New Employee Orientation

1

WELCOME TO NEW EMPLOYEE ORIENTATION
Environmental Services2817 Cattlemen Road
Planning and Development Services1301 Cattlemen
Road
Sarasota County Operations Center1001 Sarasota
Center Blvd.

Suncoast Technology Center100 Arthur Anderson
Parkway
R. L. Anderson Administration Center4000 S.
Tamiami TrailVenice
Sarasota County Administration Center1660
Ringling Blvd.
Sarasota County major building locations where
do you work?
Public Works Logistics8781 Bee Ridge Road
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Introductions
Where am I from? How long have I been here? What
work have I done before? What work am I
doing? Where is my work located?
3
Todays Agenda
Morning
Afternoon
4
History of SarasotaOverview of SCG Major
Business FunctionsNext Policies
ProceduresPerformance Management Introduction
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Sarasota County Government

• Keys to Success
• Revised July 2008

6

• If you don't know where you are going, you might
  wind up someplace else.
• - Yogi Berra

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Documents to Reviewon e-net

• SCG HR Policies, Procedures, Guidelines
• Common Sense Approach
• Updated periodically
• If in doubt, check with your supervisor
• Responsible for knowing and understanding
  contents
• Collective Bargaining Agreements (CBA)
• Teamsters Ex Equipment Operators, Skilled
  Trades Workers, Lifeguards
• ATU Bus Operators / Bus Attendants
• IAFF Firefighters
• Florida Right to Work State your decision
  whether to join

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What is the InitialProbationary Period?

• All new employees of SCG are typically on
  6-months probation (except if at-will status).
• Working-test portion of the employment process
  employees can see if SCG is right for them and
  SCG will see if employee is good fit
• Considered at-will and the working relationship
  may be terminated at any time, at the will of
  either party.

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Performance ManagementA Communication Tool

• Probationary Review
• Annual Evaluations
• Non-bargaining
• Meet your goals (related to the business plan)
• Demonstrate people, business, leadership
  competence
• Demonstrate values of SCG to co-workers/customers
• Demonstrate a commitment to learning and growth
• Bargaining unit Refer to CBA
• Enroll on TRAC Perf Mgmt Empl within 6 mos.
• Management EMES HR Series

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Who should I contact for General HR questions?

• AskTPM_at_scgov.net or 861-5353
• Payroll Kronos, TeleStaff, new password
• Tuition Reimbursement
• Benefits
• Retirement
• Hiring Process
• Questions on pay, deductions or paycheck
• Etc.

11
Health Insurance Portability and Accountability
Act of 1996

• HIPAA protects private personal health info.
• Protected Health Information (PHI) may NOT be
  disclosed except in certain situations
• The use/disclosure is for treatment, payment for
  treatment or health care operations
• Individual has authorized the use/disclosure of
  info.
• PHI housed in a separate medical file in EHC.
• Day to Day Keep others medical details private.

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Family and Medical Leave Act (FMLA)

• Allows eligible employees (worked 12 months and
  1,250 hours) to take up to 12 weeks (480 hours)
  of unpaid leave in a rolling 12-month period for
• Birth, adoption or foster care placement of child
• Serious health condition of employee
• Serious health condition of child, spouse or
  parent
• May be intermittent
• Employer covers employee portion of insurance
• Return to same or equivalent position.
• Certified by health care provider

13
SCG Affirmative Action Workforce Diversity
Plan

• Equal Employment Opportunity (EEO)
• Americans with Disabilities Act (ADA)
• Affirmative Action
• (Sexual) Harassment Policy
• Diversity Philosophy

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What is considered the county workplace?

• County working time/hours
• Any county worksite or building
• Any county grounds, building perimeter, parking
  lot or park
• Any county vehicle or equipment
• Any location conducting official county business

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Standards of Disciplinary ActionCertain actions
not sustainable

• Personnel Policies 4.02 (5)
• (1) Excessive Absences unscheduled leave
• (2) Smoking in non-designated areas/vehicles
• (11) Improper and/or Careless Use of County
• Property or Equipment speeding, cell
  phone,
• PC, etc. Treat county property as you would
• your own.
• (20) Unacceptable Communication threatening,
• intimidating, offensive, malicious or
  abusive
• communication verbally or in writing

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(15) Conduct Unbecoming a Public Employee (On
Off Duty)

• Expected to conduct ourselves in a manner that
  reflects favorably upon ourselves and the county.
  
• Typically what employees do on their own time is
  their own business except when conduct
• subjects SCG criticism or from carrying out
  mission
• causes employee to be unable to work
• May result in discipline up to and including
  termination.

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Off Duty Conduct (contd.)

• If convicted of a felony, first-degree
  misdemeanor or plead nolo contendre to an
  offense, report to GM, HR.
• Conviction does not automatically mean an
  employee will be terminated but will be reviewed
  on a case by case basis.

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Standards of Disciplinary Action (contd.)

• Sleeping on the job
• Gambling
• Theft
• Assault / Fighting / Workplace Violence
• Fraud / Falsification of Records or Statements
• Use or Threatening Use of Weapons Prohibited
• in any county workplace facility, vehicle,
  parking lot, etc.
• includes guns, knives, etc.
• Drinking on the job incl. during breaks or lunch
• Possession, sale, distribution or use of illegal
  substances

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Corrective Action

• Not meant to be punitive/punishment
• an effort to help an employee correct behavior or
  conduct
• Progressive and cumulative based on nature and
  severity, considering all factors
• Corrective Counseling First step in minor
  offenses, document and supervisor keeps in
  working file.
• Documented Reprimand Next step or first step for
  more serious offenses documented on form or
  memo, copy to employee HR
• Suspension Without Pay Next step or first step
  for serious misconduct.
• Termination Final step or first step for
  egregious misconduct (theft, violence,
  pornography).

20
Ethics

• Agents of the people for the benefit of the
  public and must behave with highest ethical
  standards regardless of personal considerations.
  Certain activities are prohibited FS112
• Empl/family members shall not accept gifts of any
  type, price or size from any person/firm
  doing/intending to do business w/ SCG
• Use official position for personal gain.
• Disclose confidential information.
• Directly/indirectly purchase, rent, lease
  goods/services for SCG from business in which any
  family member has a financial interest.
• Avoid the appearance of impropriety.

21
Political Activities

• Certain activities are prohibited
• Hold or be a candidate for elective public or
  political office
• Actively campaigning while on duty
• Promises or threats to encourage others to
  support any political issue, party/candidate
• While on duty wearing (or vehicle if used for
  official business) buttons, signs, or symbols
  supporting a political party/candidate.
• Political Discussions in the Workplace
• Not prohibited - Use discretion

22
Outside Employment

• Employment at SCG is considered primary.
• All employees must submit a request and be
  granted authorization from their Exec Dir prior
• Ensures against any conflict of interest or
  possible adverse impact and responsibilities of
  employees position at SCG.
• Includes independent selling or working for self.
  

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Solicitation

• Except for activities sanctioned by the County
  Administrator (United Way) independent
  solicitations are prohibited during working
  hours.
• Includes all distribution in work areas of
• Petitions for signatures
• Literature, pamphlets, etc.

24
Dress Code

• SCG allows reasonable flexibility for keeping
  current with styles and trends.
• Maintain neat and clean grooming/dress related to
  the type of work performed and association with
  clients and public.
• Tattoos Use personal judgment and discretion as
  to what would be offensive to a reasonable
  person.
• Wear County issued uniforms/hats according to
  specific departmental guidelines
• Wear only during working hours for work purposes
• Take caution to/from work and lunch breaks
• Treat as you would own clothes
• Do not alter or modify

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Workplace Safety

• Advise supervisor if taking meds (OTC or Rx) that
  may interfere w/ job safety.
• Immediately report to supervisor
• workplace injury or accident to supervisor and
  complete Notice of Injury.
• all traffic citations received while operating
  county vehicle or equipment.
• The use of intoxicants/illegal substances is
  prohibited and will result in disciplinary action
  up to and including termination.

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Substance Testing

• Safety sensitive positions Required by
  Statute/Regulation, risk to public safety,
  operates heavy/light equipment or regularly
  drives county vehicle, access to children, or
  high level of trust
• Pre-employment or promotion
• Random Testing (CDL holders)
• Return to Duty if absent 90 days or more (CDL
  holders)
• All positions
• Reasonable Suspicion display behaviors or signs
• Post Accident if any vehicle towed or someone
  transported to hospital
• Refusal to test treated as a positive result and
  subject to disciplinary action up to and
  including termination.

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Computer and Phone Usage

• LARGE INVESTMENT IT taken extensive security
  measures to protect
• Use discretion and good judgment.
• Incidental, occasional use OK (lunch).
• If you have to think about whether something is
  appropriate, it probably isnt.
• If you wouldnt want it printed in the paper, you
  probably shouldnt write it.
• No expectation of privacy public record.

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Resolving Work-RelatedIssues Concerns

• Informal Process
• Resolve at the lowest level w/ supervisor
• Formal Process
• If unable to resolve informally
• Written Grievance
• SCG
• Collective Bargaining Units

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SIMPLY STATED
30
Remember

• As an employee of Sarasota County Government,
  you reflect the organizations image and your
  success will ensure the success of Sarasota
  County.

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RESPECTFUL DIVERSE WORKPLACE (PREVENTING (SEXUAL)
HARASSMENT DISCRIMINATION IN THE WORKPLACE)

• Sarasota County Government
• New Employee Orientation

32
OBJECTIVES

• Be aware of and understand the Countys
  commitment to creating and maintaining a
  diversity, talented, and productive workforce.
• Become familiar with SCG policies prohibiting
  harassment, discrimination, inappropriate
  behavior/conduct and retaliation.
• Understand employee rights to have their
  responsibility and accountability for supporting
  and maintaining a respectful workplace.
• Be aware of the Countys internal EEO Complaint
  procedure for reporting concerns, allegations
  and/or complaints of inappropriate
  behavior/conduct, harassment and discrimination.

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Diversity Management Policy Statement Excerpt

• Every employee of Sarasota County Governments
  workforce shall be accountable and responsible
  for creating and maintaining a positive work
  environment that allows all employees to maximize
  their potential and contribute fully to the
  achievement of the Countys mission and vision.
  All employees shall be expected to embrace and
  respect the rich perspectives that each
  individual potentially brings to the Countys
  workforce, operations and service delivery

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Preventing Discrimination
35
Sarasota County Government Is Committed

• To the principles, laws and practices of equal
  employment opportunity based on merit fitness
  for duty, without regard to and/or discrimination
  because of race, color, religion, sex, national
  origin, marital status, age disability or sexual
  orientation.
• To ensuring that employees and leaders create
  and maintain a work culture and environment that
  are respectful, equitable and fair to all
  individualsfree of hostile, intimidating,
  harassing and/or offensive actions, behavior and
  comments.

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What Constitutes Different Treatment?

• Blatant Treatment
• Jokes
• Slurs
• Innuendos
• Direct statements

• Subtle Treatment
• Job assignments
• Training
• Promotions
• Pay

37
Discrimination Based on Disability (ADA)

• ADA Protects job applicants and employees who
  although disabled are otherwise qualified for a
  job in terms of skills, experience, training
  and/or education.
• ADA defines a disabled person as someone who has
  a physical or mental impairment that
  substantially limits one or more major life
  activities.
• Major life activities Activities that an
  average person can perform with little or no
  difficulty such as walking, breathing, seeing ,
  hearing, speaking, learning and working.

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Preventing (Sexual) Harassment in the Workplace
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WHAT IS SEXUAL HARASSMENT

• According to the Equal Employment opportunity
  Commission (EEOC) it is a form of sex
  discrimination prohibited by Title VII of the
  Civil Rights Act of 1964.

• It is UNWELCOME sexual advances, requests for
  sexual favors, and other verbal or physical
  conduct of a SEXUAL NATURE.

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TYPES OF SEXUAL HARASSMENT (QUID PRO QUO)

• Submission to such conduct is made either
  explicitly or implicitly a term or condition of
  an individuals employment.

• Submission to or rejection of such conduct by an
  individual is used as the basis for employment
  decisions affecting that individual.

41
SECOND TYPE OF SEXUAL HARASSMENT

• Sufficiently severe or pervasive conduct that has
  the purpose or effect of unreasonably interfering
  with an individuals work performance
• Creates an intimidating, hostile, or offensive
  work environment.
• Establishes a pattern of offensive conduct,
  unless a single act is unusually severe.

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MORE EXAMPLES OF BEHAVIOR THAT CAN BE UNWELCOME
AND/OR SEXUAL IN NATURE

• Physical
• Hugging
• Kissing
• Pinching
• Patting, Gesturing , Grabbing
• Touching
• Coerced/Forced Sexual Intimacy
• Assault

• Verbal
• Sexual remarks or questions
• Suggestive comments
• Pressure for dates
• Obscene language which is gender specific or
  sexual in nature
• Inappropriate comments about a persons body
  (parts)
• Sexual Propositions and Threats

43
EXAMPLES OF BEHAVIOR THAT CAN BE UNWELCOME AND
SEXUAL IN NATURE

• Visual
• Cartoons
• Written Documents
• Pin-up Calendars
• Drawings
• Computer Images
• Computer Games
• Posters, Objects, Faxes, E-mail Messages and
• Magazines

• Non-Verbal
• Sexually Suggestive Objects
• Graphic Commentaries
• Suggestive or Insulting Sounds or Whistling
• Leering
• Body Scanning (with eyes)
• Obscene gestures

44
SAME SEX SEXUAL HARASSMENT

• The U.S. supreme Court ruled that same sex sexual
  harassment is a form of sex discrimination under
  Title VII of the Civil Rights Act of 1964.

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BEHAVIORS THAT ARE NOT TYPICALLY SEXUAL HARASSMENT

• Welcome and NOT sexual in nature
• Voluntary lunch or dinner dates asking a
  coworker to have lunch or dinner.
• Appropriate compliments telling a person that
  his or her outfit is nice.
• Acts of courtesy opening the door for someone.

46
Retaliation

• Retaliation occurs when an employer or others in
  the employers workplace harasses or punishes an
  employee because that employee
• Complained about discrimination
• Opposed a practice believed to be discriminatory
• Testified in an investigation or proceeding
• Participated in an investigation or proceeding

47
Fraternization In the Workplace

• See policy statement in the SCG Affirmative
  Action /Workforce Diversity Plan 2007-2010.

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Report Allegations/Complaints

• Refer to SCGs EEO Discrimination and Sexual
  Harassment Complaint Procedure.
• Report Your Allegations of Illegal Sexual
  Harassment and/or Discrimination to
• Your Immediate Supervisor
• Next Level Supervisor or Management Leader
• Human Resources, General Manager
• SCG Workforce Diversity Coordinator

49
INVESTIGATION Of SEXUAL HARASSMENT
DISCRIMINATION ALLEGATIONS AND COMPLAINTS

• SCG will conduct prompt, thorough and objective
  investigations.
• Weigh the evidence.
• Make a determination.
• Initiate appropriate corrective action .

50
Call Human Resources for Assistance!

• If you believe that you have been harassed or
  discriminated against in the workplace, please
  report your complaint and/or concerns to your
  supervisor, manager, or human resources staff in
  accordance with the Countys Internal EEO
  complaint procedure sooner than later!

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Quick Tour of the BCC ChambersLunchBe back at
1215 p.m.Next Foundations of Excellent
Customer Service
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Strategic Focus
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Sustainability
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Enterprise Balanced Scorecard
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Enterprise Balanced Scorecard
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Return
Enterprise Balanced Scorecard
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Elder Sensitivity Training
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Tour Emergency Operations CenterWellness
Access 19Next Workplace Violence Class
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• STOP WORKPLACE VIOLENCE!
• Sept. 2008

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True or False?

• If the county installs security systems and
  enforces security rules we will be less likely
  to experience workplace violence?
• We can never predict when a person is going to
  flip out or turn violent?
• Co-workers personal problems are not the
  countys business?

63
What is Workplace Violence ?

• Any physical assault, threatening behavior or
  verbal abuse occurring at work or on duty
• Threatening Behavior
• Shaking fists, destroying property, throwing
  objects
• Verbal or Written threats
• Any expression of an intent to inflict harm
  including veiled threats
• Harassment, including any behavior that
• Demeans, embarrasses, humiliates, annoys, alarms
  or verbally abuses
• Unwelcome known or would be expected
• Words, gestures, intimidation, bullying, etc.
• Rumors, pranks, property damage, sabotage

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What is Workplace Violence cont

• Verbal Abuse
• Swearing, insults, or condescending language
• Physical Attacks or Assaults
• Hitting, shoving, pushing, or kicking
• Anger-related incidents
• Rape
• Arson
• Murder - Homicide 2nd leading cause of
  job-related deaths

65
Where does WPV Occur?

• Traditional Workplace
• Off-Site Business related functions
• Conferences / Trade Shows
• Social events related to work
• Customers homes, vendors workplace
• Away from work, but resulting from work
• Threatening phone calls or emails to home

66
Staggering WPV Statistics

• OSHA - victims/annually 2,000,000
• Over one-half of US companies experienced some
  sort of workplace violence
• assaults/week 18,000
• murders/week 2
• Most common form of WPV verbal threats 41
• Economic cost to employers 35,000,000,000

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Woman killed outside crowded restaurant -
Bradenton 5/08

• A man grabbed a woman from inside a local
  restaurant then took her outside to the parking
  lot and shot her dead.
• He entered through the back door, grabbed her and
  dragged her outside to a tree in the parking lot.
• A crowd of restaurant patrons and workers watched
  him shoot her.
• Ex-boyfriend
• rocky relationship
• she knew he wanted to kill her
• Co-workers said he would call the restaurant she
  managed and threaten her, sometimes two to three
  times a day.

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Impact on Employees

• May suffer from
• Psychological trauma
• May know victim
• May work in same location
• Increased fear and stress
• Loss of productivity

69
Four Broad Categories

• Criminal
• Stranger - No other connection to workplace
• Intent seeking a target of opportunity
• Customer/patron/vendor
• Commits violent act on employee
• Employee - current or former
• Threatens or carries out violent acts against
  co-workers
• Significant other
• Someone who is not an employee, but personal
  relationship
• targets employee during work hours w/
  intimidation, threats or worse.

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5 of workplace homicides (about 1/3 not
associated w/ robbery or other stranger crime
fall into this category





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Times of Greater Risk?

• Late night / early morning hours
• Tax return season
• Overdue utility bill cut-off dates
• Christmas
• Pay days
• Performance appraisals
• Termination of employment

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High-Risk Workplaces

• Common Elements
• Sexual Harassment
• Verbal abuse
• Minimum-wage payrolls
• Discrimination
• Workplace bullying
• Poor or dangerous working conditions
• Lack of job security
• Physical attacks (i.e. hitting, shoving)
• Threatening behavior (shaking fists, destroying
  property or throwing things)

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Causes of Workplace Violence

• Work related rare
• Robbery, emergency response,
• Job stress get even for
• Loss of job or fear of losing job
• Discipline
• Unfavorable performance
• Not receiving expectation promotion/raise
• Acts/words viewed as unfair/hostile
• Unresolved hostility w/ co-workers

• Personal Problems
• End of relationship
• Abusive partner
• Rage, fear, jealousy
• Death
• Alcohol/drug abuse
• Lose touch w/ reality
• Obsessive thoughts (romantic, grudge)
• Victim stalked, threatened, harassed or attacked
• Economic difficulties
• Debt, bankruptcy
• Serious Health Issues
• Self or family member

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Are there Warning Signs?

• Violent behavior preceded by variety of early
  warning signs (5 types)
• Often ignored
• Recognition is key to prevention
• Be alert to unacceptable or out-of-the-ordinary
  behaviors.
• Immediately report to any supervisor, or any
  human resources representative

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1) Unusual interest in weapons acts of violence

• Unusual fascination w/ guns/weapons
• Brings guns to work
• Talks about acts of revenge or getting even
• Statements approving the use of violence to
  resolve problems
• Fascination w/ incidents of WPV sympathizes
  with those to commit workplace homicides

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2) Signs of Depression

• Frequent crying or mood swings
• Withdrawal and isolation, loner
• Feelings of hopelessness
• Signs of alcohol/drug abuse
• Loss of interest in life/work
• Change in personal appearance/hygiene
• Comments indicating desperation and suicide

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3) Increased Work Problems

• Lack of motivation
• Absenteeism/tardiness
• Lowered performance or productivity
• Conflicts w/ others
• Complains of unfair treatment
• Overreacts to criticism
• Refuses to acknowledge performance problems

• Blames others
• Talks about same problems w/o resolution
• Misinterprets communications and directions
• Disregards policies and procedures
• More accident prone disregards safety

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4) Signs of Domestic Violence

• Frequent physical injuries, or injuries
  inconsistent w/ explanation
• Strong emotional reactions to unusual or
  excessive phone calls received at work
• Disruptive and unannounced workplace visits by
  significant other (spouse, partner or family
  member)

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5) Other Behavioral Concerns

• Sudden emotional outbursts
• Displays of unwarranted angers
• Expresses irrational beliefs/ideas, paranoid
• Unhealthy obsession w/ co-worker
• Unusual or extreme changes in behavior
• Verbal/non-verbal/written threats or intimidation
• Perception or belief that others are "out to get
  them

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How do I protect myself?

• Your safety is top priority
• First - help reduce the odds
• Adhere to SCG WPV policies and procedures
• Learn how to recognize, avoid, or diffuse
  potentially violent situations
• Immediately alert and report to supervisors any
  concerns about safety or security and report all
  incidents
• In urgent situations- take steps for
  self-preservation
• Report incident to supervisor and/or 911 ASAP!
• Use common sense
• Know your limitations
• Dont take unnecessary risks
• If confronted w/ weapon or deadly force, follow
  instructions
• Watch for safe chance to escape
• Alert others radio, cell phone, alarm system
  pre-arranged codes

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Preventing/Defusing Workplace Violence

• Security Systems and Rules
• Report lights, locks, etc. not working
• Never lend anyone pass card, ID or access code
  numbers
• Unless authorized to do so, do not allow access
  to former employees after hours
• Never bring weapons to work.
• Report weapons, violence, or threats
• Be aware of report suspicious persons

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Sensible Daily Precautions

• Secure purses, personal belongings
• Dont handle unusual packages
• Report missing items/break-ins
• Avoid dark/unused stairways/parking
• Let someone know working late
• Try not to work alone
• Have agreed upon danger signal to alert
  co-workers of possible danger

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ZERO Tolerance

• No threatening or violent behavior is acceptable
  and no violent incident will be ignored
• All reports of violence will be reviewed on a
  case-by-case basis, without exception.
• Possible consequences
• First Occurrence. Suspension of from 10 to 30
  days, to dismissal
• Second Occurrence. Dismissal

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SCG Workplace Violence Prevention Policy

• The Countys workforce deserves and shall not be
  expected to tolerate anything less than a work
  environment that is free from all forms of
  violence, unlawful discrimination, harassment,
  isolation and defamation.
• All County employees shall be held accountable
  and responsible for maintaining a safe and
  productive work environment that allows all
  employees to maximize their potential and fully
  contribute to the achievement of the Countys
  mission, vision and goals.

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Defuse Angry Person

• Stay calm and polite, show respect
• Dont argue, yell or threaten
• Look in the eye call by name

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Procedure to Report WPV

• In emergency situation
• Call 911
• Immediately report to supervisor/manager
• Non-emergency, but showing early warning signs or
  an escalating situation
• Immediately report to supervisor/manager
• If unavailable, call Human Resources

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Dont Walk By

• If situation is not addressed, behavior may
  escalate to become more violent.
• You and your co-workers will feel unsafe.
• The aggressor and co-workers will sense its OK
  for empl to display this kind of behavior.
• What you report today, could prevent a serious
  incident or even a homicide tomorrow.

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BREAK THE CYCLE

• Awareness is the first step in preventing
  workplace violence.
• BE PROACTIVE.
• If nothing else dont walk by a problem.

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Wrap Up and Evaluations