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CALHOUN COUNTY
BOARD OF COMMISSIONERS
POLICY STATEMENT

1. SALARY RATES AND SUPPLEMENTAL COMPENSATION
    
   1. WAGES

      ELECTED OFFICIALS: The salary for elected officials (excluding judges) is determined by the Board of Commissioners. Circuit, District and Probate Judge's salaries are established by state law as a percentage of the salary paid to a Justice of the State Supreme Court. The Board of Commissioners must approve the resulting county paid salaries in order to qualify for full state reimbursement. Salaries of the Justices of the Supreme Court are set by the State Officers' Compensation Commission.

      DEPUTIES TO ELECTED OFFICIALS

      1.)  The pay rate for incumbents filling each elected official’s deputy position on July 13, 2001, shall consist of 90% of the elected official’s annual salary. These incumbents are:

      Deputy Clerk/Register of Deeds Deputy Drain Commissioner Chief Asst. Prosecutor Undersheriff Deputy Treasurer

      Diane Withers Sherry Trader Daniel Buscher Thomas Pope Jon Bartlett

      This policy will apply to these named incumbents for as long as they fill the above stated position. If an incumbent takes another position within Calhoun County, the incumbent shall be paid in accordance with the wage scale for that position.

      2.)  Except for the incumbents named in subsection 1 above, effective September 1, 2004, the pay range for each elected official’s deputy shall be determined pursuant to the Board of Commissioners adopted salary survey.

      OTHER NON-UNION EMPLOYEES: A separate, five-step (5) salary schedule has been established for other non-union Employees. On each anniversary of the Employees date in position, the Employee shall advance to the next step in the pay range with the approval of the Department Head, Appointed or Elected Official.

      STARTING PAY RATES: Starting rates of pay should normally be at the minimum of the assigned pay grade. Starting pay which is higher than the minimum of the assigned pay grade may be acceptable for such reasons as education and/or work experience directly applicable to the job which exceed the minimum employment requirements, a competitive market situation, a special and specific talent, and the like. In such cases, starting rates above the minimum must be approved by the County Administrator/Controller.
       

   2. COMPENSATORY TIME

      ELIGIBILITY:
      Non-exempt County Non-Union Employees are entitled to compensatory time benefits. (Exempt County Non-Union Employees, Department Heads, Appointed Officials and Elected Officials are not eligible for Compensatory time benefits.)

      BENEFIT:
      County Non-Union Employees may be required by their supervisor from time to time to work beyond their normal work schedule. Full-time and part-time non-exempt Employees will accrue compensatory time at a rate of one and one-half (1 ½) hours for all hours actually worked in excess of forty (40) hours in a work week instead of receiving overtime pay. Otherwise, compensatory time shall accrue on an hour for hour basis. Compensatory time shall not accrue in excess of one hundred (100) hours.

      The Employer reserves the right to schedule time off for the Employee to liquidate or reduce accrued compensatory time.

      BENEFIT AT TERMINATION:
      Upon termination, earned and accrued compensatory time will be paid out the pay period following the Employee’s termination date at the Employee’s current rate of pay at termination.

      PAYMENT AT DEATH OF EMPLOYEE:
      Unpaid wages and benefits due to a deceased Employee shall be paid in accordance with the beneficiary designation filed by the Employee for the County provided term life policy. In the absence of a valid beneficiary designation, payment shall be made pursuant to statute.
       

   3. LONGEVITY

      ELIGIBILITY:
      All full-time County Non-Union Employees, Department Heads, Appointed Officials and Elected Officials (excluding the Board of Commissioners) are eligible to receive longevity payments.

      BENEFITS:
      Longevity benefits shall be determined on an Employee’s anniversary date of hire each year. All full-time Employees who have completed a minimum of five (5) years of continuous service with Calhoun County shall receive longevity benefits calculated on the scale below for each full year of continuous service.

      	Amount per year	Maximum per year
      Elected Officials	$60.00	$1,200.00
      Appointed Officials	$60.00	$1,200.00
      Department Heads	$60.00	$1,200.00
      County Non-Union Employees	$50.00	$1,200.00

      PAYMENT:
      Longevity benefits shall be paid in the same pay period of which the Employee’s anniversary date falls based on the Employee’s anniversary date.

      BENEFITS AT TERMINATION:
      There shall be no pro rata longevity payments upon an Employee’s termination for any reason whatsoever.
       

   4. DIRECT DEPOSIT

      Effective upon the date when all labor contracts for County employees include direct deposit language, all Non-Union Employees, Department Heads, Appointed Officials and Elected Officials and their Deputies will be paid through direct deposit.  All new hires are required to be paid by direct deposit.  Each employee  may annually designate up to five accounts into which direct deposits will be made each payroll period.
       

   5. CREDIT FOR PAST COUNTY SERVICES

      ELIGIBILITY:
      All County Non-Union Employees, Department Heads, Appointed Officials and Elected Officials who were Employees at Calhoun County prior to their current employment.

      BENEFIT:
      An Employee who returns to the employment of Calhoun County after a separation of five (5) years or less shall have his or her previous full years of seniority reinstated after one (1) year of continuous full-time employment, except in the Defined Benefit Pension Plan. Partial years of prior service shall not be credited. “Years” shall be calculated from the anniversary date of hire and termination.

      For the purpose of the Defined Benefit Pension Plan: upon return to re-employment, the Employee is only entitled to credit for those years the Employee contributed to the Plan, provided the Employee contribution remained in the Plan.
       

2. GROUP INSURANCE
    
   1. ELIGIBILITY:
      All full-time County Non-Union Employees, Department Heads, Appointed Officials and Elected Officials are eligible for health and vision insurance the first day of the month following a waiting period of thirty (30) days and dental and life insurance the first day of the month following a waiting period of sixty (60) days provided the necessary paperwork is completed and returned to the Human Resource Department. Changes in elections may only occur during open enrollment or in the case of a qualifying event.
       
   2. HEALTH INSURANCE

      COVERAGE:

      1. The County agrees to maintain at least two group health benefit plans. The employee will be responsible for a portion of the premium up to and including 15%, as approved by the Board. Prescription drug coverage will be provided with co-pays no higher than $10 for generic medications, $20 for brand name formulary medications and $40 for brand name non-formulary medications. (Mail order co-pays may vary).

      2. Employees will be responsible for the full premium for family continuation and sponsored dependent coverage. This cost will be paid via Employee payroll deduction.

      3. Employees opting out of the County’s health insurance plan shall receive an opt-out payment in an amount approved by the Board. The payment shall be made as part of the employee’s regular check and paid in equal amounts on a bi-weekly basis. Employees who choose to opt out of the County’s health insurance plan must provide proof of coverage from an alternative source before opt-out is allowed. No Employee shall be allowed to opt out of the plan for any period of less than one (1) year except in the case of a qualifying event. The incentive offered under this section is not available to spouses of County Employees when both spouses are County Employees. Part-time Employees are not eligible to receive the opt out incentive.

      4. If the Employee and the Employee’s spouse are both eligible to participate as Employees in group health plans funded by or through the County, the Employee and the Employee’s spouse shall elect coverage under only one such plan. Coverage of the Employee, the Employee’s spouse, and/or the Employee’s dependents under two or more County health care plans shall not be permitted unless it is to the financial advantage of the County to permit such. If the Employee and/or employed spouse fail to make an effective election within two (2) weeks after being requested to do so, the Employer shall have the right to elect the plan for the Employees. The covered spouse is not entitled to receive an opt out credit.

      5. Part-time Employees may elect insurance however, the Employee is responsible for a portion of the premium pro-rated based on full-time equivalency (FTE).
          

   3. DENTAL INSURANCE

      COVERAGE:
      Full time Employees shall, upon proper application, be eligible to participate in the dental insurance plan sponsored and paid for by the County. Part-time Employees may elect dental insurance however, the Employee is responsible for a portion of the premium pro-rated based on FTE.
       

   4. VISION INSURANCE

      COVERAGE:
      Full time Employees shall, upon proper application, be eligible to participate in the Vision insurance plan sponsored and paid for by the County. Employees may opt out of the vision insurance plan and receive an opt-out credit as determined by the Employer. Part-time Employees may elect vision insurance however, the Employee is responsible for a portion of the premium pro-rated based on full-time equivalency (FTE). Part-time Employees are not eligible to receive an amount for opting out of the insurance. Employees will be responsible for the full premium for family continuation and sponsored dependent coverage. This cost will be paid via Employee payroll deduction.
       

   5. CONTINUATION OF BENEFITS FOR HEALTH, DENTAL AND VISION COVERAGE  There shall be no liability on the part of the Employer for health, dental and vision insurance premium payments of any nature whatsoever for an Employee who is on a personal leave of absence or layoff, or who retires or who is otherwise terminated, beyond the month in which such layoff, leave of absence, or termination occurs, except that the Employer will continue health, dental and vision insurance premium payments on behalf of the Employee who is on a leave of absence and collecting sickness and accident or worker’s compensation disability benefits for a period of up to twenty-six (26) weeks including the month in which the leave of absence commenced. Upon loss of insurance, the Employee may continue insurance coverage per COBRA rules and regulations.
       
   6. LIFE INSURANCE

      COVERAGE:
      The County will pay the required premium for term life insurance in an amount equal to one (1) times the Employee’s annual salary rounded down to the nearest thousand, but in no case more than fifty thousand dollars ($50,000) and a like amount for accidental death and dismemberment. At the age of 65, the benefit shall be reduced according to a schedule provided by the insurance carrier. All information such as salary and age is based on Employee information as of November 1st of the preceding year.

      An Employee may opt to elect a lesser insurance benefit and receive a credit as determined by the Employer. Part-time employees are not eligible for coverage under this plan and are not eligible to receive an amount for opting out of the insurance.

      Employees may have the ability to purchase supplemental insurance according to a schedule provided by the insurance carrier upon meeting the required qualifications based on Evidence of Insurability.

      The Employer will continue life insurance premium payments on behalf of the Employees who are on a leave of absence and collecting sickness and accident or worker’s compensation disability benefits for a period of up to twenty-six (26) weeks including the month in which the leave of absence commenced. Employees may continue insurance coverage by paying the necessary premium if permissible under the regulations of the insurance carrier.
       

   7. SICKNESS AND ACCIDENT

      ELIGIBILITY:
      All full-time County Non-Union Employees, Department Heads, and Appointed Officials are eligible for Sickness and Accident benefits if disabled by an illness or accidental injury, not work related, which prevents the Employee from performing his/her regularly assigned duties.

      Employees are not entitled to this benefit for any disability for which they may be entitled to indemnity or compensation under a retirement plan, the Social Security Act, any Worker’s Compensation, or any salary continuation program.

      APPLICATION FOR BENEFITS:
      An application for sickness and accident benefits must be submitted promptly to the Human Resources Office of Calhoun County on the forms provided by the Office. No payments shall be paid until the necessary form has been submitted with the specified signatures and supporting documentation.

      COVERAGE:
      The Employer shall obtain and pay the required premiums for a sickness and accident insurance program for all eligible Employees. The insurance coverage shall become effective the first (1st) workday following completion of sixty (60) calendar days of employment with the County.

      Employees who become disabled and prevented by such disability from working for remuneration or profit and who are otherwise eligible under the third party administrator’s regulations shall receive biweekly indemnity payments amounting to no more than 2/3 of their weekly earnings or $1,050 per week, whichever is less. Such bi-weekly payments shall be based on the Employee’s rate of pay in effect at the time of the disability. If during the period of recovery from a disability the attending physician determines that an Employee may return to work on a part-time, but not full-time basis, the normal indemnity may be prorated by Human Resources for those hours actually worked. The total benefit period shall not exceed twenty-six (26) weeks or the period specified in the controlling agreement or policy.

      Benefits shall be payable from the first (1st) day of disability due to accident, hospitalization (including out-patient surgery) or the eighth (8th) day of disability due to sickness, for a period not to exceed twenty-six (26) weeks for any one (1) period of disability.

      Payments shall be made only for regular work hours lost not to exceed eight hours in any day nor forty hours in any week.

      Sick and accident benefits may be pro-rated for salaried Employees on an approved FMLA leave who are able to return to work on a reduced schedule.

      MEDICAL CERTIFICATION AND EXAMINATIONS:
      Employees requesting disability leave for sickness, injury, or a continuation of such leave may be required to present a certificate from a physician showing the nature of such sickness or injury and the anticipated time off the job. If the health or safety of the personnel may be affected or it is thought that an Employee is abusing sickness and accident benefits an examination by the Employer’s physician may be required.

      SUCCESSIVE DISABILITY BENEFITS:
      Successive disability due to the same or related causes will be considered due to one accident or illness unless the successive periods are separated by the person’s return to fulltime active work with the County for at least fourteen (14) calendar days.

      SUPPLEMENTING SICKNESS AND ACCIDENT BENEFITS:
      If an Employee is receiving sickness and accident benefits, he/she shall be entitled to the difference between the benefits received and the average weekly rate of pay to the extent that such a difference in pay can be deducted from the Employee’s available accrued time off (paid time off or compensatory). With the exhaustion of these paid days off, the Employee shall not be entitled to further supplemental pay.

      County seniority will continue to accrue while receiving sickness and accident benefits.

      Paid Time Off will stop accruing when an Employee is receiving sickness and accident benefits. Employees returning from sickness and accident on a regular part-time basis will accrue paid time off on the same pro-rated basis as part-time Employees. If sickness and accident benefits are received during a recognized holiday, the Employee will not receive holiday pay.

      Defined Benefit contributions, 401(k) contributions and applicable insurance premiums will automatically be deducted from sickness and accident benefit payments.

      Employees may have the ability to purchase supplemental long term disability insurance according to a schedule provided by the insurance carrier upon meeting the required qualifications based on Evidence of Insurability.
       

   8. CONTINUATION OF BENEFITS FOR LIFE AND SICKNESS AND ACCIDENT BENEFITS

      There shall be no liability on the part of the Employer for life insurance or sickness and accidents premium payments of any nature whatsoever for an Employee who is on leave of absence or layoff, or who retire or who are otherwise terminated, beyond the day in which such layoff, leave of absence, or termination.
       

   9. RETIREMENT

      ELIGIBILITY:
      All County Non-Union Employees with a FTE status of .5 or higher, Department Heads, Appointed Officials and Elected Officials are eligible to participate in the retirement plans offered by Calhoun County as defined by and subject to the terms, conditions and limitations set forth in the Plan, as it may be amended from time to time.

      BENEFIT:
      The obligations contained in this Policy are in substitution for and shall be deemed to constitute complete satisfaction and settlement of any obligations or liabilities which the Employer has or may have had at any time under any prior retirement program.

      Calhoun County Defined Benefit Pension Plan:
      Bargaining unit employees hired on or after May 18, 2001, and those hired before that date who have made an authorized election to participate shall, as a condition of employment, participate in the Calhoun County Defined Benefit Pension Plan, as amended. The Employer’s contributions to the Calhoun County Defined Benefit Pension Plan, as amended, on behalf of participants shall be 7.0% of their Compensation (as defined under the Plan), and each participating employee shall contribute any additional amounts required to fund the specified plan benefits on an actuarially determined basis. Normal retirement benefits shall be equal to 1% of final average compensation, multiplied by years of credited service for years ending before 2006; (including any additional credited service purchased by the participant); plus 2% of final average compensation, multiplied by years of credited service for years ending after 2005. All benefits shall be defined by and subject to the terms, conditions and limitations set forth in the Plan, as it may be amended from time to time.

      Calhoun County 401(k) Savings Plan:

      1. During the term of this Agreement, bargaining unit employees hired prior to May 18, 2001, who elected not to participate in the Defined Benefit Pension Plan may continue to participate in the Calhoun County 401(k) Savings Plan, as amended, according to its terms, instead of participating in the Defined Benefit Pension Plan. The Employer’s per pay period contribution on behalf of such Employees shall be equal to each eligible Employee’s contribution up to a maximum of seven percent (7%) of the Employees base wages.

      2. Bargaining unit employees participating in the Defined Benefit Pension Plan may also participate in the Calhoun County 401(k) Savings Plan, as amended, according to its terms, during the term of this Agreement. Contributions to the Employee’s 401(k) shall be made bi-weekly by the Employee. The Employer shall have no obligation to make any contributions to the 401(k) on behalf of employees participating in the Defined Benefit Pension Plan.

      There shall be immediate vesting in all amounts contributed by the employee, and vesting in the amounts contributed by the Employer shall be according to a schedule of forty percent (40%) after two (2) full years of service, sixty percent (60%) after three (3) full years of service, eighty percent (80%) after four (4) full years of service, and one hundred percent (100%) after five (5) full years of service. All forfeitures due to non-vesting shall accrue to the Employer.
      
      For Employees at less than a .5 FTE status, matching is made only after completion of at least 1,000 hours of service during the plan year. Contributions to the Employees 401(k) shall be made bi-weekly by the Employee and Employer.

      457 Deferred Compensation Plan:
      All eligible Employees may participate in the 457 Deferred Compensation Plan.
       

   10. FLEXIBLE SPENDING ACCOUNTS

       ELIGIBILITY:
       All full-time County Non-Union Employees, Department Heads, Appointed and Elected Officials are eligible to participate in the Flexible Spending Account the first day of the month following a waiting period of ninety (90) days.

       COVERAGE:
       The County offers both a Medical Flexible Spending Account and Dependent Care Flexible Spending Account through a third party administrator.

       Voluntary contributions to an Employee’s Flexible Spending Account are made on a pre-tax basis through payroll deduction.

       Reimbursement requests are sent directly to the third party administrator.

       Benefits unused at the end of the calendar year or at termination are not reimbursable.

       Administration of FSA is subject to the rules and regulations of the FSA Administrator and the Internal Revenue Service.
        

   11. SELECTION OF INSURANCE CARRIERS

       The Board of Commissioners reserves the right to select or change the insurance carriers providing benefits; to be self-insured, either wholly or partially, and to select the administrator of any such program; to institute cost-containment measures, and to alter the means by which benefits are delivered.

       All coverage provided under this Agreement shall be subject to such restrictions, definitions, rules, procedures, and other limitations as may be applied from time to time by the Employer's insurance carriers (or the County if self-insured).
        

   12. CALHOUN COUNTY BOARD OF ROAD COMMISSIONERS

       Health, dental, vision, and life insurance benefits listed above including premium co-pays shall also apply to members of the Calhoun County Board of Road Commissioners.
        

3. LEAVES OF ABSENCE
    
   1. PAID TIME OFF

      ELIGIBILITY:
      All County Non-Union Employees, Department Heads, and Appointed Officials are eligible to accrue paid time off based on their FTE. Elected Officials are exempt from accruing paid time off.

      ACCRUAL: Regular full-time employees will accrue PTO benefits in accordance with the following schedule for each full payroll period for which they have at least 80 hours of credited service (including hours actually worked and paid leave).

      Court-County Service Required	Paid Time Off per pay period
      Start through fourth years	5.55 hours
      Fifth through ninth years	7.09 hours
      Tenth through fourteenth years	8.63 hours
      Fifteenth and subsequent years	10.17 hours

      Regular part-time employees will accrue PTO benefits on a pro rata basis in accordance with their FTE for each full payroll period for which they have credited service equal to their regular schedule of hours. 

      SCHEDULING: Any request to use PTO must be made to the employee’s immediate supervisor as early as possible, unless an illness, injury or emergency exists which prevents giving the required notice. Illness, injury and emergency use of PTO may, upon reasonable request by the supervisor/department head, be made conditional upon the employee furnishing written documentation satisfactory to the Employer. Use of PTO will not be construed to relieve an employee of the responsibility to comply with the Employer's required procedures concerning notification of absence from work.

      Consideration of employee preferences in scheduling non-emergency use of PTO will be given whenever possible and practical. However, non-emergency use of PTO will be at the discretion of the supervisor/department head and may be denied if the absence of the employee would unreasonably interfere with the efficient operations of the Employer or the Employer’s obligations to the public.

      The date the non-emergency use of PTO was requested, the employee’s length of service, and the employee’s job performance may be criteria used for resolving scheduling conflicts when two or more employees request the non-emergency use of PTO for the same periods of time, provided that the request(s) was submitted with as much advance notice as possible.

      AVAILABILITY: Only accrued PTO from previous pay periods can be utilized for time off.  Current pay period accruals cannot be used for current pay period PTO.

      PAY RATE: PTO will be paid at the applicable regular hourly rate of pay, exclusive of all premiums, which the employee is earning at the time of commencing the paid time off.

      PTO ACCUMULATION: On each employee's anniversary date, his/her unused PTO benefits up to a maximum of 240 hours may be carried forward into the following year. With the written approval of the Employer, actual accrued hours beyond the maximum 240 may be carried forward beyond the employee's anniversary date if scheduled to be used within 90 days.

      TERMINATION OF EMPLOYMENT: There shall be no payment for unused PTO benefits upon an employee’s termination during the probationary period or for disciplinary reasons or for voluntary termination without two (2) weeks written notice. In other terminations, employees will be paid for earned but unused PTO benefits on the pay period following the date of termination, subject to the maximum pay-out limitation of 240 hours.
       

   2. ADMINISTRATIVE LEAVE

      ELIGIBILITY:
      All County Non-Union Employees, Department Heads, Appointed Officials and Elected Officials may be eligible for an administrative leave.

      BENEFITS:
      The Administrator/Controller or his/her designee may grant a paid or unpaid Administrative Leave without loss of employment status during the course of an internal investigation. While on Administrative Leave all benefits will continue to be in force with the exception of paid time off accrual.

      If an Employee is returned to work or found to not be in violation of any policies or procedures the Employee will receive retroactive pay for any time spent on unpaid leave. This pay will be based on the Employee’s straight rate of pay prior to going on administrative leave.
       

   3. BEREAVEMENT

      ELIGIBILITY:
      All County Non-Union Employees, Department Heads, and Appointed Officials are eligible for bereavement benefits. The amount of bereavement leave provided to a regular part-time Employees will be on a pro-rated basis based on the Employee’s FTE.

      BENEFIT:
      If a death occurs among a member of an employee’s immediate family, the employee, at their discretion, will be excused from work up to a maximum of five (5) work days with pay. Immediate family is defined as spouse, child, parent, mother-in-law, father-in-law, sister, brother, son-in-law, daughter-in-law, or step-relatives of the same degree. The term “parent” includes any adult that cared for the employee as a child and was considered a guardian or in loco parentis.

      Three (3) workdays with pay shall be allowed in the case of the death of a grandparent, grandchild, sister-in-law, or brother-in-law.

      One (1) workday, the day of the funeral or memorial service, shall be allowed with pay, in the case of the death of an aunt, uncle, niece or nephew.

      Upon approval of the County, additional days charged against PTO may be granted.

      Leaves granted under this section shall commence on or between the date of the death and the date of the funeral or memorial. An Employee excused from work under this Section shall, after making written request, be paid for the amount of wages he/she would have earned by working his straight time hours on such scheduled days of work for which he is excused. Payment shall be made at the Employee’s rate of pay, not including premiums, as of his last day worked. If a holiday falls on one of these workdays, the Employee shall receive holiday pay only and still receive the allotted number of leave days/time.
       

   4. HOLIDAYS

      ELIGIBILITY:
      All County Non-Union Employees, Department Heads, Appointed Officials and Elected Officials are eligible for paid holidays.

      To receive holiday pay Employees must:

      • have otherwise been scheduled to work on such day if it had not been observed as a holiday.

      • work on the Employer’s last scheduled day before and the first scheduled day after the holiday unless an excuse acceptable to the Employer is presented.

      • not be on a leave of absence, layoff, or suspension.

      An Employee who agrees to work on a holiday but fails to report for work shall not be entitled to holiday pay, unless an acceptable excuse is presented to the Employer.

      BENEFIT:
      When the County Building is closed in celebration of a recognized holiday, Employees shall be granted holiday leave without interruption in their normal pay.

      If a recognized holiday falls within an Employee’s regularly scheduled paid time off, the Employee will be credited with holiday pay for that day and a deduction from paid time off will not be made.

      RECOGNIZED HOLIDAYS:

      New Year’s Day
      Martin Luther King, Jr. Day
      President’s Day
      Good Friday (afternoon only, commencing at noon)
      Memorial Day
      Independence Day
      Labor Day
      Veteran’s Day
      Thanksgiving Day
      Friday following Thanksgiving Day
      Christmas Eve
      Christmas Day
      New Year’s Eve

      If a recognized holiday falls on a Sunday, the following Monday will be considered the recognized holiday for eligible Employees. When a recognized holiday falls on a Saturday, the preceding Friday will be recognized as the Holiday.
       

   5. JURY DUTY

      ELIGIBILITY:
      All County Non-Union Employees, Department Heads, Appointed Officials and Elected Officials are eligible to serve on Jury Duty.

      BENEFIT:
      Employees serving on jury duty shall be granted administrative leave with pay and benefits for the time required to be present for jury duty. The Employee’s normal pay for the periods of jury service shall be reduced by the amount of pay received from the Court, or the Employee shall reimburse the County in the amount received from the Court. A jury stipend is not paid for current County Employees serving jury duty at the 37th Circuit Court or 10th District Court. In this case, Employees will receive their regular wages.

      Proof of service and/or documentation of payment for serving on jury duty may be required for reimbursement.
       

   6. PERSONAL LEAVE

      ELIGIBILITY:
      All County Non-Union Employees, Department Heads, Appointed Officials and Elected Officials are eligible for a personal leave.

      BENEFITS:
      A department head may grant an Employee a personal leave without pay and without loss of employment status for a period of up to thirty (30) days. In order to continue benefits the Employee must pay their cost of benefits prior to beginning the personal leave or insurance benefits will be discontinued. Payment for benefits prior to beginning the personal leave of absence may be waived if approved by the Board of Commissioners or his/her designee.

      A personal leave of absence in excess of thirty (30) days without pay or benefits shall require the additional approval of the Board of Commissioners. The loss of benefits may be waived by the Board of Commissioners or his/her designee for a specified period of time.

      While on a Personal Leave the Employee will not accrue paid time off.
       

4. GENERAL PROVISIONS
    
   1. FLEXIBLE BENEFIT PLAN

      The Employer may offer all applicable benefits addressed in this Policy along with any additional benefits offered by the Employer as part of a flexible benefit plan. Employees may participate in, add, or delete a flexible benefit offered to County employees during open enrollment. As part of the flexible benefit plan employees may have the opportunity to opt out of a plan which may include a specified opt-in/opt-out time period. The Employer may at anytime add to or delete an insurance benefit from the flexible benefit plan
       

   2. EXCEPTIONS

      Exceptional circumstances may be reviewed by the Board of Commissioners and exceptions made in the application of this policy.

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Marshall, MI  49068
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