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Section I, Page 1 of 3 SECTION I – INTRODUCTION MISSION STATEMENT The mission of Douglas County is to provide cost-effective services, with equal access to all citizens; to continue and enhance partnerships; to responsibly manage our resources and plan for the future. GENERAL POLICY STATEMENT It is the policy of Douglas County to establish a system of human resources administration for all employees of Douglas County that is consistent with the mission of Douglas County and in accordance with all applicable federal, state, and county rules and regulations. Positive action is required from all employees to ensure that Douglas County complies with its obligations under state and federal law, and county ordinances. This manual is not a contract of employment, can be modified at any time with or without notice, and supersedes and replaces all prior personnel policies, handbooks and procedure, whether written or established by past practice. This manual applies to non-represented employees as well as general municipal employees previously covered under a collective bargaining agreement. For employees who remain covered under a collective bargaining agreement or Douglas County’s Civil Service Ordinance, the terms of the bargaining agreement or ordinance may supersede the terms of this manual. Departments may find it necessary to develop departmental procedures and practices based on their specific line of work. Those procedures and practices may supersede any outlined in this manual as they relate to that department, subject to the review and approval of the Human Resources Department prior to implementation. EQUAL EMPLOYMENT OPPORTUNITY / AFFIRMATIVE ACTION POLICY STATEMENT Douglas County is an equal opportunity employer, committed to promoting equal employment opportunities for all applicants and employees, regardless of age (over 40), national origin or ancestry, arrest record, conviction record, color, creed or religion, disability or association with a person with a disability, genetic testing, honesty testing, marital status, pregnancy or childbirth, military service, race, sex, sexual orientation, use or nonuse of lawful products off the employer’s premises during non-working hours, and any other status protected under applicable federal or state law. Employees will not be harassed in the workplace based on their protected status nor retaliated against for filing a complaint, for assisting with a complaint, or for opposing discrimination in the workplace. Douglas County’s commitment to equal employment opportunity and non-discrimination applies in all matters of employment including, without limitation: recruiting, testing, and certifying of ---PAGE BREAK--- Section I, Page 2 of 3 candidates; interviewing; training of employees; assigning work; career advancement opportunities; layoffs and terminations; compensation and benefits; work environment; discipline; retention; committee appointments; transfer opportunities; hiring and promoting. Passed by County Board, Resolution#4-12; January 19, 2012 ---PAGE BREAK--- Section I, Page 3 of 3 THE ROLE OF MANAGEMENT POLICY: Certain rights and responsibilities are imposed by state and federal laws and regulations. Many of these rights and responsibilities have implications for policies and procedures governing employment. For this reason, Douglas County reserves any and all management rights regarding employees’ employment status. GENERAL GUIDELINES The following management rights are not to be interpreted as being all-inclusive, but merely indicate the types of rights which are reserved to management. The role of management includes, but is not limited to, the right to: A. Manage and direct employees; B. Hire, promote, schedule, transfer and assign employees; C. Schedule overtime as required; D. Suspend, demote, discharge and take disciplinary action; E. Lay off and recall employees; F. Assign work duties; G. Relieve employees from their duties; H. Develop job descriptions; I. Determine the kind and amount of services to be performed and number and kind of classifications to perform such services; J. Discontinue certain operations or services; K. Introduce new or improved methods or facilities or to change existing methods or facilities; L. Take whatever action is necessary to comply with State or Federal laws; M. Contract out for goods and services; N. Direct all operations of the county; and O. Take whatever action is necessary to carry out the functions of the County. SEVERABILITY The Personnel Policies of Douglas County are subject to the laws of the United States, the State of Wisconsin, and Douglas County. If any provision of these policies shall be declared by a decision of a court of competent jurisdiction to be invalid, such decision shall not affect the validity of other provisions. All other provisions shall continue in full force and effect. Passed by County Board, Resolution#4-12; January 19, 2012