lorain county general health district employee personnel

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endangers the health and safety of the public. 14. Dishonesty or any dishonest action; including the acceptance of bribes or substantial gifts for work or favors performed. 15. Insubordination by refusing to perform assigned work upon the verbal or written instruction of a supervisor. 16. Intentional and knowing discriminatory act toward any individual on the basis of race, color, religion, sex, national origin, handicap, age, or ancestry. 17. Intentionally and knowingly engaging in sexual harassment; or interfering with Agency investigations of allegations of sexual harassment; or taking retaliatory action against any employee who reports incidents of sexual harassment; or knowingly and intentionally making false accusations of sexual harassment; or other violations as described in Section 5-7 of this policy manual. 18. Failure to maintain a valid Ohio Driver=s License or failure to report any circumstances as makes an employee ineligible to hold a valid Ohio Driver=s License (see Section 7.7) (Revised 10-14-98) 56
5.2 Pre-Disciplinary Conference Subject to Section 5.4 Absence without Leave, in all instances of disciplinary action whereby the employee may be suspended without pay or terminated from employment, a pre-disciplinary conference shall be conducted. The purpose of such conference is to afford the affected employee a fair opportunity to offer a defense to the allegations of misconduct. The pre-disciplinary conference shall be conducted by a neutral party selected by the Health Commissioner from supervisors in the agency not directly in the chain of command of the affected employee. The neutral party may also be an impartial person from outside of the agency. Not less than twenty-four (24) hours prior to the conference, the employee shall receive a notice which describes the basis for disciplinary action against such employee. The employee may appear personally with or without a chosen representative at the conference to present an oral or written statement in his or her defense; or may elect, in writing, to waive the opportunity to be heard at such conference. At the conference, the neutral party will ask the employee or the employee=s representative to respond to the allegations of misconduct. Failure to respond truthfully may result in further disciplinary action. The employee and agency representatives may present any testimony, witnesses or documents which explain whether or not the alleged misconduct occurred, subject to the right of the neutral party to refuse to hear any matters that he or she deems not pertinent or not relevant. The employee shall provide a list of witnesses to the neutral party as far in advance as possible, but not later than one hour prior to the conference. It shall be the employee=s responsibility to notify witnesses that their attendance is desired. The employee and his or her representative will be permitted to question any witnesses. A written report shall be prepared by the neutral party with conclusions as to whether or not the alleged misconduct occurred. A copy of such report shall be provided by the Health Commissioner to the employee within five (5) working days after its submission by the neutral party to the Health Commissioner. The Health Commissioner (not the neutral party) will decide what discipline, if any, is appropriate. 57
Page 1 and 2:
LORAIN COUNTY GENERAL HEALTH DISTRI
Page 3 and 4:
1.1 Mission Statement In 1920, C.E.
Page 5 and 6: eputation of the Lorain County Gene
Page 7 and 8: 1.4 Availability of Reference Each
Page 9 and 10: 1.6 Amendments The Board of Health
Page 11 and 12: Section 1.8 Definitions of Terms Un
Page 13 and 14: Nonfeasance - Non-performance of so
Page 15 and 16: 2.1 Payroll It is the policy of the
Page 17 and 18: 2.3 Compensation The Board of Healt
Page 19 and 20: and submitted and the use of overti
Page 21 and 22: 2.6 - Payroll Deductions Certain de
Page 23 and 24: 2.7 Insurance Coverage Health and M
Page 25 and 26: An employee may be reimbursed for t
Page 27 and 28: 2.10 Longevity An employee, includi
Page 29 and 30: 3.2 Affirmative Action/Equal Employ
Page 31 and 32: 3.3 Filling of Vacancies Efforts wi
Page 33 and 34: 3.5 Probationary Period A probation
Page 35 and 36: 3.7 Criminal Records Check A crimin
Page 37 and 38: 4.2 Vacation Leave Rest and relaxat
Page 39 and 40: 4.3 Sick Leave Each full time emplo
Page 41 and 42: 4.4 Disability Leave There are thre
Page 43 and 44: 4.5 Military Leave All employees of
Page 45 and 46: 4.7 Calamity Leave There may be tim
Page 47 and 48: 4.9 Family and Medical Leave Eligib
Page 49 and 50: care coverage under the conditions
Page 51 and 52: 5.1 Discipline The Board of Health
Page 53 and 54: 14. Use or possession of another em
Page 55: Group III Offenses Disciplinary Sta
Page 59 and 60: Section 5.4 Absence Without Leave A
Page 61 and 62: 5.6 Grievance Policy & Procedure Th
Page 63 and 64: 5.7 Sexual Harassment The Lorain Co
Page 65 and 66: 6.2 Lay-off The Health Board and th
Page 67 and 68: 6.3 Retirement & Sick Leave Convers
Page 69 and 70: 7.2 Tobacco Use Policy The use of t
Page 71 and 72: 7.4 Drug Free Workplace Policy Each
Page 73 and 74: 7.6 Emergency Preparedness / Evacua
Page 75 and 76: Section 7.8 Safety Belts Ohio law r
Page 77: 7.10 Firearms Policy Unless specifi
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