Gunnison County Human Resources

Personnel Policies

Winter White

Photo Courtesy of Bev Alexander

Click here to download the Gunnison County Personnel Policies.

Workplace Violence

It is the commitment of Gunnison County to strive to maintain a work environment that is free from violent behavior. The County will not tolerate violent behavior or the threat of violent behavior involving an employee or a member of the public at any County worksite or against any County worksite. Such behavior will result in corrective and/or disciplinary action and potential criminal charges.

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 have observed or have knowledge of a violation of this policy, should immediately report it to the Human Resources Director or any member of management. If you feel an imminent threat exists, contact local law enforcement agencies. All complaints will be taken seriously, investigated and appropriate action taken.

EEO Harassment

Gunnison County 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 (40 and over), race, sex, color, religion, national origin, disability, genetic information, sexual orientation, political affiliation, or any other status protected by federal, state or local law.

UNLAWFUL EEO HARASSMENT - This prohibition includes unlawful harassment based on any of the above 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 and co-workers.

Gunnison County will also take appropriate measures to protect employees from unlawful harassment by non-employees.

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, e-mail;
• 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.

Filing a Complaint

If you believe there has been a violation of the EEO, ADA, or ADEA policy; or that harassment based on the protected classes outlined above has occurred, including sexual harassment, please use the Complaint Process below. 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 the above policies.

Report the incident to the Human Resources Director or any member of management so the matter can be promptly investigated. Your complaint, as well as any information collected from others participating in the investigation, will be kept as confidential as practicable.

If Gunnison County determines that an employee’s behavior is in violation of these policies, appropriate disciplinary action will be taken against the offending employee, up to and including termination of employment.

Complaint Resolution Process

It is a mutual obligation on the part of administrative, supervisory and non-supervisory employees of Gunnison County to provide efficient and continuous services to the public. Employee morale is an important factor in maintaining a high level of public service, and administration has a responsibility to provide an orderly and expeditious method for resolving problems, which may arise from working relationships and conditions.

Actions for which the Complaint Resolution Process can be accessed include but are not limited to:

• Problems with a job relationship;
• Any allegation of discrimination based on age (40 and over), race, sex, color, religion, national origin, disability, genetic information, sexual orientation, political affiliation, or any other status protected by federal, state or local law;
• Harassment, including sexual harassment, which is affecting job performance;
• Violation or inappropriate application of personnel policies, processes or procedures; rules or regulations;
• Employment practices that effect job performance and/or work environment, but do not rise to the level of a disciplinary action taken.
• Suspensions; disciplinary reductions in pay.

Actions which are not eligible to access the Complaint Resolution Process:

• Content of ordinances, resolutions, statutes or these Gunnison County Personnel Policies, processes, procedures, rules or regulations;
• Content and structure of the Classification and Compensation Plan including but not limited to: establishment and revision of wages or salaries, position classification or general benefits;
• Assignment of duties, work schedule or reassignment of work site;
• Performance evaluations;
• Change in employee status;
• Failure to promote;
• Oral reprimands, warnings, counseling or written warnings;
• Designation of Administrative Leave
• Workers’ Compensation and Unemployment claims;
• Non-disciplinary discharge, demotion or layoff made because of lack of work, reduction in workforce, or job elimination.
• Board of County Commissioner’s official actions, decisions or policies.

Procedure.

1. Informal Discussion. The employee should first attempt to resolve the complaint through informal, solution oriented, discussions with his or her 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 Human Resources Director. The employee will then be provided the opportunity to discuss the complaint with the employee’s Supervisor in a retaliation free atmosphere.
   
   If the complaint involves allegations of discrimination based upon age (40 and over), race, sex, color, religion, national origin, disability, genetic information, sexual orientation, political affiliation, or any other status protected by state or local law, i.e. sexual harassment, it may be discussed confidentially with the Human Resources Director or any other member of management to determine the appropriate step where the Complaint Resolution Process shall begin.
   
   
2. Written Complaint. If the complaint cannot be resolved at the Department level, the employee may direct a written complaint to the Human Resources Director. If the complaint involves the Human Resources Director, the employee may direct the written complaint to the Assistant County Manager. The written notification must state the employee’s name, job title, nature of the complaint, the employee’s comments regarding the situation and the employee’s signature.

a. Action upon Receipt of Written Complaint. Within three working days of receipt of the written complaint, Gunnison County management will begin undertaking a thorough investigation.

b. Investigation. The investigation will be conducted by the Assistant County Manager or their designated representative(s). All persons involved in the investigation should be as discrete as possible.

c. Response to Written Complaint. 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 County finds 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.

d. Impartiality. If the complaint involves the Assistant County Manager, the Human Resource Director or their representative(s), will conduct the investigation.

e. Time Limits. Within five (5) working days of any eligible action, an employee may invoke the Complaint Resolution Process. Failure of an employee to file a complaint in a timely manner may be considered a waiver of all rights to the Complaint Resolution Process.

f. Extension of Time Limits. All time limits set forth in this Section 11 must be honored as specified, except that any time limit may be reasonably extended if, in the opinion of the Assistant County Manager 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 requested to be extended.

Anti-Retaliation Policy.

Gunnison County prohibits retaliation against an employee for filing a complaint under the Complaint Resolution Process or for assisting in a complaint investigation. If an employee perceives retaliation for making a complaint or for participating in an investigation of a complaint, the employee should follow the Complaint Resolution Process outlined above. The situation will be promptly investigated and appropriate action taken.

Employees cannot exempt themselves from the consequences of their own misconduct by reporting an issue. If it is determined, by the County, that false accusations have been filed, appropriate action will be taken.

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 property solely of Gunnison County. Access to County buildings shall be limited to personnel whose work requires it. Individuals who lose keys or have them stolen shall notify the appropriate Department Head or Elected Official immediately. An employee must return keys that are County property to the appropriate Department Head, Elected Official or supervisor upon request. An employee who is transferring, changing or leaving County employment is responsible for returning all County keys provided during the course of employment to the appropriate Department Head or Elected Official by close of business on the last day the employee is actively at work in their then current position. There will be a series of fines for individuals who lose or do not return keys in a timely manner, for which they are responsible.

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.

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.

Electronic Communications

Gunnison County has established policies with regard to access and disclosure of electronic communications created, sent or received by Gunnison County employees and Elected Officials using the County's electronic communications systems. This includes telephone, voice mail, Electronic Mail, Social Networking, INTERNET, File Transfer, TELNET, or any other electronic communication between two (2) or more pieces of equipment, whether or not the message is converted to hard copy format after receipt and whether or not the message is viewed upon transmission or stored for later retrieval.

The electronic communications systems are purchased and maintained by Gunnison County and provided to employees and Elected Officials to assist them in the conduct of Gunnison County business. The electronic communications systems permit employees and Elected Officials to communicate with each other internally and with outside individuals and agencies. The policies governing the use of the electronic communications systems are as follows:

(a) County Property. The electronic communications systems hardware and software are County property. Additionally, all messages composed, sent, or received on the electronic communications systems are and remain the property of the County. Employees and Elected Officials do not have a personal property right in any matter created, received or sent from the electronic communications systems.

(b) Records. Record retention of public records applies to all records, including those that exist in electronic media. It is the goal 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.

(c) Use. To ensure the appropriate use of electronic communications systems, all employees shall use the County’s software and hardware for County approved purposes only.

(1) 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 IT Department prior to installation. 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 IT Department. All software license agreements and copyright laws shall be adhered to and copies of license agreements provided to the IT Department.

(2) Electronic Mail, Social Networking and Internet. Electronic mail, Social Networking 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, social networking and Internet are as follows:

a. Facilitating Communications. Facilitating communications and transfers of documents between employees, citizens and others concerned with County business.

b. Assessing Databases. Assessing databases and files to obtain work-related referenced material or to conduct work related research.

c. Expediting Administrative Duties. Expediting administrative duties in direct support of work-related functions.

d. Professional Development. Communicating with individuals or professional organizations regarding professional and career development.

e. Personal Use. As with telephones, electronic mail and Internet access are intended for fast and efficient communications. However, personal use of electronic mail, social networking and Internet should be limited in the same manner as local telephone calls so as not to interfere with the employee’s duties. Any opinions stated on personal emails or social networking sites will be clearly marked as personal opinions and not necessarily the opinion of Gunnison County. Personal use allowed on electronic communications systems will be determined by the appropriate Department Head or Elected Official.

(d) Use Violations. No person shall use County communications systems to:

(1) Violate any municipal, county, state or federal law or regulation.

(2) Promote any commercial venture, political campaign, or personal purpose.

(3) Raise funds or engage in public relations activities that are not directly related to County business.

(4) Intentionally disrupt network or system use by others, either by introducing worms or viruses or by other means.

(5) 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 graphic or animation files not directly related to county business.

(6) Download copyrighted music, send or receive copyrighted materials, trade secrets, proprietary financial information or similar materials without prior consent.

(7) Transmit or, with foreknowledge, receive pornographic, racist, sexist or harassing material.

(e) 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, intercept, access and disclosure for reasonable purposes, including discipline by the County.

(1) Public Record. Correspondence of an employee in the form of electronic mail and/or social networking 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 policies of the County.

(2) Access. The County reserves the right to implement the use of electronic tools that monitor and/or restrict the transmission of email and use of the Internet. Further, the use of passwords for security does not guarantee confidentiality. No password may be used that is unknown to the employee’s supervisor or the IT Department. Notwithstanding the County’s right to retrieve and read any electronic communication messages, such messages should be treated as confidential by other employees and accessed only by the intended recipient. Employees may not retrieve or read any electronic communication messages that are not sent to them unless authorized to do so. Employees shall not use a code, address a file, or retrieve any stored information of other users, unless authorized to do so.

(f) Disciplinary Action. Violation of these policies will be reason for discipline up to and including termination.

Office Hours

8:00 a.m. - 12:00; 1:00 – 5:00 p.m.

Monday through Friday (except holidays)

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