equipment and safety belts. Protective footwear

shall be worn as recommended by the supervisor.

D. Only tools, equipment, machines, etc. that are properly maintained and adjusted may be

used.

E. Floors must be kept free of any material or substance that might constitute a tripping or

slipping hazard. Employees responsible for any such material or substance spilled shall

clean it up immediately.

F. Horseplay, running, and practical jokes are prohibited on the job.

G. Immediately report all injuries to your supervisor.

H. The Human Resources Office shall be notified in all medical or lost time accidents of

employees. The Auditor’s Office shall be notified of all incidents related to public

accidents.

I. Computer keyboards should be placed at a level to prevent wrist strain causing Carpal

Tunnel Syndrome.

6.02 CLOTHING AND SAFE DRESS

A. Employees will wear clothing appropriate to their work assignments. Clothing will be in

reasonably good condition and clean.

B. Supervisors are responsible for ensuring that employees are informed as to the

requirements for wearing apparel that is suitable for the type of work to be performed and

the hazards involved.

C. For those working with machinery or in other hazardous operations, shirts, blouses,

trousers, slacks, coveralls, etc. should be well filled, with no loose or flowing appendages.

Sleeves, if full length, should be buttoned at the wrist. The practice of working without a

shirt is prohibited.

D. Employees with long hair who work around moving machinery must wear adequate hair

covering to preclude the possibility of entanglement.

E. Jewelry such as rings, pendants, necklaces, earrings, watches, etc. shall not be worn

whenever they constitute a hazard, i.e. working around moving machines, electrical or

electronics equipment, etc.

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6.03 LIFTING AND MANUAL MATERIAL SAFETY HANDLING

Lifting and material handling type injuries make up a major portion of risk for employee injury. We also

recognize that in order to reduce the risk of this type of injury, we must find alternatives to manual lifting

and manual material handling. Employees are to follow these procedures when handling materials:

A. Try to eliminate the need for lifting or reducing the risk of lifting injuries through:

1. Organizing storage of materials.

2. Limiting bulk and weight of materials to be lifted. Keep package sizes manageable.

(Remember that bulky and awkward objects cause most material handling injuries.)

3. Keeping aisles clear when carrying materials to prevent trips, stumbling, etc.

4. Making sure you are aware of the weight of the objects. Underestimating or

overestimating the weight of an object can lead to injury.

5. Wiping off wet, greasy, or slippery objects before handling them.

B. Rather than lifting manually, use the mechanical lifting devices whenever possible and

team lifting when necessary.

C. All manual lifting cannot be eliminated. Lift as a last resort, if mechanical aids are not

available and the lift is necessary. When lifting alone, follow either of the appropriate

lifting procedures below:

1. Two hand squat lift involves six (6) steps:

a. Keep feet parted – one alongside and one behind the object.

b. Keep back straight, nearly vertical.

c. Tuck elbows and arms in and hold close to the body.

d. Grasp the object with your whole hand, not just the fingers.

e. Tuck your chin in.

f. Keep body weight directly over feet.

2. Assisted one-hand lift should be used when it is impossible to bend the knees and squat.

Reaching over into a container to lift something would be a good example of this:

a. Place the non-lift hand on the container top; bend over the container.

b. While bending over, kick the foot on the same side as the non-lifting hand rearward

to provide forward body balance (optional).

c. Reach and grasp object to be lifted.

d. Push down with the non-lifting hand on the container top raising the upper body to

a vertical position. Be sure to let the non-lifting arm do the work, not the back.

e. Remember, this technique is not always practical. This type of lift should be limited

to a load weight of 15-20 lbs.

3. Twisting the body should always be avoided. Turn your body as a whole unit to reduce

the risk of an injury while lifting and carrying loads.

4. It is impractical to establish a definite limit on how much weight can be lifted, however,

based on an infrequent lift; the following can be used as a guideline. This is based on

a normal lift (with no twisting) of a standard size box (20”x15”x10”). Allowance

should be made if the object is bulkier than this be decreasing the allowable weight.

5. Employees who will be lifting objects on the job should keep themselves in good

physical condition. If you are going to be lifting objects that are heavy, or lifting for a

prolonged period, take time to do some stretching and warm up exercise prior to

starting the job. Studies have shown that this can have a dramatic effect on reducing

injuries of this type.

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6.04 EMERGENCY RESPONSE

In the event an accident occurs, each employee shall take the necessary Emergency Response as outlined

here: Look for medic alert bracelet or necklace. It is recommended that all employees with medical

conditions wear a medic alert bracelet or necklace.

6.05 PERSONNEL INJURIES

It is strongly suggested that every employee take CPR training as soon as possible after being hired.

If an employee is injured, other employees in the immediate area are encouraged and authorized to the

extent of his/her training and qualifications, to assist the injured employee. The most qualified employee

on site should make the initial assessment of the severity of the injury and, if the injury is found to be minor

(non-life-threatening) and if the injured employee is conscious and consents, is authorized to take the

following action:

A. Provide first aid to the injured employee.

B. Transport the injured employee to the nearest physician or medical facility; or

C. Contact Emergency Medical Services (EMS) or ambulance service.

For more severe or life-threatening injuries, immediately call 9-1-1.

No employee should attempt, and nothing herein is intended or should be construed to require any

employee, to provide any medical aid or assistance, including moving an injured employee or otherwise

administer any first aid, if the employee:

A. Is not qualified or properly trained to administer such aid and/or assistance,

B. Does not have the consent of an injured employee who is conscious and able to give

consent,

C. Determines that protective equipment (such as disposable gloves or breathing barriers) is

not available or adequate to protect the employee from exposure to or contamination, or

from contact with the injured employee’s blood and other bodily fluids, or with any other

hazardous chemical or material,

D. Determines that by remaining at the scene with the injured employee, the employee puts

his/her own safety at risk or his/her own well-being in harm’s way, and

E. For any reason under the circumstances then existing, is unwilling to risk, or to assume the

risks, to their own safety and well-being in attempting to administer first aid.

Supervisor or Employee will report all medical injuries to the Human Resources Office as soon as possible

on the day the accident occurs.

6.06 FIRE EMERGCIES

If a fire emergency occurs, it is the responsibility of each employee to follow these basic rules in the order

indicated:

A. Remove injured person from any further danger when safe to do so.

B. Sound an alert to make any persons in the immediate area aware of the fire emergency.

C. Evacuate the facilities.

D. Call the Fire Department at 9-1-1.

E. Attempt to extinguish the fire using the proper type of equipment or extinguisher.

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6.07 HAZARDOUS MATERIAL INCIDENT

Chemical spills or exposure to chemical accidents can be extremely hazardous. Often the chemicals

involved a change from dormant to volatile condition upon exposure to the environment or contact with

other materials including air, earth, or water. All employees must evacuate any area where a hazardous

material incident occurs and then call 9-1-1.

6.08 DUTIES OF EMPLOYEES

A. Each employee will be issued a copy of the Safety Policy or assume responsibility for

accessing the Safety Policy at www.burnetcountytexas.org.

B. Each recipient shall sign a statement for the Safety Policy acknowledging receipt or the

assumption of responsibility for accessing the Safety Policy online.

C. Be courteous at all times and under all circumstances.

D. If an employee observes another employee conducting any operation that is dangerous to

themselves or others, immediately call his/her attention to it.

E. If an employee is involved in an accident causing injury or damage and it is established

that it is due to carelessness, negligence or a violation of a safety rule, that employee will

be subject to disciplinary action up to and including termination at the discretion of the

Department Head.

F. Serious injury can result from horseplay. Offenders will be subject to disciplinary action

up to and including termination at the discretion of the Department Head. Offenders are

not covered under Worker’s Compensation if injured while engaged in horseplay.

G. Alcohol and Illegal Drugs

1. The use of any kind of alcohol or illegal drugs while on duty is forbidden and will

subject the offender to disciplinary action up to and including termination at the

discretion of the Department Head.

2. Employees are not covered under Worker’s Compensation if it is established they were

under the influence of alcohol or illegal drugs at the time of the injury.

3. An employee shall notify his/her supervisor while taking any prescription medication

that has the potential to affect performance of duties.

H. Reporting Injuries and Vehicle Accidents

1. Any injury suffered by an employee involving a motor vehicle while on the job shall

be reported to their supervisor when it occurs. (see section 2.10)

2. Supervisor shall immediately contact the Human Resources Office regarding any

injuries to employee and the Auditor’s Office regarding any damage to the vehicle.

6.09 MATERIAL STORAGE

A. Material, wherever stored, should not create a hazard. It shall be limited in height and shall

be piled, stacked or racked in a manner designed to prevent it from tipping, falling,

collapsing, rolling or spreading. Racks, bins, plans, blocks, and/or sheets shall be used

where necessary to make the piles stable.

B. Heavy and awkward items shall be stored near the bottom of shelves or cabinets.

C. Do not allow equipment or storage to come within 30 inches of all electrical panels.

D. Secure storage shelf, cabinets, and other items which may tip over.

E. Indoor storage shall not obstruct or adversely affect means of exit.

F. Clearance shall be maintained around lights and heating units to prevent ignition of

combustible materials.

G. Storage shall be in orderly and regular stacks.

H. No combustible material shall be stored outdoors within 10 feet of a building or structure.

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6.10 LIGHTING

A. Adequate illumination which is suitable to provide a reasonably safe environment shall be

provided.

B. Where the quality of lighting cannot be obtained by general lighting methods,

supplementary lighting shall be provided; all possible precautions should be taken to

prevent electrical shock to the user.

6.11 WEATHER

Special precaution shall be taken in weather that is rainy, icy, or excessively hot. Proper clothing must be

worn by workers and proper driving techniques must be followed.

6.12 RULES OF SAFETY

Every employee is responsible for notifying maintenance of any safety issues they become aware of.

A. Office Safety

1. Pencil sharpeners shall not be installed where they might be striking hazards.

2. Electric cords on machines and desk lamps must be kept in good repair. Cords are to

be replaced when outer insulation is broken.

3. All fans shall be equipped with suitable guards. Fans shall not be placed where they

might be struck.

4. Thumbtacks and other sharp objects should be kept in containers, not loose in desk

drawers.

5. Individual upright shelves, lockers, and cabinets will be fastened to floor or walls, if

the possibility of overturning exists. Where there are two or more, they will be fastened

together.

6. Not more than one drawer of a file cabinet may be open at one time. Drawers should

not be left open when not in use.

7. When it is necessary to store material on top of lockers or file cabinets, due regard must

be given to the weight, shape, and stability of the material.

8. Have defective chairs repaired or replaced promptly.

9. Do not tilt back in straight chairs.

10. Extreme care must be exercised when cleaning glass used for desk tops.

11. Use knives, razor blades, scissors, or shears with care. Cutting edged instruments will

be sheathed when not in use.

12. Paper cutters shall be equipped with a safety bar. Blade spring tension will be adjusted

so that the blade will not fall of its own weight.

13. Desks shall be arranged so that electrical and telephone outlets and leads are not

tripping hazards.

14. Splintered or jagged edges, or other defects found on office furniture will be promptly

repaired or the equipment replaced.

15. Spindle (spike) files should not be used.

16. Before using office machines, be sure they are properly located and not in danger of

falling.

17. Never clean or lubricate electrical appliances when they are in operation. When

cleaning electrical appliances which are controlled by a switch on the machine, be sure

the switch is turned off and the plug removed.

18. Protection should be provided against moving parts on power driven office equipment.

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B. Flexible Electric Cords

1. Flexible cords shall be maintained in good repair and must bear the Underwriters

Laboratory (UL) label. Do not use cords that are frayed or damaged.

2. Flexible cords should be limited to temporary use, and never cross traveled pathways,

unless suitably protected to avoid damage and the creation of tripping hazards.

3. Under no circumstances shall any flexible cord or electrical cord be spliced, except by

qualified personnel.

4. Never tack cords to the walls, etc., and keep cords away from pinch points and hot or

wet surfaces. Never string cords across the ceiling, over pipes or near sinks, and never

place cords and plugs under physical stress or tension.

C. Copy Machines

All copiers should be located in an area with adequate ventilation.

D. Road and Bridge

Every employee should be constantly watching for hazards along the roadway. If one is

noted, prompt action should be taken to remove it or to notify your supervisor.

E. Equipment and Machinery

All equipment and machinery operators will follow operator’s manual and safety

recommendations.

6.13 FIRE PREVENTION

A. Oily rags, waste, etc., shall be placed in metal cans with covers and emptied frequently.

B. Precautions against fire and explosions shall be used where flammables with a low flash

point are used or stored. Some commonly hazardous liquids are paint, gasoline, paint

thinners and solvents.

C. Clean up flammable liquid spills immediately.

D. Approved safety cans should be used in transporting and storing flammable liquids.

E. Containers of flammable liquids shall be secured in vehicles before transporting.

F. All buildings, especially shops and garages, shall be properly equipped with fire

extinguishers.

G. All fire extinguishers shall be visually inspected yearly. They shall be serviced every year

or after any of the following acts or conditions:

1. When found necessary in an inspection.

2. When the extinguisher is used or emptied.

3. When there is evidence of tampering.

4. When there is physical damage or corrosion.

5. When it has been exposed to any abnormal temperature, corrosive atmosphere or

materials or leading, etc.

H. A record of inspection shall be kept by the maintenance department and a tag attached to

each extinguisher.

I. One individual shall be appointed to perform inspections and see that extinguishers are

serviced and maintain records.

J. The size, type and quantity of extinguishers installed shall conform to local, state and

federal safety and health standards.

6.14 REASON FOR RULES

As your employer, Burnet County is concerned for your safety. As an employee, safety is YOUR

responsibility.

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6.15 SEAT BELT POLICY

Burnet County recognizes that seat bels are extremely effective in preventing injuries and loss of life. It is

estimated that seat belts reduce the risk of dying in a motor vehicle crash by 45 percent in a car and by as

much as 60 percent in a truck or SUV.

Burnet County values the lives and safety of our employees and wants to make sure that no one is injured

or killed in a tragedy that could have been prevented by the use of seat belts. Therefore, all employees of

Burnet County must wear seat belts when operating a county owned vehicle, or any vehicle on county

premises, or on county business. All passengers who occupy the vehicle at any time and for any purpose,

whether business or personal, are required to use seat belts at all times the vehicle is in motion.

The use of seat belts is to be considered a condition of employment with Burnet County. Failure to abide

by this stated policy will be considered a breach of that condition of employment and subject the person in

violation to disciplinary action, including suspension and possible termination.

6.16 TOBACCO FREE WORKPLACE

Burnet County endeavors to provide a healthy environment. Therefore, any form of tobacco consumed in

county buildings and/or county owned vehicles is strictly prohibited. Additionally, no smoking is allowed

within twenty-five (25) feet of exterior entranceways. Because of the relative novelty of the technology

and the possible relationship to tobacco laws and medical drug policies, electronic cigarette legislation and

public health investigations are currently pending in many counties. Current regulations vary widely, from

regions with no regulations to others banning the devices entirely. In keeping with efforts to provide a

healthy environment, Burnet County prohibits the use of electronic cigarettes in county buildings.

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7.00 – USE OF COUNTY PROPERTY

7.01 GENERAL POLICY

Burnet County attempts to provide each employee with adequate tools, equipment, and vehicles for the job

being performed and expects each employee to observe safe work practices and safe and courteous

operation of vehicles and equipment in compliance with all municipal, county, and state regulations.

7.02 USE OF TOOLS, EQUIPMENT, PROPERTY AND VEHICLES

Employees who are assigned tools or equipment or vehicles by their departments are responsible for them

and for their proper use and maintenance.

All county property shall be returned upon termination of employment.

No personal use of any county property, money, materials, supplies, tools, equipment or vehicles is

permitted. Violations may result in discharge and possible prosecution.

The use of personal property in the course and scope of employment is at the employee’s own risk for loss

or damage. Reasonable measures will be taken to safeguard your personal belongings; however, Burnet

County assumes no liability for personal property brought into the workplace. Any employee who brings

personal property into the workplace assumes the full risk for it should it be lost, stolen, or damaged.

7.03 VALID DRIVER’S LICENSE

All elected officials/employees driving a County-owned vehicle must have a valid Texas Driver’s License

with a classification which allows for operation of the assigned vehicle(s). If during the course of

employment an elected official/employee loses his/her driver’s license due to suspension or non-renewal,

the elected official/employee shall immediately notify his/her department head/elected official. It shall be

the elected official/department head’s responsibility to ensure that each of their employees possess a valid

Texas Driver’s License with the proper classification to operate the employee’s assigned vehicle(s).

Improper use of a County vehicle shall be subject to disciplinary action. If any employee is excluded from

the County’s liability insurance coverage due to their driving record, they will become ineligible to drive a

County vehicle. An occupational driver’s license is not considered a valid driver’s license under this

section.

Suspension or revocation of the driver’s license of an employee who is assigned as a vehicle or equipment

operator may result in a demotion or termination.

Burnet County may check employee driving records, at the county’s discretion, for all employees who drive

for Burnet County business reasons. This includes driving a county owned vehicle or their own car for

Burnet County business. Employees who drive for the county must furnish the county with their driver’s

license number.

7.04 ACCIDENT REPORTING

Any employee operating county equipment or vehicles must report all equipment or vehicular accidents

and property damage or liability claims to his/her supervisor and the proper law enforcement agency

immediately.

Each vehicular accident, no matter how minor, must be reported to the county in order that an accident

report can be filed. Reports should be made to the County Auditor’s office. Failure to report accidents

may lead to disciplinary action up to and including termination.

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Following all accidents, all drivers will be tested in accordance with our Drug and Alcohol Policy. CDL

drivers must follow DOT regulations.

7.05 COUNTY TELEPHONES

No personal long distance telephone calls shall be charged to any county telephones. Personal long distance

calls shall be charged to credit cards, charges reversed, or charges made to a third number. Personal calls

shall be kept to a minimum.

Effective 10/01/2019, Burnet County will not reimburse employees for use of a personal cellular device.

Where job needs demand immediate access to an employee, the county may issue a county-owned cellular

telephone to an employee for work-related communications. These phones are intended to be used for

business purposes and no personal calls are allowed. If personal cellular calls are made which result in a

charge to the county, the employee will reimburse the county within 10 days after notification from the

Auditor’s Office. Burnet County employees to whom cell phones are issued may be required to keep

location services enabled. Abuse of county issued cellular phones can result in disciplinary actions, up to

and including termination.

7.06 COUNTY VEHICLE USAGES – GENERAL GUIDELINES

All vehicles must be parked at a county facility at the end of each working day unless prior authorization

has been granted by their elected official or department head.

Vehicles may be used only for work-related duties and, if authorized, to drive to and from work. Vehicles

may be used for no other purpose, except in an emergency, or for trips completely incidental to County

employment while driving to and from a County-related job site.

If an elected official/employee uses a County vehicle to commute to and from their primary residence, the

fringe benefit use of said vehicle may be included as taxable income of the elected official/employee in

accordance with Internal Revenue Commuting Valuation Rules. Marked vehicles used by law enforcement

officers used to commute to and from work are considered as qualified non-personal vehicles and the use

of such vehicles is not considered taxable income. Unmarked vehicles used by law enforcement officers

are also considered as qualified non-personal vehicles and the use of the vehicles by such personnel to

commute to and from work is not considered as taxable income. The term “law enforcement officer” means

an individual who is employed on either a full-time or part-time basis by a governmental unit that is

responsible for the prevention or investigation of crime involving injury to persons or property (including

apprehension or detention of persons for such crime), who is authorized by law to carry firearms, execute

search warrants, and to make arrests (other than merely a citizen’s arrest), and who regularly carries firearms

(except when it is not possible to do so because of the requirements of undercover work). Use of either a

marked or unmarked vehicle by a person who is not a law enforcement officer would be considered as

taxable income.

Only County elected officials/employees, duly commissioned reserve officers authorized by the County

Sheriff or Constable, or officers assigned to special operations and/or task force units approved by

Commissioners’ Court, are authorized to drive a County vehicle. A list of duly commissioned reserve

officers authorized by the County Sheriff or Constable to drive a County vehicle shall be maintained by the

respective department head/elected official and a copy kept by the Human Resources Office.

A. Personal Use

1. At no time may a County vehicle be used for personal gain, personal business, to drive

to a place of secondary or part-time employment not related to County business, or for

any other non-County-related use.

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2. Law Enforcement vehicles may be used for special events provided the County is

reimbursed at a rate approved annually by Commissioners’ Court.

3. County vehicles may not be used as tow vehicles, unless it is for official County

business.

B. Allowed passengers in County vehicles are: a) anyone in the care and custody of a law

enforcement official; b) County employees; c) a non-employee on County-related business;

and d) any person in need of transport due to an emergency.

C. In the event of an accident involving a County owned vehicle being used by County elected

official/employee for personal reasons, the County elected official/employee will be fully

liable for all damage and/or injuries sustained to all parties in the accident.

D. All drivers of County-owned vehicles, and those using their personal vehicles on County

business, shall comply with all applicable State and local laws. It will be the responsibility

of the driver to pay any fines imposed for not complying with such laws.

E. Federal Law prohibits any CDL driver operating any vehicle over 10,000 GWR from

texting with fines and penalties, up to including loss of CDL. Burnet County expressly

prohibits anyone operating a County owned vehicle from texting with penalties, up to and

including loss of employment.

The Commissioners’ Court may grant a vehicle allowance to any elected official/employee deemed

appropriate. The vehicle allowance will be paid monthly on the elected official/employee’s paycheck as a

Taxable Fringe Benefit as designated by IRS Fringe Benefit Guidelines.

7.07 UNIFORM POLICY

If a Burnet County employee receives a county uniform, Burnet County will comply with IFS regulations

in determining if the benefit is taxable to the employee.

7.08 USE OF COUNTY CASH FUND

According to LGC Sec. 130.902 (c), a change fund may not be used to make loans or advances or to cash

checks or warrants of any kind.

Therefore, no checks will be cashed for any reason from any county change drawer.

7.09 USE OF SIGNATURE STAMP

A signature stamp is used when an elected official or department head authorizes an employee to use the

stamp on behalf of the person in authority. An employee who receives permission to use a signature stamp

on behalf of a person in authority must account for the proper usage of the instrument. To this end, Burnet

County requires the employee to personally sign or initial underneath a stamped signature to identify who

placed it there. The employee will become the primary contact in case a document has been erroneously

stamped. In case of a mistake, the person who stamped the document will be held accountable. Use the

signature stamp on the proper documents and only after the person whose signature is on the stamp and has

given permission for its use.

Do not use signature stamps on documents that require a personal review or assessment from the individual

whose name is on the stamp. Improper use may result in legal ramification and/or disciplinary steps up to

and including termination.

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8.00 – DISCIPLINE

8.01 DISCIPLINE

All elected officials are strongly recommended and all department heads, supervisors and anyone

responsible for hiring/firing and supervising employees are required to attend an annual HR Seminar

provided by the County or by another professional organization.

Each department head shall have the authority to take disciplinary action against an employee when, for

whatever reason, the department head feels that such action is necessary to ensure the effective operation

of the department or to protect the interest of Burnet County. While all county employees are at-will

employees and may be terminated at any time, a department head may choose to take other disciplinary

action, depending on the nature and severity of the problem, prior to considering termination of

employment. Examples of the disciplinary steps that may be taken include:

1. Oral Warnings; Prepare written account of “oral warning” and file in Personnel file.

2. Written Reprimand

3. Reduction in Pay

4. Suspension with Pay

5. Suspension without Pay; or deduction from pay of exempt employees may be made for

unpaid disciplinary suspensions of one or more full days imposed in good faith for

infractions of workplace conduct rules or violation of safety rules.

6. Demotion

7. Termination

While it would not be possible to list every situation for which disciplinary action would be taken, the

following is a brief list of some of those situations for which disciplinary steps would normally be used.

 Insubordination;

 Absence without leave, including failure to notify a supervisor of sick leave and

repeated tardiness or early departure;

 Endangering the safety of other persons through negligent or willful acts;

 Intoxication or drug use while on duty;

 Unauthorized use of public funds or property;

 Violation of the requirements of these personnel policies;

 Conviction of a felony;

 Falsification of documents or records;

 Unauthorized use of official information or unauthorized disclosure of confidential

information;

 Unauthorized or abusive use of official authority;

 Incompetence or neglect of duty; or

 Disruptive behavior which impairs the performance of others.

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9.00 – SEPARATIONS

9.01 RESIGNATION

An employee who intends to resign is encouraged to notify his/her supervisor in writing at least two weeks

prior to the last day of work.

9.02 RETIREMENT

The same notice requirements for resignation apply in the case of retirement. Retirement information may

be obtained in the Human Resources Office or at www.tcdrs.org

9.03 REDUCTION IN FORCE

An employee may be separated when his/her position is abolished or when there is either a lack of funds or

lack of work.

When reductions in force are necessary, decisions on individual separations will be made after considering

(1) the relative necessity of each position to the organization, (2) the performance record of each employee,

and (3) qualifications of the employee for remaining positions.

9.04 TERMINATION

Burnet County is an “at will” employer, which means that Burnet County can terminate the employment

relationship at any time, with or without prior notice, and for any reason not prohibited by statute.

9.05 DISABILITY

Burnet County adheres to the Americans with Disabilities Amendments Act of 2008, or the ADAAA.

9.06 DEATH

If a county employee dies, his/her estate receives all earned pay and any accrued and payable benefits.

9.07 TERMINATION PAY

Upon separation from county employment, employees will receive their final paycheck on the next

regularly scheduled payday after their last day of work or HR receives notification of separation, whichever

is later.

Upon separation from county employment, employees will be paid for all unpaid compensatory time on the

books.

Upon separation from county employment, employees who have completed one year of continuous service

to Burnet County will be paid for accrued and unused vacation leave up to a maximum of 80 hours. In the

event of an employee resignation, payment of vacation leave is contingent upon two weeks’ notice and the

completions of all scheduled work days in the notice period, unless prior approval is received from the

Department Head.

No compensation will be paid upon separation for sick leave, personal leave, or holiday leave still carried

on the books.

9.08 EXIT INTERVIEW

All employees terminating from Burnet County are encouraged to complete an Exit Interview with the

Human Resources Office.

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10.00 – PERSONNEL FILES

10.01 GENERAL

Official personnel files are maintained by the Human Resources Office. The record copy of all personnel

information related to an employee shall be filed in the employee’s personnel file.

Information in an employee’s personnel file must be disclosed upon request unless specific items are

accepted from disclosure by law. No information from any record placed in an employee’s personnel file

will be communicated to any person or organization except by the employee’s department head or

designated personnel in the Human Resources Office.

Employees are expected to inform the Human Resources Office of any changes in or corrections to

information recorded in their individual personnel file, such as home address, telephone number, person to

be notified in case of an emergency, or other pertinent information.

10.02 LEAVE RECORDS

Official records of vacation, sick, holiday, personal leave, and compensatory time accrual and usage will

be kept for each employee by the Human Resources Office. Leave records will be reconciled and updated

after the close of each payroll, with accruals being posted at the end of each month. Leave balances are

shown on the official record to reflect any remaining time to which an employee is entitled.

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11.00 – TRAVEL EXPENSES

11.01 ELIGIBILITY

Any employee of Burnet County required to travel in the performance of county business shall be

reimbursed as provided for in these policies. Such travel shall be at the discretion of the department head.

Use of county vehicles is encouraged whenever possible. Once an employee has given notice of resignation,

they do not qualify for reimbursements to attend schools, conferences or any other non-required travel.

11.02 TRANSPORTATION COST

An employee using a private motor vehicle for transportation shall be reimbursed at the rate per mile

allowable by IRS guidelines for actual mileage traveled using the shortest route to and from his/her

destination.

When two or more employees travel in the same vehicle, only one may claim mileage reimbursement. This

provision, however, shall not preclude any employee from receiving reimbursement for other eligible

expenses incurred.

When an employee or elected official uses another mode of transportation, such as a bus, air or train,

reimbursement shall be for the actual cost of the transportation. A ticket receipt must accompany the

expense report. Employees and elected officials shall not be reimbursed for use of a rental car except where

the cost of other transportation would exceed the cost of a rental car or is not available.

11.03 LODGING COST

Burnet County will pay for accommodations up to the single room rate unless two or more County

employees enrolled in the conference are sharing a room.

Burnet County will pay for the prior night of lodging accordingly:

Miles Training Start Time

60 – 120 at or before 10:30 a.m.

121 – 240 at or before Noon (12:00 p.m.)

241 – 360 at or before 3:00 p.m.

361 – 480 at or before 6:00 p.m.

If an employee travels more than 480 miles, Burnet County will pay for the prior night regardless of the

training start time.

11.04 MEALS

Employees or elected officials traveling outside the county may receive a per diem not to exceed $50.00

per day for meals, providing they are traveling overnight on official business.

Any amount in excess of the IRS per diem rate will be considered a taxable fringe benefit. Breakfast will

be paid for if you travel before 6:30 a.m. Lunch will be paid for if you travel before 10:30 a.m. Dinner will

be paid for if you travel after 7:00 p.m. Amounts for each meal would be as follows: Breakfast - $10.00,

Lunch - $15.00, and Evening - $25.00.

The employee has the option of presenting receipts not to exceed $50.00.

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Employees that travel without an overnight stay must present receipts for reimbursement to be reimbursed

on the employee’s next paycheck. Amounts for each meal are as follows: breakfast may be reimbursed at

$10.00, lunch at $15.00, and dinner at $25.00. These meals are taxable as wages to the employee because

travel must be away from home overnight to be excludable.

Burnet County will not reimburse for the following items:

a. Alcoholic beverages;

b. Optional Meals added as part of event registration;

c. Guests’ meals;

d. Meals supplied by event sponsors (excluding breakfast).

Burnet County credit cards MAY NOT be used for payment of out-of-town conference/training meals.

11.05 INCIDENTAL EXPENSES

Employees or elected officials shall be reimbursed for the actual cost of the following incidental expenses

incurred during official travel:

 Meals not to exceed Per Diem

 Standard Parking fees

 Bus fares

 Toll charges

 Gratuities

 Registration Fees

 Hotel/Motel

 Automobile Rental

 Registration

 Transportation Costs

 Airplane Travel

 Taxi Service

Receipts for these expenses shall be attached to the expense report for reimbursement.

Employees or elected officials shall not be reimbursed for expenditures incurred for the sole benefit of the

traveler such as valet service, entertainment, movie rentals, etc. Other expenditures not reimbursable

include:

a. Traffic fines for parking or speeding violations

b. Lost or stolen cash or other personal property

c. Repairs to personal vehicles used for County travel

d. Cancellation fees for unreasonable failure to cancel hotel or transportation

reservations

e. Spouse or family member expenditures

f. Commuting costs between home and the office

g. Laundry services

11.06 EXPENSE REPORT

All elected officials and employees filing an expense report shall do so within 30 days after the last date of

travel. The expense report must be properly filled out, accompanied by the pertinent receipts, and signed

by the department head. Reports are to be filed with the Auditor’s Office.

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11.07 TRAVEL EXPENSE ADVANCES

In order to receive an advance on travel expenses, a Request for Advance Travel Expenses form covering

hotel fees, meals, known parking fees, rental car fees, etc., must be submitted to the County Auditor’s Office

at least two weeks prior to departure. Upon return to Burnet County, a Travel Expense Report form must

be completed and submitted to the County Auditor’s Office. Any refund due the county will be paid to the

County Treasurer’s Office.

11.08 OUT-OF-STATE TRAVEL

All out-of-state (with exception of emergencies) travel must be approved in advance by Commissioners’

Court.

11.09 NON-TRAVEL MEALS

This policy provides guidelines to departments concerning when non-travel meals, refreshments and

related expenses may be paid for from County funds.

Generally, meals provided to employees are considered taxable wages that must be reported on form W-2,

subject to Federal income tax withholding, social security and Medicare unless specifically excluded by a

section of the Internal Revenue Code (IRC), IRC §61. § 3121, § 3401.

Federal Tax Regulations § 31.3121(a)-1(h) and § 31-3121(a)-3 provide that amounts paid specifically-

either as advances or reimbursements-for traveling or other bona fide ordinary and necessary expenses

incurred or reasonably expected to be incurred in the business of the employer are not wages and are not

subject to withholding if paid under an accountable plan.

A plan under which an employee is reimbursed for expenses – or receives an allowance to cover those

expenses – is an accountable plan only if three conditions are satisfied: (1) there must be a business

connection for the expenses: (2) the employee must either substantiate or be deemed to have substantiated

the expenses; and (3) the employee must return to the employer amounts in excess of the substantiated

Adequate accounting per IRS publication 5137 states, “The employee must verify the date, time, place,

amount and business purpose of expenses. Receipts are required unless the reimbursement is made using

per diem rates (per diem rates are only available for certain expenses). Treas. Reg. 1.62-2(e), IRC Section

274(d) and Revenue Procedure (Rev. Proc.) 2011-47”

Government Code §611.001 Employees may be reimbursed with public funds for meal expenses only to

the extent the expenses are reasonable and necessary and serve a public purpose.

The Burnet County Commissioners’ Court authorizes reimbursement for non-travel expenditures of food

or refreshments as allowed by law for the following:

• Jurors (Code of Criminal Procedure Art. 104.001)

• Prisoners (Code of Criminal Procedure Art. 104.002)

• AgriLife Extension (Agriculture code §43.033)

• Annual County-wide events approved by the Commissioner’s Court such as: the HHW event and the

annual county-wide employee appreciation banquet.

• Beverages for the purpose of providing hydration (sports drinks containing electrolytes) for

employees performing job tasks outdoors where they are exposed to hot or humid weather conditions.

Such as employees performing road work or outdoor maintenance work.

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Reimbursement for all other non-travel meals paid for with county funds must be approved by the

Commissioners’ Court. County credit cards may not be used for meal expenditures not listed in this policy

without prior approval from the Commissions’ Court. Approved CC 1/9/23

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12.00 – INTERNET, EMAIL

Email and internet are common tools for today’s workplace. Faster communication and increased productivity

results from this access to greater resources. However, such tools can be misused and cause harm. These policies

are designed to avoid such issues and to promote an efficient workplace.

12.01 PROPERTY

Burnet County provides internet access to its employees for the sole purpose of conducting county business.

Any and all messages, documents, emails, or work created or received on the county’s email system is the

property of Burnet County. All such property is subject to review by county officials without employee

notice at any time. All such property is subject to disclosure to the Burnet County Attorney and/or the

Burnet County Judge if part of an internal investigation.

12.02 PERSONAL USE AND PRIVACY ISSUES

A reasonable but limited amount of personal use of the county provided access and email system is allowed

by county employees according to the direction of the Department Head or Elected Official. However,

such use must not interfere with employee productivity (inside the department or in any other department),

must not negatively affect the efficiency of the county’s network, and must adhere to all Technology

policies. Should an employee use the county’s network resources for personal use, such information shall

become the property of Burnet County. Employees should not expect such information to be private in

any manner, including personal communications when using county network resources.

Any and all communications or documents placed on the county internet/email systems (whether related to

county business or otherwise) must be appropriate at all times. No personal beliefs, mottos, religious

references, or humorous references are allowed. Email signatures, regardless of origin (county address or

otherwise) used on correspondence created or saved onto the county network must not contain such

information.

All county email addresses may be monitored. Any communication made on the county email/internet

systems, personal in nature or related to county business may be monitored. Monitoring will occur only at

the written request of the Department Head or Elected Official of the employee(s) in their department; or,

at the written direction of the Burnet County Judge and/or Burnet County Attorney if part of an internal

investigation. Elected Officials or Department Heads may only require monitoring of employees under

their direct supervision. Any violation of these policies reported to the Technology Department will be

directed to the appropriate Department Head or Elected Official for potential investigation. Should the

alleged violator be a Department Head or Elected Official, the Technology Director shall notify the Burnet

County Judge and/or the Burnet County Attorney.

County email accounts and/or online county business accounts may not be forwarded or tied to any personal

email accounts at any time. All user names, passwords, or other login information of any online account

used for county business must be documented and provided to the Department Head or Elected Official of

that department.

12.03 PUBLIC RECORDS

Email pertaining to county business is subject to the Public Information Act. Information viewed as

confidential should not be discussed in an email unless it relates to a legal matter and confidentiality

privileges apply. Conducting county business on personal devices my subject the device to the Public

Information Act.

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Regarding Public Information Act, the Technology Department may provide the public with forms online

to make records requests. Such requests must identify the specific department from which the requestor

desires information and be sent to that department. The County Attorney shall be available to assist any

Department Head and/or Elected Official in legal advice regarding Public Information requests.

12.04 NETWORK ACCESS AND TECHNICAL SUPPORT

Technical support is provided by the Technology Department which shall include configuration of network

access, email setup and installation and support of approved software and hardware. The Technology

Department will provide troubleshooting of issues arising from normal business operations on county

owned equipment.

Safety of the county network can be compromised due to unauthorized activities possibly bringing the entire

network system down. The costs and/or repairs resulting from the misuse of County equipment, including

the county network system, will be reported to the County Judge and/or County Attorney for review. The

possibility of seeking reimbursement from the offending county department may occur.

Electronic devices may not be added to the County network without prior written approval of the

Technology Department. Should a request be denied, the matter may be reviewed by the elected official in

charge of the department, the Burnet County Judge.

Use and installation of personal hardware or software for county business (including but not limited to

laptops, pad’s, cell phone chargers and applications, mp3 players, etc.) on county equipment or county

network must be approved by the Technology Coordinator. Approved equipment must be verified to have

adequate virus protection and compatible configuration prior to connection on the county network.

12.05 BANDWIDTH USAGE

Bandwidth is limited to a fixed amount supplied to the county by the internet service provider. Following

examples reduce bandwidth availability which results in slower network speeds:

 Viewing online videos

 Listening to internet radio

 Downloading music or videos

12.06 NETWORK AND WORKSTATION MONITORING

Bandwidth usage and network activity will be monitored at any time by the Technology Department for

troubleshooting purposes and to monitor network efficiencies. Any concerns arising from this action will

be addressed with the appropriate Elected Official(s) or Department Head(s). Any Elected Official and/or

Department Head may request a review of any computer in their department to insure proper usage. The

request must be done in writing before any monitoring occurs.

Upon request, the Technology Director may be able to report on the websites visited on the requested

computer, date and time of activity, and attempts to access prohibited sites.

NOTICE: Be advised that many websites will place unauthorized “markers” on a computer even if not

directly opened.

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12.07 ACCEPTABLE USE OF COUNTY EMAIL AND INTERNET RESOURCES:

 Conducting county business;

 Research for county business;

 Information gathering for county business;

 Limited work related social media and video use as authorized by Elected Official or

Department Head.

In the event a blocked website is needed for county business purposes such as official investigations,

training or webinars, such access must be requested in writing by a Department Head and/or Elected

Official. Request must provide the name of the employee involved, the IP address of the computer to be

used (if known), and the sites to be accessed along with a range of dates for this use.

12.08 UNACCEPTABLE USE OF COUNTY EMAIL AND INTERNET RESOURCES

 Accessing, sending, or forwarding email that violates county policy or is not county

business;

 Engaging in an activity that is fraudulent, illegal, or malicious;

 Accessing, sending, forwarding, receiving or storing anything offensive, obscene, or

defamatory or that tends to interfere with the productivity of other employees;

 Sending email that is considered to be harassing to the recipient or to any person who may

be discussed within the email;

 Using email or county equipment for personal gain;

 Streaming audio or video websites, including YouTube and internet radio sites for non-

work related purposed;

 On-line personal shopping;

 On-line gaming or gambling;

 Instant messaging for other than work related communications.

Violation of acceptable use will be reported to the user’s Department Head or Elected Official which may

subject the offender to disciplinary action up to and including possible termination. Repeated violations of

acceptable use policy by an employee may lead to permanent loss of access which could affect that person’s

ability to fulfill their job requirement.

12.09 DOWNLOADING INFORMATION/COPYRIGHT

Downloading software without approval from the Technology Department is prohibited. Most software is

subject to federal copyright laws in the same manner that written and recorded copyrighted material is

protected. Information found on the internet does not give one the right to its use for free, or for unlimited

purposes. The exception is information that contains a disclaimer to provide that right.

In general, internet users are allowed one download of copyrighted material for personal use. Any further

downloading or use of copyrighted material without the permission of the copyright owner may lead to

legal action. Downloading files and/or software from unauthorized sites may lead to spyware or viruses

being installed on workstations and infecting the network.

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12.10 DOCUMENT RETENTION

Email and electronic documents should be deleted from computers as soon as it is no longer needed or

required to be kept. Email messages are simply electronic documents and should be considered no different

than any other written county correspondence. It is the content and function of an email message that

determines the retention period for the message.

The State of Texas has guidelines for all documentation. Examples:

Administrative Correspondence – 3 years

General Correspondence – 1 year

Transitory Information – After purpose of record has been fulfilled.

For more information regarding State retention policies, visit the TSLAC website.

http://www.tsl.texas.gov/slrm/lgschedules/index.html

If the information must be stored for an extended period, it should be moved to disk or other external

storage system. Contact the IT Director to assist with needed back up plans, futures, and best system

of back up.

12.11 PASSWORD

Each user should have a unique logon name and password for any county owned technology device that

uses the internet and email. Passwords should be changed periodically. It is vital to keep logon names and

passwords confidential to all except to an employee’s supervisor(s). ***Please note that the use of

passwords does not give any expectation of privacy.

12.12 VIOLATIONS OF TECHNOLOGY POLICY

Any violation(s) of the Burnet County technology policies will be immediately reported to the violator’s

Department Head and/or Elected Official. Depending on level of violation, disciplinary action, including

but not limited to termination or employment, may result. A third violation of a technology policy by an

employee may result in a recommendation from the Technology Department to block all internet use for

said employee.

12.13 EQUIPMENT SPECIFICATIONS AND MINIMUM SYSTEM CONFIGURATION

All technology equipment purchased with county funds, grants or other special funds, and requiring

approval by Commissioners’ Court will be pre-approved by the Technology Director when necessary to

verify compatibility prior to presenting to the court.

All computers on the network must meet current minimum system requirements at all times. These

requirements will be reviewed annually by the Technology Director and reported to Commissioners’ Court.

12.14 REQUESTS FOR TECHNICAL SERVICE

Technical support requests should be made in writing and may be emailed to

support@burnetcountytexas.org

or submitted through the Burnet County Communication Client icon.

Contact the Technology Department for more information.

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12.15 REMOTE ACCESS TO COUNTY DATA

Access to County information needed by Department Heads, Elected Officials, or their staff while away

from county offices must be requested in writing. Please include employee name, data access needed, time

frame and reason for remote access. Note: Department Head or Elected Official is responsible for

monitoring hourly employee’s time properly while working offsite.

12.16 COUNTY AND DEPARTMENT WEBSITES

The Technology Department manages the County’s website. Department Heads and/or Elected Officials

are responsible for maintaining their individual department pages. Technology staff will provide training

and assistance as needed. Individual web pages must follow the same template for all departments in order

to provide a uniform appearance of county website. Reviews of the county website will be done monthly

by technology staff. Department Heads or Elected Officials will be notified if web pages for their

department(s) appear to be outdated.

12.17 COURTS AND JUSTICE MANAGEMENT

Burnet County uses a countywide case management system that enables information to flow from an arrest

to the disposition of a court case.

To ensure permissions to be granted to case management information are properly documented and

assigned, rights and roles assignments must be requested in writing to include the Technology Department

and the Elected Official who is statutory custodian of requested records.

The following are the statutory custodians of county records:

County Clerk for County Court at Law and County Court data

County Attorney for County Prosecutor data

District Clerk for District Court and County Court at Law data

District Attorney for District Prosecutor data

Sheriff’s Office for Law Enforcement and Jail data

JP offices for each Justice of the Peace precinct’s data

12.18 STATE MANDATED ANNUAL CYBERSECURITY TRAINING

Texas House Bill 3834, effective June 14, 2019, requires all elected officials and most local government

employees to complete an annual cybersecurity training program that has been certified by the Texas

Department of Information Resources (DIR). Employees will be provided with the necessary link and login

information to complete this annual training. Access to any Burnet County network or system (including,

but not limited to, Odyssey, Time Clock, Incode) will be suspended for any employee who has not

completed training by the stated deadline.

12.19 SOCIAL MEDIA DEVICES AND SERVICES PROHIBITED ON COUNTY DEVICES

Burnet County prohibits the installation or use of the social media service TikTok or any successor

application or service developed or provided by ByteDance Limited or an entity owned by ByteDance

Limited; or a social media application or service specified by proclamation of the governor on any device

owned or leased by Burnet County and requires the removal of covered applications from those devices.

The installation and use of a covered application may be acceptable to the extent necessary for providing

law enforcement, or developing or implementing information security measures. In order for the

installation to be approved, Burnet County must require the use of the measures to mitigate risks posed to

this state during the use of the covered application, and the documentation of those measures.

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13.00 – BURNET COUNTY FRAUD POLICY

13.01 BACKGROUND

The County fraud policy is established to facilitate the development of controls which will aid in the

detection and prevention of fraud against Burnet County. It is the intent of the County to promote consistent

organizational behavior by providing guidelines and assigning responsibility for the development of

controls and conduct of investigations.

13.02 SCOPE OF POLICY

This policy applies to any fraud, or suspected fraud, involving employees as well as consultants, vendors,

contractors, outside agencies doing business with employees of such agencies, and/or any other related

parties with a business relationship with Burnet County.

Any investigative activity required will be conducted without regard to the suspected wrongdoer’s length

of service, position/title, or relationship to the County.

13.03 POLICY

Management is responsible for the detection and prevention of fraud, misappropriations, and other

inappropriate conduct. Fraud is defined as the intentional, false representation or concealment of a material

fact for the purpose of inducing another to act upon it to his or her injury. Each member of management

will be familiar with the types of improprieties that might occur within his or her area of responsibility, and

be alert for any indication of irregularity.

Any fraud that is detected or suspected must be reported immediately to the County Attorney, who

coordinates all investigations both internal and external.

13.04 ACTIONS CONSTITUTING FRAUD

The terms defalcation, misappropriation, and other fiscal wrongdoings refer to, but are not limited to:

 Any dishonest or fraudulent act;

 Forgery or alteration of any document or account belonging to the County;

 Forgery or alteration of a check, bank draft, or any other financial document;

 Misappropriation of funds, supplies, or other assets;

 Impropriety in the handling or reporting of money or financial transactions;

 Profiteering as a result of insider knowledge of County activities;

 Disclosing confidential and proprietary information to outside parties;

 Disclosing to other persons securities activities engaged in or contemplated by the County;

 Accepting or seeking anything of material value from contractors, vendors, or persons

providing services/materials to the County. Exception: Gifts less than $20 in value;

 Destruction, removal or inappropriate use of records, furniture, fixtures, and equipment;

and/or

 Any similar or related inappropriate conduct.

13.05 OTHER INAPPROPRIATE CONDUCT

Suspected improprieties concerning an employee’s moral, ethical, or behavioral conduct should be resolved

by departmental management.

If there is any question as to whether an action constitutes fraud, contact the County Attorney for guidance.

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13.06 INVESTIGATION RESPONSIBILITIES

The County Attorney has the primary responsibility for the initial investigation of all suspected fraudulent

acts as defined in the policy. Decisions to prosecute or refer to examination results to the appropriate law

enforcement and/or regulatory agencies for independent investigation will be made by the County Attorney,

who shall report said findings and conclusions to the Commissioners’ Court.

13.07 CONFIDENTIALITY

Burnet County treats all information received confidentially. Any employee who suspects dishonest or

fraudulent activity will notify the County Attorney immediately, and should not attempt to personally

conduct investigations or interview/interrogations related to any suspected fraudulent act (see

REPORTING PROCEDURE section below). Investigations will not be disclosed or discussed with anyone

other than those who have legitimate need to know. This is important in order to avoid damaging the

reputations of persons suspected but subsequently found innocent of wrongful conduct and to protect the

County from potential civil liability.

13.08 AUTHORIZATION FOR INVESTIGATING SUSPECTED FRAUD

Members of the Investigation Unit will have:

1. Free and unrestricted access to all County records and premises, whether owned or rented;

AND

2. The authority to examine, copy, and/or remove all or any portion of the contents of files,

desks, cabinets, and other storage facilities on the premises without prior knowledge or

consent of any individual who may use or have custody of any such items or facilities when

it is within the scope of their investigation.

13.09 REPORTING PROCEDURES

Great care must be taken in the investigation of suspected improprieties or wrongdoings so as to avoid

mistaken accusations or alerting suspected individuals that an investigation is under way. An employee

who discovers or suspects fraudulent activity will contact the County Attorney immediately. The employee

or other complainant may remain anonymous. All inquiries concerning the activity under investigation

from the suspected individual, his or her attorney or representative, or any other inquirer should be directed

to the County Attorney.

The reporting individual should be informed of the following:

 Do not contact the suspected individual in an effort to determine facts or demand restitution.

 Do not discuss the case, facts, suspicions, or allegations with anyone, unless specifically

asked to do so by the County Attorney.

13.10 TERMINATION

If an investigation results in a recommendation to terminate an individual, the recommendation will be

reviewed for approval by the department head. The County Attorney does not have authority to terminate

an employee. The decision to terminate an employee is made by the employee’s management.

13.11 ADMINISTRATION

The Commissioners’ Court is responsible for the administration, revision, interpretation, and application of

this policy. The policy will be reviewed annually and revised as needed.

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EXHIBIT A: HARASSMENT REPORT COMPLAINT FORM

Harassment is defined as any employee’s visual, physical or verbal conduct toward another employee that

interferes with the employee’s working environment and job duties.

Burnet County is committed to a workplace free of harassment. Harassment includes unlawful, unwelcome

words, acts or displays based on sex, race

, color, religion, national origin, age, pregnancy, disability, family or

military leave status or veteran’s status. Such conduct becomes harassment when (1) the submission to the

conduct is made a condition of employment; (2) the submission to, or reject

ion of; the conduct creates an

offensive, intimidating or hostile working environment or interferes with work performance.

Harassment is strictly prohibited by Burnet County whether committed by an elected official, appointed official,

department head, co-worker or non-employee with whom the county does business. All harassment should be

reported immediately.

COMPLAINANTS NAME:

JOB TITLE:

BUSINESS PHONE:

CURRENT EMPLOYMENT STATUS:

DEPARTMENT:

ALLEGED HARASSERS NAME:

JOB TITLE:

BUSINESS PHONE:

CURRENT EMPLOYMENT STATUS:

DEPARTMENT:

Complainant, describe the harassment in precise terms. Verbal harassment requires the entire conversation,

verbatim (attach additional page if needed____________________________________________________

______________________________________________________________________________________

Complainant, if physical harassment is involved describe the conduct with specificity. Include the physical

circumstances of the alleged harassment, the date, time, location and names of witnesses, if any (attach additional

page if needed):

______________________________________________________________________________________

Has the harassment ever happened before?____________________________________________________

If so, when?____________________________________________________________________________

Where?________________________________________________________________________________

Was the incident reported to authorized personnel (include name of authorized personnel):

______________________________________________________________________________________

Describe the effects of the harassment.

Was medical personnel contacted (include name of medical personnel):

______________________________________________________________________________________

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EXHIBIT B: ALOCHOL AND DRUG TESTING FOR REASONABLE CAUSE

Reasonable Suspicion Testing: If an employee is having a work performance problem or displaying behavior that may

be alcohol or drug related, or is otherwise demonstrating conduct that may be in violation of this Drug and Alcohol

Policy where immediate management action is necessary, a supervisor, will require that employee to submit to a breath

test, urinalysis and/or blood test. The following conditions may be signs of possible alcohol or drug use (this list is

not all-inclusive):

• Abnormally dilated or constricted pupils

• Glazed stare – redness of eyes (sclera)

• Flushed face

• Change of speech (i.e. faster, slower, slurred)

• Constant sniffing

• Increased or unexplained absences

• Redness under the nose

• Sudden weight loss

• Needle marks

• Change in personality (i.e. paranoia, anger)

• Increased appetite for sweets

• Forgetfulness – performance altering – poor

concentration

• Borrowing money from co-workers or seeking

an advance of pay or other unusual display of

need for more money

• Constant fatigue

• Hyperactivity

• Smell of alcohol

• Difficulty walking or standing

• Dulled mental processes

• Slowed reaction rate

BURNET COUNTY SUPERVISOR, state objective facts giving rise to the belief that the employee is under the

influence of alcohol or a controlled substance:

EMPLOYEE’S NAME:

JOB TITLE:

BUSINESS PHONE:

CURRENT EMPLOYMENT STATUS:

DEPARTMENT:

BURNET COUNTY EMPLOYEE is expected to fully cooperate and consent to a drug or alcohol test when

requested under the terms of Burnet County policy. Refusal to consent to a drug test when requested may result in

immediate termination.

I understand and agree that the test(s) I am about to receive include(s) a test for alcohol, illegal drugs, and/or

controlled substances.

I hereby give my consent to Burnet County to perform these tests. I understand that if I decline to sign this consent

form and thereby decline to take the tests that my refusal may result in immediate termination.

Employee’s Signature Date

Supervisor’s Signature if employee refuses to sign Date

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EXHIBIT C: BURNET COUNTY EMPLOYEE TIMECLOCK PROCEDURES

EXHIBIT D:

BURNET COUNTY EMPLOYEE TIMECLOCK PROCEDURES

TO CLOCK IN AND OUT

• Go to Time Clock Plus (https://time.burnetcountytexas.org/app/webclock/#/EmployeeLogOn)

• Enter 4 digit Employee ID Number

• To Clock In – Click on “Clock In”

• To Clock Out – Click on “Clock Out”

• Enter 4 digit PIN (Last 4 of your Social Security Number)

• Click on “Log On”

• You should receive a confirmation that you were Clocked In or Clocked Out

• If you forget or are unable to Clock In or Clock Out, contact your Manager.

You may select “Log On To Dashboard” to view your hours and accruals.