Violent behavior is defined as the infliction or threat of any bodily injury, harmful psychological contact or the destruction or abuse of property. This includes but is not limited to intimidating, threatening or hostile behaviors; jokes or offensive comments which are veiled, conditional, direct, written or verbal; physical abuse; vandalism; arson; sabotage; and/or the use or carrying of weapons of any kind.
An employee who feels that they have been subjected to any behavior prohibited by this policy, or has observed or have knowledge of a violation of this policy, should immediately report it to the Personnel Director dmoore@gunnisoncounty.org or any member of management. If an imminent threat exists, contact local law enforcement agencies. All complaints will be taken seriously, investigated and appropriate action taken.
EEO Harassment
GunnisonCounty is dedicated to the principles of equal employment opportunity in any term, condition or privilege of employment. We do not discriminate against applicants or employees on the basis of age, race, sex, color, religion, national origin, disability, sexual orientation, political affiliation, or any other status protected by state or local law.
UNLAWFUL EEO HARASSMENT
This prohibition includes unlawful harassment based on any of these protected classes. Unlawful harassment includes verbal or physical conduct which has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment. This policy applies to all employees, including managers, supervisors, co-workers, and non-employees such as customers, clients, vendors, consultants, etc. Gunnison County expects employees to make a timely complaint to enable the County to promptly investigate and correct any behavior that may be in violation of this policy. Report the incident to the Personnel Director dmoore@gunnisoncounty.org or any member of management, who will ensure that the matter is promptly investigated. Your complaint will be kept as confidential as practicable.
Gunnison County prohibits retaliation against an employee for filing a complaint under this policy or for assisting in a complaint investigation. If you perceive retaliation for making a complaint or for your participation in the investigation, please follow the complaint procedure outlined above. The situation will be promptly investigated.
Sexual Harassment
Gunnison County strongly opposes sexual harassment and inappropriate sexual conduct. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature, when:
- Submission to such conduct is made explicitly or implicitly a term or condition of employment;
- Submission to or rejection of such conduct is used as the basis for decisions affecting an individual's employment;
- Such conduct has the purpose or effect of substantially interfering with an individual's work performance or creating an intimidating, hostile, or offensive work environment.
All employees are expected to conduct themselves in a professional and businesslike manner at all times. Inappropriate sexual conduct that could lead to a claim of sexual harassment is expressly prohibited by this policy. Such conduct includes, but is not limited to, sexually implicit or explicit communications whether in:
- Written form, such as cartoons, posters, calendars, notes, letters, email;
- Verbal form, such as comments, jokes, foul or obscene language of a sexual nature, gossiping or questions about another's sex life, or repeated unwanted requests for dates;
- Physical gestures and other nonverbal behavior, such as unwelcome touching, grabbing, fondling, kissing, massaging, and brushing up against another’s body.
If you believe there has been sexual harassment, please use the following complaint procedure. Gunnison County expects employees to make a timely complaint to enable the County to promptly investigate and correct any behavior that may be in violation of this policy.Report the incident to the Personnel Director dmoore@gunnisoncounty.org or any member of management, who will ensure that the matter is promptly investigated. Your complaint will be kept as confidential as practicable.If Gunnison County determines that an employee’s behavior is in violation of this policy, appropriate disciplinary action will be taken against the offending employee, up to and including termination of employment. Gunnison County prohibits retaliation against an employee for filing a complaint under this policy or for assisting in a complaint investigation. If you perceive retaliation for making a complaint or for your participation in the investigation, please follow the complaint procedure outlined above. The situation will be promptly investigated.
Complaint Resolution
If an employee has grounds for any complaint listed below
following is the Complaint Resolution Procedure
Grounds:
An employee may invoke the Complaint Resolution procedure in the following situations:
- Employment practices such as performance evaluations or job classifications; · Employment actions such as disciplinary actions, except termination;
- Pay practices such as matters affecting pay or status;
- Working environment such as harassment, which is effecting job performance;
- Any action taken that may be, in the employee’s opinion, in conflict with the specific stated provisions of the Gunnison County Personnel Policies.
- Any allegation of discrimination based on age, race, sex, color, religion, national origin, disability, sexual orientation, political affiliation, or any other status protected by state or local law.
Procedure:
- Informal Discussion. If appropriate, the employee should first attempt to resolve the complaint through informal discussions with the immediate supervisor. If the object of the complaint is the supervisor or his/her actions and the employee fears retaliation, or if it is not comfortable for the employee to speak with the immediate supervisor, the employee may go to the next supervisory level or to the Personnel Director.
- Written Complaint. If the complaint cannot be resolved through informal discussions with the above, the employee may direct a written complaint to the Personnel Director. If the complaint involves the Personnel Director, the employee may direct the written complaint to the County Manager. The written notification must state the employee’s name, job title, nature of the complaint, the employee’s position regarding the situation and the employee’s signature.
- Response to Written Complaint. Within three working days of receipt of the written complaint, the recipient of the written complaint will meet with the County Manager and/or the County Attorney to review the situation before undertaking a thorough investigation. A written response to the complaint will be issued to the complainant within 60 working days from the date that the complaint is received. If the complaint is found to be of merit, action will be taken; and if appropriate, offenders shall be subject to disciplinary action, potentially including termination.
Time Limits:
- Within five (5) working days of any disciplinary action, other than termination, an employee may invoke the Complaint Resolution Procedure. Failure of an employee to file a complaint in a timely manner may be considered a waiver of all rights to the Complaint Resolution Procedure.
- All time limits set forth must be honored as specified, except that any time limit may be reasonably extended if in the opinion of the County Manager or the County Attorney there is just reason. Parties shall be notified of the extension and the reasons therefore put in writing. County extensions will be made prior to the expiration of the time limit being extended.
Smoking Policy
- Due to the acknowledged hazards from exposure to environmental tobacco smoke, it shall be the policy of Gunnison County to provide a smoke free environment for all employees and visitors.
The following specifics of the policy will be:
- There will be no smoking within or on the County facilities identified below.
- There will be no smoking within 5 yards of the perimeter of any County building identified below.
- This policy is applicable to the following County facilities and property:
Gunnison County Courthouse
Gunnison County Detention Facility
Blackstock Government Center
Family Services Center
Gunnison/Crested Butte Regional Airport
Gunnison County Library
Old Rock Branch Library
Gunnison County Public Works Facility
Dos Rios Water Treatment Plant
Doyleville Shop
Crested Butte Shop
Marble Shop
Somerset Shop
- There will be no smoking in any County vehicle.
- To safeguard the health of employees and the public, smoking during the performance of job duties, unless they are in an employee’s own vehicle or home and no county client is present, shall be prohibited for all Gunnison County employees. This prohibition shall not include lunch breaks and rest periods taken outside the prohibited areas.
- Any employee who violates this policy shall be subject to disciplinary action as defined in Section 11 of the Personnel Policies
Key Replacement Policy
All keys to all Gunnison County Facilities are the sole property of Gunnison County.
It will be the responsibility of the Facilities Maintenance Supervisor, working in conjunction with all Department Heads and Elected Officials to establish an adequate key control system to insure that access to county buildings shall be limited to personnel where work requires it. This system will limit access to buildings to authorized personnel, will safeguard against unauthorized entrance to buildings, and will provide for an inventory record of key distribution. The Facilities Maintenance Department will keep on file a record of all keys checked out to employees.
The Department Heads or Elected Officials shall notify the Facilities Maintenance Department of any employee’s termination, retirement, resignation, transfer, reassignment or layoff. The Department Heads or Elected Official shall collect the keys assigned to the employee, and return them to the Facilities Maintenance Department for inspection and reassignment. An employee leaving, transferring or changing County service is responsible for returning all County keys provided during the course of employment, by close of business on the last day of employment. Failure to timely return County keys will result in enforcement of section 21-6 of the Personnel Policies under "Separation from the County" and other applicable legal remedy.
This system will require a receipt from employees for the keys transferred to their possession. The system will also incorporate a series of fines for those individuals who lose or do not return keys for which they are responsible and, ultimately, provide for reimbursement to the County for the cost of re-keying areas of buildings that require it due to the loss or non return of keys.
- The employee agrees to pay $50.00 per key the first time keys are lost and $250.00 per key for each additional time keys are lost. Example: If an employee loses both exterior door key and an office key, the employee owes the county $100.00, if both keys are lost a second time the charge would be $500.00.
- The employee will be charged $500.00 for duplicating or attempting to duplicate a key assigned by the County. In addition, the employee will reimburse the County for the cost of re-keying the area(s) affected.
Individuals who lose keys or have them stolen shall notify the appropriate Department Head or Elected Official immediately.
Computer Policy
Policy No. 04-1 Approved by the Board of County Commissioners
Date: July 19, 2004
The purpose of this policy is to establish appropriate protocol for the use of Gunnison County’s Local Area Network and the use of County computers in general.
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Records Record retention of public records applies to all records, including those that exist in electronic media. It is the policy of Gunnison County to take any measures necessary to assist the public in locating and viewing any specific electronic records unless such records are specifically exempted from disclosure by state or federal statute, by court order, or unless disclosure of such records would be contrary to the public interest. Thus, all records, including those of elected officials, are subject to public disclosure.
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Appropriate Use: To ensure the appropriate use of electronic media, all employees shall use the County’s hardware and software for County approved purposes only. Software – The County will allow only County authorized software to be stored or executed on its computers. Recognition is given to the unique needs of particular departments and programs, however the software must be approved for compatibility by the MIS Department prior to installation and MIS must be given copies of the license agreements. Software installed with the intention of protecting devices and peripherals, such as anti-virus software, shall not be removed or disabled unless authorized by the MIS. All software license agreements and copyright laws shall be adhered to and copies of license agreement provided to the MIS Department. Electronic Mail and Internet – Electronic mail and Internet access must be used in a manner that maintains public trust and confidence in the County organization. Electronic mail and Internet access are provided for the County’s official public business. Examples of appropriate use of the e-mail and Internet are as follows:
- Facilitating communications and transfers of documents between employees, citizens and others concerned with County business.
- Accessing databases and files to obtain work-related referenced material or to conduct County-related research.
- Expediting administrative duties in direct support of work-related functions.
- Communicating with individuals or professional organizations regarding professional and career development.
As with telephones, electronic mail is intended for fast and efficient communications. However, personal use of electronic mail should be limited in the same manner as local telephone calls so as not to interfere with the employee’s duties. No person shall use County computers and computer system to:
- Violate any municipal, county, state or federal law or regulation.
- Promote any commercial venture, political campaign, or personal purpose.
- Raise funds to engage in public relations activities that are not directly related to County business.
- Intentionally disrupt network or system use by others, either by introducing worms or viruses or by other means.
- Engage in any activities that could cause congestion and disruption of networks and systems, such as sending and forwarding chain letters, joining news subscription services, listening to music over the internet, and sending or receiving graphics or animation files not directly related to county business.
- Downloading copyrighted music.
- Transmit or, with foreknowledge, receive pornographic, racist, sexist or harassing material.
Any violators of this policy may be subject to disciplinary action, including termination.
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Privacy and Security Employees should have no expectation of privacy regarding the use of electronic media. Any information or data contained in any electronic system owned by the County is available to the County at all times and may be subject to audit. Correspondence of an employee in the form of electronic mail may be a public record under the public records law, and may be subject to public inspection under C.R.S. 24-72-203 and the polices of the County. The County reserves the right to implement the use of electronic tools that monitor and/or restrict the transmission of e-mail and use of the Internet.
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The E-mail system is provided as a tool for transmitting and receiving information and is not to be used as a means of storing or retaining information. E-mail file shall be managed in a manner that is appropriate for the information content of the message. E-mail messages generally fall into two categories:
- Transitory E-mail – Many e-mails have limited long-term importance or value. For example, a message seeking dates for a proposed meeting has little or no value after the meeting date passed. Retaining such messages takes up space on the e-mail system and serves no useful purpose. Such messages should be deleted as soon as they no longer serve an administrative purpose.
- Email having lasting value – E-mail is sometimes used to transmit information having lasting value such as interpretations of policies or contractual correspondence with businesses. E-mails having lasting value, whether sent or received, should be printed and filed in the appropriate filing system or copied to the hard drive. Printed versions of e-mail messages should include the message header, the message text and any attachments that were sent with the email.
E-mail system users should attempt to purge their e-mail, out-box, recycle bin and attachment folders on a regular basis, in order to avoid email causing operational delays or problems with the e-mail system. E-mails that convey information that is privileged protected, confidential or otherwise subject to nondisclosure under any law, regulation or rule, shall include the word “CONFIDENTIAL” in the subject line of the message header and preceding the text of the message. Confidential or privileged information includes communications to and from an attorney of the County, personnel information, criminal investigation files, or any other privileged information. Whether or not an e-mail is confidential can only be determined as a matter of law, based on the particular circumstances. Just because a message is labeled “CONFIDENTIAL” does not mean that it will be exempt from disclosure. Confidential or sensitive e-mail shall not be forwarded to any party without prior approval of the sender. If an employee is not sure if information is confidential or privileged, the employee should consult with his or her department head or the County Attorney before distributing the information via e-mail. Email sent to or received from parties outside of the County’s e-mail system can be intercepted and read by persons other than the intended recipient. Therefore, employees are strongly discouraged from sending confidential e-mail under these circumstances.
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