Warren County Board of Commissioners 201 Locust Street ...€¦ · 2 Warren County Personnel Policy...

Warren County Board of Commissioners

201 Locust Street, McMinnville, TN 37110

Warren County Board of Commissioners

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WARREN COUNTY BOARD OF COMMISSIONERS

Being held at 6:30 PM on Monday, June 29, 2020201 Locust Street, McMinnville, TN 37110

ORDER OF PROCEDURE AND DOCKET

Opening of Court -- Court Officer

Invocation

Carl E. Bouldin

Pledge of Allegiance

David Dunlap

Roll Call

Adoption of Docket

Reading of Minutes

Public Comment

Special Recognition

Recognition of County Clerk's Office

Proclamation for Kelly Marlowe

ELECTED OFFICIALS/DEPARTMENT REPORTS

County Executive's ReportJune 2020

Finance Department Report- For April 2020

Agriculture/UT-TSU Extension Warren County Court Report

Warren County Airport Report

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Codes Quarterly Report

EMA Report June 2020

EMS Report

2nd Quarter County Report - Industrial Dev. Board

COMMITTEE REPORTS

Budget & Finance, Building & Grounds, Economic & Agricultural Development, Education, FinancialManagement, Health & Welfare, Highway & Bridge, Legislative, Policy & Personnel, Safety, CountyCorrections Partnership, Redistricting Committee,

Audit Committee (Presentation)

OLD BUSINESS

NEW BUSINESS

1 Resolution No. 11- 2020Approval of County Safety Plan

2 Warren County Personnel Policy Update

3 Amendment # GF-FY 19/20-22Year-end clean up adjustments for General Fund

4 Amendment # GF-SY 19/20-2Year-end clean up adjustments for Sanitation Fund

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5 Amendment # AF-FY 19/20-2Year-end clean up adjustments for Ambulance Fund

6 Amendment # HWY-FY 19/20-5Allocate funds and move funds to cover additional expenses.

7 Amendment # HWY-FY 19/20-7Year-end clean up adjustments for Highway Fund

8 Amendment # GP-FY 19/20-4Year-end clean up adjustments for General Purpose School Fund

9 Approval of Director of Schools Bond for Grant Swallows

10 Approval of Notaries

SPECIAL PRESENTATION

David Britton

Announcements

Adjourn

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Agenda Item No:

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Lauren HennesseeSubmitting Department: County Executive’s Office Item Type: ReportAgenda Section: ELECTED OFFICIALS/DEPARTMENT REPORTS

Subject:County Executive's ReportJune 2020

Suggested Action:

Attachments:

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Agenda Item No:

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Justin CottenSubmitting Department: Finance Department Item Type: ReportAgenda Section: ELECTED OFFICIALS/DEPARTMENT REPORTS

Subject:Finance Department Report- For April 2020

Suggested Action:

Attachments:FINANCIAL STATEMENT April 2020.pdf

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https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/623213/FINANCIAL_STATEMENT_April_2020.pdf

ACCOUNT DESCRIPTION BUDGET ACTUAL REALISED BUDGET ACTUAL REALISED

Revenues

40110 Current Property Tax 7,137,791.00 7,067,695.77 99.02% 5,862,271.00 6,082,110.29 103.75%40115 Discount on Property Tax (69,000.00) (72,745.01) 105.43% (69,000.00) (61,226.30) 88.73%40120 Trustee's Collection - Prior Year 211,792.38 221,838.13 104.74% 200,000.00 164,483.43 82.24%40125 Trustee's Collection - Bankruptcy 2,774.57 1,589.79 57.30% 3,800.00 2,428.29 63.90%40130 Circuit Clerk & Master Collection - Prior Year 145,665.06 97,259.07 66.77% 72,000.00 149,811.44 208.07%40140 Interest and Penalty 44,393.16 32,830.19 73.95% 49,000.00 27,932.88 57.01%40161 In Lieu of Taxes - TVA 17,109.86 14,262.32 83.36% 15,000.00 14,314.30 95.43%40162 In Lieu of Taxes - Local Utilities 57,803.60 50,816.31 87.91% 53,000.00 48,616.40 91.73%40163 In Lieu of Taxes - Other 312,139.42 301,738.60 96.67% 290,000.00 296,766.65 102.33%40210 Local Option Sales Tax 0.00% - (11,795.41) 0.00%40250 Litigation Tax - General 90,000.00 80,855.46 89.84% 89,000.00 77,926.67 87.56%40260 Litigation Tax - Special Purpose 9,000.00 7,515.43 83.50% 8,100.00 7,395.49 91.30%40266 Litigation Tax - Jail or Workhouse 125,000.00 113,847.51 91.08% 94,000.00 110,033.35 117.06%40268 Litigation Tax - Courthouse Security 75,000.00 79,685.48 106.25% 53,000.00 75,757.61 142.94%40270 Business Tax 350,000.00 126,644.31 36.18% 270,000.00 102,587.63 38.00%40275 Mixed Drink Tax 15,000.00 14,263.15 95.09% 15,000.00 21,284.85 141.90%40320 Bank Excise Tax 100,070.12 119,553.14 119.47% 46,800.00 81,953.45 175.11%40330 Wholesale Beer Tax 70,485.00 49,667.63 70.47% 65,000.00 57,004.91 87.70%41110 Marriage License 2,500.00 2,232.80 89.31% 2,000.00 1,890.50 94.53%41140 Cable TV Franchise 120,000.00 161,209.64 134.34% 20,000.00 108,666.12 543.33%41510 Beer Permits 2,500.00 2,280.08 91.20% 2,100.00 2,430.42 115.73%41520 Building Permits 48,000.00 49,200.00 102.50% 40,000.00 47,500.00 118.75%41590 Other Permits 3,000.00 1,790.00 59.67% 4,000.00 2,650.00 66.25%42110 Fines 5,100.00 4,658.79 91.35% 5,000.00 4,250.30 85.01%42120 Officer Costs 18,000.00 14,290.61 79.39% 16,000.00 16,764.16 104.78%42141 Drug Court Fes 24,000.00 28,865.87 120.27% 20,000.00 29,613.57 148.07%42150 Jail Fees 11,000.00 8,438.26 76.71% 10,000.00 9,953.62 99.54%42180 DUI Treatment Fines 1,700.00 1,472.49 86.62% 1,500.00 1,425.00 95.00%42190 Data Entry Fee-Circuit Court 2,700.00 2,088.50 77.35% 3,000.00 2,272.00 75.73%42191 Courtroom Security Fees 100.00 26.60 26.60% 100.00 30.40 30.40%42192 Victim's Assistance Assessments 7,500.00 5,965.00 79.53% 7,000.00 6,562.40 93.75%42310 Fines 40,000.00 31,741.21 79.35% 40,000.00 30,167.36 75.42%42311 Fines for Littering 50.00 142.50 285.00% - 47.50 0.00%42320 Officer Costs 65,000.00 53,625.31 82.50% 60,000.00 61,500.87 102.50%42330 Game and Fish Fines 500.00 616.50 123.30% 500.00 336.60 67.32%42340 Drug Control Fines - 427.50 0.00% 0.00%42341 Drug Court Fees 29,000.00 21,947.28 75.68% 28,000.00 27,209.86 97.18%42350 Jail Fees 28,000.00 24,684.31 88.16% 30,000.00 24,878.08 82.93%42351 Interpreter Fees 2,000.00 57.00 2.85% 2,000.00 765.70 38.29%42380 DUI Treatment Fines 7,000.00 7,292.67 104.18% 8,000.00 6,281.87 78.52%42390 Data Entry Fee-General Sessions 15,000.00 12,903.00 86.02% 16,000.00 12,838.69 80.24%42391 Courtroom Security Fees 50.00 - 0.00% 10.00 672.12 6721.20%42392 Victim's Assistance Assessments 25,000.00 20,641.50 82.57% 25,000.00 21,644.51 86.58%42410 Fines 5,500.00 9,024.24 164.08% 5,000.00 4,858.89 97.18%42420 Officer Costs 5,000.00 7,839.90 156.80% 6,000.00 4,338.65 72.31%42450 Jail Fees 2,400.00 1,682.45 70.10% 4,000.00 1,990.25 49.76%42490 Data Entry Fee-Juvenile Court 1,000.00 1,167.00 116.70% 1,000.00 808.00 80.80%42520 Officer Costs 2,100.00 1,303.87 62.09% 2,000.00 1,826.21 91.31%42530 Data Entry Fee-Chancery Court 3,500.00 2,754.00 78.69% 3,000.00 3,460.00 115.33%42591 Courtroom Security Fees 50.00 611.72 1223.44% 20.00 922.42 4612.10%42910 Proceeds from Confiscated Property 0.00% - 3,813.50 0.00%42990 Other Fines, Forfeitures, and Penalties 0.00% 100.00 - 0.00%43110 Tipping Fees 4,000.00 6,378.03 159.45% 7,000.00 38,388.47 548.41%43190 Other General Service Charges 15,000.00 37,281.40 248.54% 83,000.00 31,170.12 37.55%43330 Engineer Review Fees 1,500.00 2,700.00 180.00% 1,500.00 1,500.00 100.00%43350 Copy Fees 300.00 623.21 207.74% 300.00 279.85 93.28%43366 Greenbelt Late Application Fee 100.00 150.00 150.00% 100.00 50.00 50.00%43370 Telephone Commissions 100,000.00 119,036.01 119.04% 90,000.00 106,152.83 117.95%43392 Data Processing Fee - Register 10,000.00 10,336.00 103.36% 10,000.00 10,014.00 100.14%43393 Probation Fees 500.00 - 0.00% 1,000.00 - 0.00%43394 Data Processing Fee - Sheriff 5,000.00 4,007.44 80.15% 5,000.00 4,290.19 85.80%43395 Sexual Offender Reg. Fee - Sheriff 3,500.00 2,550.00 72.86% 3,500.00 3,150.00 90.00%

Warren County, Tennessee

Year to Date for the Month Ending April 30

2019 - 2020 2018 - 2019

101-General Fund

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2019 - 2020 2018 - 2019

101-General Fund

43396 Data Processing Fee - County Clerk 2,000.00 1,276.00 63.80% 2,000.00 1,336.00 66.80%43399 Vehicle Registration Reinstatement Fees 700.00 1,535.00 219.29% 100.00 1,230.00 1230.00%44110 Investment Income 1,000.00 339.64 33.96% 1,000.00 777.50 77.75%44120 Lease/Rentals 80,000.00 78,173.25 97.72% 90,000.00 72,161.32 80.18%44130 Sale of Materials & Supplies 50.00 2,762.44 5524.88% 50.00 1,187.84 2375.68%44131 Commissary Sales 70,000.00 60,272.74 86.10% 100,000.00 72,548.51 72.55%44135 Sale of Gasoline 140,000.00 120,706.67 86.22% 250,000.00 132,621.08 53.05%44150 Sale of Animals/Livestock 7,000.00 9,018.00 128.83% 7,000.00 6,888.00 98.40%44170 Miscellaneous Refunds 10,000.00 24,257.37 242.57% 10,000.00 54,451.71 544.52%44180 Expenditure Credits - 1,920.00 0.00% - 945.00 0.00%44510 Accrued Interest On Debt Issues - 471.00 0.00% 0.00%44530 Sale of Equipment 2,000.00 522.00 26.10% 5,500.00 12,960.98 235.65%44540 Sale of Property 2,000.00 500.00 25.00% - 21,710.00 0.00%44560 Damages Recovered from Individuals 100.00 - 0.00% 100.00 - 0.00%44570 Contributions & Gifts 5,000.00 - 0.00% 4,000.00 - 0.00%45110 County Clerk 376,781.11 132,526.09 35.17% 50,000.00 43,146.53 86.29%45120 Circuit Court Clerk 573,251.00 509,900.67 88.95% 30,000.00 92,601.23 308.67%45180 Register 199,251.00 76,794.02 38.54% 0.00%45190 Trustee 740,611.00 345,881.45 46.70% 422,000.00 359,448.49 85.18%45510 County Clerk - 236,605.24 0.00% 0.00%45550 Clerk & Master 125,000.00 89,632.16 71.71% 90,000.00 121,227.20 134.70%45580 Register - 62,604.10 0.00% 0.00%45590 Sheriff 13,000.00 13,276.41 102.13% 13,000.00 12,686.95 97.59%45610 Trustee - 336,993.12 0.00% 0.00%46110 Juvenile Services Program - 4,216.00 0.00% 10,000.00 5,290.00 52.90%46120 Airport Maintenance Program 276,800.00 410,250.37 148.21% 303,000.00 353,531.51 116.68%46290 Other Public Safety Grants 0.00% 70,000.00 10,739.70 15.34%46310 Health Department Programs 708,200.00 339,712.19 47.97% 685,200.00 200,725.64 29.29%46390 Other Health and Welfare Grants 0.00% 0.00%46430 Litter Program - 41,152.77 0.00% 50,300.00 24,715.61 49.14%46820 Income Tax 50,000.00 - 0.00% 50,000.00 - 0.00%46830 Beer Tax - 15,780.02 0.00% 15,000.00 - 0.00%46835 Vehicle Certificate of Title Fees 8,000.00 6,922.90 86.54% 5,000.00 6,519.70 130.39%46840 Alcoholic Beverage Tax 65,000.00 70,720.81 108.80% 75,000.00 66,954.21 89.27%46852 State Revenue Sharing - Telecommunications 60,100.00 48,444.15 80.61% 50,000.00 46,663.58 93.33%46915 Contracted Prisoner Boarding 720,000.00 665,106.00 92.38% 750,000.00 599,391.00 79.92%46930 Petroleum Special Tax - (2,395.47) 0.00% 0.00%46960 Registrar's Salary Supplement 12,000.00 15,164.00 126.37% 11,000.00 11,373.00 103.39%46980 Other State Grants 40,000.00 1,702.09 4.26% - 605.00 0.00%46990 Other State Revenues 32,000.00 112,758.26 352.37% 28,200.00 10,948.28 38.82%47250 Law Enforcement Grants 60,000.00 105,942.65 176.57% - 63,117.75 0.00%47590 Other Federal Through State 129,957.00 94,519.35 72.73% - 26,161.98 0.00%47690 Medicare 9,000.00 11,706.00 130.07% 12,000.00 8,300.00 69.17%47715 Tax Credit Bond Rebate - 212,131.51 0.00% 420,000.00 423,397.66 100.81%47990 Other Direct Federal Revenue 81,250.00 176,825.40 217.63% 673,142.00 273,896.88 40.69%48130 Contributions 650,000.00 - 0.00% 560,000.00 - 0.00%49200 Notes Issued 0.00% - - 0.00%49700 Insurance Recovery - 10,595.60 0.00% - - 0.00%

Total 14,562,225.28 13,418,581.94 92.15% 12,522,293.00 11,025,010.80 88.04%

Balance Beginning of Year, July 1, 2018 5,677,151.33 5,789,386.68 (112,235.35) 6,318,946.00 6,404,970.25 (86,024.25)

Total Estimated Revenues & Other Sources 20,239,376.61 19,207,968.62 1,031,407.99 18,841,239.00 17,429,981.05 1,411,257.95

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2019 - 2020 2018 - 2019

101-General Fund

Expenditures

51100 County Commission 196,057.12 115,823.79 59.08% 228,125.00 136,408.34 59.80%51210 Board of Equalization 6,000.00 - 0.00% 6,000.00 - 0.00%51300 County Executive 185,972.55 149,410.47 80.34% 163,777.00 129,967.84 79.36%51310 Personnel Office 50,000.00 - 0.00% 0.00%51400 County Attorney 100,000.00 88,795.00 88.80% 100,000.00 66,250.00 66.25%51500 Election Commission 284,379.05 202,981.74 71.38% 321,564.00 244,292.39 75.97%51600 Register of Deeds 290,419.00 204,816.42 70.52% 11,000.00 6,798.54 61.80%51710 Development 500.00 379.02 75.80% 500.00 758.04 151.61%

51720 Planning 16,980.00 11,900.33 70.08% 16,980.00 11,846.53 69.77%

51750 Codes Compliance 75,697.00 56,310.50 74.39% 63,065.00 45,792.22 72.61%

51800 County Buildings 215,001.00 118,181.21 54.97% 240,659.00 136,791.64 56.84%

51810 Other Facilities 262,212.00 140,737.13 53.67% 495,435.00 561,232.42 113.28%

51900 Other General Administration 66,000.00 91,606.41 138.80% 354,500.00 255,522.99 72.08%

52100 Accounting and Budgeting 630,080.00 443,046.66 70.32% 533,176.00 389,615.27 73.07%

52200 Purchasing 8,000.00 4,321.60 54.02% 8,000.00 1,385.30 17.32%

52300 Property Assessor's Office 452,908.00 287,434.37 63.46% 374,639.00 276,850.30 73.90%

52400 County Trustee's Office 406,096.00 282,283.39 69.51% 31,000.00 14,076.61 45.41%

52500 County Clerk's Office 452,365.78 338,722.77 74.88% 0.00%

53100 Circuit Court 789,794.00 533,481.80 67.55% 121,300.00 65,359.07 53.88%

53300 General Sessions Court 278,222.00 210,629.50 75.71% 269,976.00 201,560.33 74.66%

53330 Drug Court 306,042.00 135,088.01 44.14% 222,182.00 111,470.80 50.17%

53400 Chancery Court 325,776.00 231,668.05 71.11% 285,227.00 217,843.97 76.38%

53500 Juvenile Court 247,559.00 149,671.25 60.46% 224,605.00 148,815.17 66.26%

53600 District Attorney General 129,957.00 96,006.50 73.88% 64,952.00 51,176.53 78.79%

53700 Judicial Commissioners 178,058.10 109,726.66 61.62% 167,331.00 102,626.48 61.33%

53900 Other Administration of Justice 12,000.00 6,901.61 57.51% 36,000.00 3,475.21 9.65%

53930 Victim Assistance Programs 50,000.00 30,000.00 60.00% 30,000.00 30,000.00 100.00%

54110 Sheriff's Department 4,407,070.50 3,222,742.59 73.13% 3,461,954.00 2,799,436.77 80.86%

54160 Administration of Sexual Offender Registry 5,000.00 350.00 7.00% 5,000.00 1,582.44 31.65%

54210 Jail 4,307,319.52 2,762,306.73 64.13% 3,704,471.00 2,624,554.18 70.85%

54240 Juvenile Service 75,000.00 2,400.00 3.20% 50,000.00 2,250.00 4.50%

54250 Work Release Program 10,000.00 4,269.29 42.69% 10,000.00 4,900.50 49.01%

54610 County Coroner/Medical Examiner 23,700.00 16,483.87 69.55% 23,700.00 14,008.15 59.11%

54710 Public Safety Grants Program 0.00% 348,142.00 102,690.10 29.50%

54900 Other Public Safety 226,000.00 159,500.00 70.58% 203,000.00 140,750.00 69.33%

55110 Local Health Center 79,696.00 54,605.21 68.52% 151,026.00 125,466.73 83.08%

55120 Rabies and Animal Control 175,567.50 106,937.68 60.91% 122,520.00 91,323.21 74.54%

55170 Alcohol and Drug Programs 328,247.00 209,392.43 63.79% 325,000.00 220,930.22 67.98%

55190 Other Local Health Services 708,700.00 368,559.13 52.00% 685,200.00 388,657.53 56.72%

55310 Regional Mental Health Center 4,000.00 - 0.00% 4,000.00 1,522.75 38.07%

55390 Appropriation to State 52,203.00 26,826.81 51.39% 50,873.00 - 0.00%

55510 General Welfare Assistance 3,000.00 3,000.00 100.00% 4,000.00 2,576.95 64.42%

55590 Other Local Welfare Services - - 0.00% 0.00%

55900 Other Public Health and Welfare 64,500.00 36,573.34 56.70% 79,800.00 51,906.82 65.05%

56300 Senior Citizens Assistance 37,100.00 1,100.00 2.96% 29,500.00 29,000.00 98.31%

56500 Libraries 116,000.00 87,000.00 75.00% 116,000.00 87,000.00 75.00%

56700 Parks and Fair Boards 10,000.00 10,000.00 100.00% 10,000.00 10,000.00 100.00%

57100 Agricultural Extension Service 141,374.00 95,035.38 67.22% 138,829.00 91,759.77 66.10%

57300 Forest Service 2,000.00 2,000.00 100.00% 2,000.00 2,000.00 100.00%

57500 Soil Conservation 105,870.65 81,750.54 77.22% 100,184.00 81,373.41 81.22%

58110 Tourism 25,000.00 25,000.00 100.00% 3,000.00 - 0.00%

58190 Other Economic and Community Development 60,000.00 56,402.12 0.00%

58220 Airport 840,594.00 1,007,892.21 119.90% 846,370.00 712,193.95 84.15%

58300 Veterans' Services 26,333.00 14,734.63 55.95% 25,794.00 16,459.05 63.81%

58400 Other Charges 535,000.00 183,933.22 34.38% 553,238.00 153,585.23 27.76%

58500 Contributions to Other Agencies 5,500.00 5,500.00 100.00% 5,500.00 5,500.00 100.00%

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2019 - 2020 2018 - 2019

101-General Fund

58600 Employee Benefits - (14,607.47) 0.00% 343,000.00 346,661.57 101.07%

58900 Miscellaneous 44,500.00 2,536.80 5.70% 44,500.00 2,199.80 4.94%

Total 18,435,350.77 12,572,148.70 68.20% 15,816,594.00 11,320,205.12 71.57%

Reserves and Fund Balance 1,804,025.84 6,635,819.92 (4,831,794.08) 3,024,645.00 6,109,775.93 (3,085,130.93)

Total Expenditures, Reserves, & Fund 20,239,376.61 19,207,968.62 1,031,407.99 18,841,239.00 17,429,981.05 1,411,257.95

Balance - - 0.00 - - (0.00)

Cash with Trustee 6,698,925.91 6,119,207.22 Other Assets 6,518,614.25 6,531,258.59 Liabilities (6,581,720.24) (6,540,689.88)

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Revenues

40110 Current Property Tax 530,303.00 543,053.36 102.40% 524,882.00 544,584.97 103.75%40115 Discount on Property Tax (2,200.00) (5,600.77) 254.58% (2,200.00) (5,491.56) 249.62%40120 Trustee's Coll - Prior Year 16,310.54 15,726.67 96.42% 8,600.00 25,400.13 295.35%40125 Trustee's Coll - Bankruptcy 213.68 102.18 47.82% 200.00 162.75 81.38%40130 Cir/Cl'k & Master Coll - Prior Year 11,217.95 13,378.49 119.26% 2,000.00 10,429.66 521.48%40140 Interest and Penalty 3,418.80 2,895.47 84.69% 1,300.00 4,479.88 344.61%40161 In Lieu of Taxes - TVA 1,317.66 1,098.40 83.36% 1,000.00 1,254.94 125.49%40162 In Lieu of Taxes - Local Utilities 4,451.57 3,913.41 87.91% 2,500.00 4,352.87 174.11%40163 In Lieu of Taxes - Other 24,038.46 23,237.56 96.67% 10,000.00 26,603.90 266.04%40320 Bank Excise Tax 7,706.59 8,289.81 107.57% 3,500.00 9,172.17 262.06%40330 Wholesale Beer Tax 114,515.00 91,727.66 80.10% 85,000.00 92,614.27 108.96%43116 Surcharge - Waste Tire Disposal 2,000.00 3,083.00 154.15% 22,000.00 2,288.00 10.40%44145 Sale of Recycled Materials 50,000.00 26,482.43 52.96% 50,000.00 40,438.13 80.88%44530 Sale of Equipment 33,360.00 33,155.00 99.39% 0.00%46170 Solid Waste Grants - - 0.00% - 10,073.72 0.00%46430 Litter Program 50,300.00 - 0.00% 0.00%46851 State Revenue Sharing - TVA 445,800.00 374,821.71 84.08% 444,000.00 355,224.03 80.01%46852 State Revenue Sharing - Telecommunications 4,600.00 4,160.12 90.44% 5,500.00 4,823.28 87.70%46990 Other State Revenues - 24,020.57 0.00% - 17,109.82 0.00%

Total 1,297,353.25 1,163,545.07 89.69% 1,158,282.00 1,143,520.96 98.73%

Balance Beginning of Year, July 1, 2018 908,279.49 926,577.75 (18,298.26) 617,849.00 778,591.50 (160,742.50)

Total Estimated Revenues & Other Sources 2,205,632.74 2,090,122.82 115,509.92 1,776,131.00 1,922,112.46 (145,981.46)

Expenditures

55731 Waste Pickup 652,473.00 469,736.90 71.99% 415,372.00 250,470.08 60.30%55732 Convenience Centers 957,399.00 660,228.67 68.96% 984,789.00 584,302.41 59.33%55759 Other Waste Disposal 46,000.00 25,271.62 54.94% 51,000.00 25,070.91 49.16%55900 Other Public Health and Welfare 50,481.00 34,371.38 68.09% - - 0.00%

Total 1,706,353.00 1,189,608.57 69.72% 1,451,161.00 859,843.40 59.25%

Reserves and Fund Balance 499,279.74 900,514.25 (401,234.51) 324,970.00 1,062,269.06 (737,299.06)

Total Expenditures, Reserves, & Fund 2,205,632.74 2,090,122.82 115,509.92 1,776,131.00 1,922,112.46 (145,981.46)

Balance - - (0.00) - - 0.00

Cash with Trustee 884,986.22 1,056,603.43 Other Assets 607,958.50 590,548.90 Liabilities (592,430.47) (584,883.27)

116 - Sanitation FundYear to Date for the Month Ending April 30

2019 - 2020 2018 - 2019

5 11


Revenues

40110 Current Property Tax 994,319.00 1,018,222.86 102.40% 984,153.00 1,021,060.80 103.75%40115 Discount on Property Tax (10,000.00) (10,496.47) 104.96% (10,000.00) (10,285.02) 102.85%40120 Trustee's Coll - Prior Year 30,582.26 28,874.03 94.41% 35,000.00 42,060.95 120.17%40125 Trustee's Coll - Bankruptcy 400.64 252.02 62.90% 500.00 388.58 77.72%40130 Cir/Cl'k & Master Coll - Prior Year 21,033.65 17,359.99 82.53% 8,000.00 22,431.44 280.39%40140 Interest and Penalty 6,410.26 5,429.41 84.70% 5,400.00 7,576.31 140.30%40161 In Lieu of Taxes - TVA 2,470.62 2,059.41 83.36% 2,500.00 2,352.91 94.12%40162 In Lieu of Taxes - Local Utilities 8,346.69 7,337.72 87.91% 8,800.00 8,161.71 92.75%40163 In Lieu of Taxes - Other 45,072.12 43,570.41 96.67% 46,000.00 49,865.04 108.40%40320 Bank Excise Tax 14,449.86 18,180.37 125.82% 7,300.00 11,923.85 163.34%43120 Patient Charges 2,000,000.00 2,000,666.33 100.03% 2,000,000.00 1,618,856.51 80.94%44170 Miscellaneous Refunds - (228.39) 0.00% 100.00 (40.54) -40.54%44530 Sale of Equipment - 4,600.10 0.00% 0.00%46852 State Revenue Sharing - Telecommunications 8,600.00 7,800.23 90.70% 9,000.00 8,527.80 94.75%46990 Other State Revenues - 7,982.88 0.00% 700.00 1,425.00 203.57%47235 Homeland Security Grants - - 0.00% 22,350.00 - 0.00%47301 COVID-19 Grant #1 - 78,467.26 0.00% - - 0.00%49700 Insurance Recovery - - 0.00% - - 0.00%

Total 3,121,685.10 3,230,078.16 103.47% 3,119,803.00 2,784,305.34 89.25%

Balance Beginning of Year, July 1, 2018 1,741,317.08 1,498,304.89 243,012.19 1,044,027.00 1,444,397.27 (400,370.27)


Expenditures

54410 Civil Defense 67,780.00 37,349.00 55.10% 67,006.00 33,924.23 50.63%54420 Rescue Squad 28,792.00 10,836.26 37.64% 29,350.00 5,539.88 18.88%55130 Ambulance/Emergency Medical Services 4,007,522.00 2,731,470.87 68.16% 3,740,274.00 2,566,915.77 68.63%

Total 4,104,094.00 2,779,656.13 67.73% 3,836,630.00 2,606,379.88 67.93%

Reserves and Fund Balance 758,908.18 1,948,726.92 (1,189,818.74) 327,200.00 1,622,322.73 (1,295,122.73)


Balance - - 0.00 - - (0.00)

Cash with Trustee 1,787,913.34 1,638,483.49 Other Assets 3,277,504.41 2,537,517.40 Liabilities (3,116,690.83) (2,553,678.16)

2019 - 2020 2018 - 2019

118 - Ambulance FundYear to Date for the Month Ending April 30

6 12


Revenues

42140 Drug Control Fines 32,000.00 11,952.34 37.35% 40,000.00 25,861.97 64.65%42340 Drug Control Fines 12,000.00 12,014.64 100.12% 6,000.00 11,127.82 185.46%42910 Proceeds from Confiscated Property 30,000.00 2,000.00 6.67% 50,000.00 23,400.34 46.80%44570 Contributions and Gifts 3,000.00 200.00 6.67% - 2,711.38 0.00%

Total 77,000.00 26,166.98 33.98% 96,000.00 63,101.51 65.73%

Balance Beginning of Year, July 1, 2018 298,866.70 295,976.34 2,890.36 218,110.00 252,775.50 (34,665.50)

Total Estimated Revenues & Other Sources 375,866.70 322,143.32 53,723.38 314,110.00 315,877.01 (1,767.01)

Expenditures

54150 Drug Enforcement 112,800.00 83,285.44 73.83% 120,056.00 28,040.35 23.36%55170 Alcohol and Drug Programs - - 0.00% 15,300.00 629.41 4.11%

Total 112,800.00 83,285.44 73.83% 135,356.00 28,669.76 21.18%

Reserves and Fund Balance 263,066.70 238,857.88 24,208.82 178,754.00 287,207.25 (108,453.25)

Total Expenditures, Reserves, & Fund 375,866.70 322,143.32 53,723.38 314,110.00 315,877.01 (1,767.01)

Balance - - - - - (0.00)

Cash with Trustee 261,666.71 298,147.13 Other Assets 1,838.32 (2,271.88) Liabilities (24,647.15) (8,668.00)

2019 - 2020 2018 - 2019

122 - Drug Enforcement FundYear to Date for the Month Ending April 30

7 13


Revenues

40110 Current Property Tax 530,303.00 543,053.12 102.40% 524,880.00 544,544.44 103.75%40115 Discount on Property Tax (5,500.00) (5,600.54) 101.83% (5,560.00) (5,460.56) 98.21%40120 Trustee's Coll - Prior Year 26,000.00 17,762.67 68.32% 26,000.00 18,894.92 72.67%40125 Trustee's Coll - Bankruptcy 350.00 133.53 38.15% 350.00 209.25 59.79%40130 Cir/Cl'k & Master Coll - Prior Year 13,000.00 9,303.62 71.57% 4,550.00 12,817.97 281.71%40140 Interest and Penalty 3,500.00 2,895.68 82.73% 3,600.00 3,311.99 92.00%40161 In Lieu of Taxes - TVA 1,300.00 1,098.40 84.49% 1,500.00 1,256.29 83.75%40162 In Lieu of Taxes - Local Utilities 5,000.00 3,913.50 78.27% 5,000.00 4,352.90 87.06%40163 In Lieu of Taxes - Other 27,000.00 23,237.56 86.07% 27,000.00 26,597.90 98.51%40280 Mineral Severence Tax 40,000.00 18,998.42 47.50% 47,070.00 20,395.22 43.33%40320 Bank Excise Tax 7,500.00 9,207.02 122.76% 4,700.00 7,337.74 156.12%44170 Miscellaneous Refunds 1,500.00 94.10 6.27% 1,500.00 1,463.11 97.54%46420 State Aid Program 704,000.00 781,192.50 110.96% 735,000.00 - 0.00%46851 State Revenue Sharing - TVA 22,000.00 22,953.42 104.33% 21,000.00 21,753.30 103.59%46852 State Revenue Sharing - Telecommunications 4,600.00 4,160.11 90.44% - 4,643.85 0.00%46920 Gasoline and Motor Fuel Tax 2,500,000.00 2,136,371.57 85.45% 2,500,000.00 1,815,758.53 72.63%46930 Petroleum Special Tax 26,500.00 28,745.66 108.47% 26,500.00 19,163.78 72.32%46970 State Shared Sales Tax - Cities - - 0.00% - - 0.00%

Total 3,907,053.00 3,597,520.34 92.08% 3,923,090.00 2,497,040.63 63.65%


Total Estimated Revenues & Other Sources 5,840,972.12 5,563,139.63 277,832.49 5,188,161.00 4,342,524.56 845,636.44

Expenditures

61000 Administration 276,949.00 197,560.63 71.33% 245,035.00 156,902.40 64.03%62000 Highway and Bridge Maintenance 2,452,300.00 1,558,476.04 63.55% 2,369,000.00 1,933,867.36 81.63%63100 Operation and Maintenance of Equipment 181,500.00 123,658.62 68.13% 180,500.00 107,872.94 59.76%65000 Other Charges 182,850.00 52,300.02 28.60% 182,850.00 51,415.55 28.12%66000 Employee Benefits 187,582.00 106,993.08 57.04% 181,000.00 105,530.60 58.30%68000 Capital Outlay 1,300,000.00 1,056,380.20 81.26% 1,270,000.00 103,308.79 8.13%

Total 4,581,181.00 3,095,368.59 67.57% 4,428,385.00 2,458,897.64 55.53%

Reserves and Fund Balance 1,259,791.12 2,467,771.04 (1,207,979.92) 759,776.00 1,883,626.92 (1,123,850.92)

Total Expenditures, Reserves, & Fund 5,840,972.12 5,563,139.63 277,832.49 5,188,161.00 4,342,524.56 845,636.44

Balance - - - - - -

Cash with Trustee 2,251,671.99 1,886,864.88 Other Assets 1,019,957.42 773,733.18 Liabilities (803,858.37) (776,971.14)

2019 - 2020 2018 - 2019

Year to Date for the Month Ending April 30131 - Highway Fund

8 14


Revenues

40110 Current Property Tax 4,690,534.63 4,803,294.68 102.40% 3,756,840.00 3,897,726.66 103.75%40115 Discount on Property Tax - (49,502.54) 0.00% - (39,235.85) 0.00%40120 Trustee's Collections - Prior Year 142,000.00 127,393.98 89.71% 142,000.00 135,269.41 95.26%40125 Trustee's Collections - Bankruptcy 7,700.00 996.75 12.94% 7,700.00 1,497.61 19.45%40130 Circuit/Clerk & Master Collections - Prior Years 75,000.00 66,590.75 88.79% 75,000.00 91,744.55 122.33%40140 Interest and Penalty 28,200.00 21,176.60 75.09% 28,200.00 23,697.78 84.03%40161 Payments in Lieu of Taxes - T.V.A. 10,800.00 9,715.11 89.95% 10,800.00 8,981.99 83.17%40162 Payments in Lieu of Taxes - Local Utilities 37,300.00 34,614.58 92.80% 37,300.00 31,155.82 83.53%40163 Payments in Lieu of Taxes - Other 189,700.00 205,535.21 108.35% 189,700.00 190,374.44 100.36%40210 Local Option Sales Tax 8,219,159.00 7,525,458.17 91.56% 7,979,626.00 6,390,612.50 80.09%40275 Mixed Drink Tax 10,000.00 3,322.32 33.22% 10,000.00 1,962.39 19.62%40320 Bank Excise Tax 50,000.00 81,436.08 162.87% 30,600.00 52,519.93 171.63%43370 Telephone Commissions - 0.37 0.00% - - 0.00%43517 Tuition - Other 100,800.00 76,052.00 75.45% 100,800.00 75,277.60 74.68%43570 Receipts from Individual Schools 280,000.00 176,091.53 62.89% 105,000.00 286,291.96 272.66%44110 Investment Income - 12,529.59 0.00% 0.00%44146 Refund of Telecommunication & Internet Fees (E-Rate) - 2,828.64 0.00% 30,000.00 (8,382.43) -27.94%44170 Miscellaneous Refunds 116,845.00 71,761.74 61.42% 83,700.00 57,016.26 68.12%44530 Sale of Equipment 25,000.00 1,868.73 7.47% 25,000.00 914.89 3.66%44550 Resale of Materials - T&I House 25,000.00 - 0.00% 0.00%44560 Damages Recovered from Individuals 500.00 - 0.00% 500.00 300.78 60.16%44570 Contributions and Gifts 237,383.36 152,976.31 64.44% 395,888.35 33,952.43 8.58%46511 Basic Education Program 36,400,000.00 32,748,999.80 89.97% 35,666,000.00 32,095,599.80 89.99%46515 Early Childhood Education 793,090.18 596,493.16 75.21% 788,691.00 340,701.58 43.20%46550 Driver Education 0.00% 30,000.00 20,573.30 68.58%46590 Other State Education Funds 201,000.00 473,626.59 235.64% 511,275.00 123,501.67 24.16%46610 Career Ladder Program 383,953.00 56,864.19 14.81% 169,500.00 70,040.41 41.32%46640 Vocational Equipment 169,500.00 - 0.00% - 51.16 0.00%46790 Other Vocational 300.00 - 0.00% 300.00 - 0.00%46851 State Revenue Sharing - T.V.A. 285,100.00 232,813.23 81.66% 285,100.00 220,640.49 77.39%46852 State Revenue Sharing - Telecommunications - 36,071.72 0.00% - 33,238.35 0.00%46950 T.B.I. - Equipment Reimbursement 0.00% - 1,527.83 0.00%46980 Other State Grants - 86,650.00 0.00% 85,000.00 - 0.00%46990 Other State Revenues 500.00 - 0.00% 500.00 - 0.00%47590 Other Federal through State 0.00% 70,770.00 - 0.00%47640 ROTC Reimbursement 81,400.00 65,297.30 80.22% 81,400.00 57,436.06 70.56%47690 Medicare 0.00% - 800.00 0.00%47990 Other Direct Federal Revenue - 20,579.51 0.00% - 22,189.21 0.00%48130 Contributions 0.00% - 48,000.00 0.00%49700 Insurance Recovery - 10,425.00 0.00% 0.00%49800 Transfers In - 0.00% - - 0.00%

Total 52,560,765.17 47,651,961.10 90.66% 50,697,190.35 44,265,978.58 87.31%

Balance Beginning of Year, July 1, 2018 9,434,560.11 10,581,196.65 (1,146,636.54) 6,751,142.00 9,103,475.65 (2,352,333.65)


2019 - 2020 2018 - 2019

141 - General Purpose School FundYear to Date for the Month Ending April 30

9 15

ACCOUNT DESCRIPTION BUDGET ACTUAL REALISED BUDGET ACTUAL REALISED2019 - 2020 2018 - 2019

141 - General Purpose School FundYear to Date for the Month Ending April 30

Expenditures

71100 Regular Instruction Program 28,160,986.79 20,375,099.84 72.35% 26,069,133.35 19,173,838.28 73.55%71150 Alternative Instruction Program 484,900.00 345,936.83 71.34% 473,200.00 336,805.03 71.18%71200 Special Education Program 4,337,100.00 2,787,354.55 64.27% 3,979,650.00 2,810,083.23 70.61%71300 Vocational Education Program 1,730,800.00 1,177,644.84 68.04% 1,724,830.00 1,103,096.71 63.95%72110 Attendance 652,650.00 464,360.83 71.15% 623,900.00 446,980.80 71.64%72120 Health Services 1,047,000.00 723,267.48 69.08% 956,900.00 695,862.17 72.72%72130 Other Student Support 2,145,200.00 1,049,776.93 48.94% 2,107,400.00 1,047,243.54 49.69%72210 Regular Instruction Program 1,320,300.00 1,024,339.79 77.58% 1,205,500.00 909,150.39 75.42%72215 Alternative Instruction Program 126,900.00 94,188.57 74.22% 123,450.00 86,762.30 70.28%72220 Special Education Program 634,900.00 467,483.08 73.63% 621,800.00 432,846.14 69.61%72230 Vocational Education Program 186,600.00 111,139.85 59.56% 127,850.00 88,067.53 68.88%72250 Technology 814,500.00 582,567.38 71.52% 816,400.00 574,319.12 70.35%72310 Board of Education 887,100.00 476,167.42 53.68% 883,400.00 447,252.60 50.63%72320 Director of Schools 219,550.00 132,330.31 60.27% 217,350.00 136,997.38 63.03%72410 Office of the Principal 2,423,300.00 1,879,270.30 77.55% 2,376,100.00 1,680,489.58 70.72%72510 Fiscal Services 370,880.00 244,445.06 65.91% 350,480.00 254,391.77 72.58%72610 Operation of Plant 4,130,010.00 2,683,631.84 64.98% 4,177,850.00 2,947,364.09 70.55%72620 Maintenance of Plant 1,840,605.00 1,278,680.91 69.47% 2,029,380.00 1,182,960.66 58.29%72710 Transportation 2,060,700.00 1,607,067.63 77.99% 1,952,100.00 1,581,189.02 81.00%73300 Community Services 100,800.00 76,310.02 75.70% 100,800.00 63,427.98 62.92%73400 Early Childhood Education 962,800.00 718,704.11 74.65% 946,790.00 689,489.10 72.82%76100 Regular Capital Outlay 1,559,638.20 443,838.45 28.46% 1,267,000.00 579,249.63 45.72%

Total 56,197,219.99 38,743,606.02 68.94% 53,131,263.35 37,267,867.05 70.14%



Balance - - (0.00) - - 0.00

Cash with Trustee 17,529,154.35 15,532,528.07 Other Assets 7,214,282.22 5,472,859.62Liabilities (5,253,884.84) (4,903,800.51)

10 16


Revenues

44170 Miscellaneous Refunds - 5,000.00 0.00% - - 0.00%

47131 Vocational Education - Basic Grants to States 191,891.91 139,255.38 72.57% 213,804.00 122,992.25 57.53%

47139 Other Vocational 0.00% 0.00%

47141 Title I Grants to Local Education Agencies 2,429,953.16 1,512,896.36 62.26% 2,264,231.78 1,465,579.85 64.73%

47142 Innovative Education Program Strategies 0.00% 0.00%

47143 Special Education - Grants to States 2,811,421.44 1,296,004.88 46.10% 2,801,853.84 1,187,517.04 42.38%

47145 Special Education Preschool Grants 86,748.89 50,263.04 57.94% 85,775.83 48,909.62 57.02%

47146 English Language Acquisition Grants 46,838.99 32,558.48 69.51% 46,780.24 32,790.09 70.09%

47147 Safe and Drug-free Schools - State Grants 0.00% 0.00%

47148 Rural Education 174,499.12 81,736.89 46.84% 168,518.99 84,479.01 50.13%

47149 Education for Homeless Children and Youth 0.00% 0.00%

47189 Eisenhower Professional Development State Grants 538,358.85 141,245.60 26.24% 533,298.79 255,063.61 47.83%

47590 Other Federal Through State 637,794.53 347,595.86 54.50% 684,391.28 360,630.21 52.69%

Total 6,917,506.89 3,606,556.49 52.14% 6,798,654.75 3,557,961.68 52.33%

Balance Beginning of Year, July 1, 2018 - 152,390.69 (152,390.69) - 147,390.71 (147,390.71)


Expenditures

71100 Regular Instruction Program 2,505,516.27 1,577,166.44 62.95% 2,821,298.84 1,715,827.51 60.82%

71200 Special Education Program 2,061,787.07 1,024,728.15 49.70% 1,645,884.00 889,098.65 54.02%

71300 Vocational Education Program 144,237.96 121,658.17 84.35% 160,597.75 100,271.85 62.44%

72130 Other Student Support 213,171.59 95,946.39 45.01% 173,234.24 88,591.57 51.14%

72210 Regular Instruction Program 822,408.74 250,140.16 30.42% 416,645.25 196,748.54 47.22%

72220 Special Education Program 825,883.26 329,166.74 39.86% 1,226,745.67 361,928.02 29.50%

72230 Vocational Education Program 12,000.00 6,385.15 53.21% 12,000.00 7,993.31 66.61%

72250 Technology 0.00% - - 0.00%

72310 Board of Education 0.00% 389.00 - 0.00%

72710 Transportation 10,500.00 42.96 0.41% 19,858.00 134.91 0.68%

73100 Food Service 0.00% 0.00%

73300 Community Services 322,002.00 273,024.51 84.79% 322,002.00 274,240.08 85.17%

99100 Transfers Out 0.00% - - 0.00%

Total 6,917,506.89 3,678,258.67 53.17% 6,798,654.75 3,634,834.44 53.46%

Reserves and Fund Balance - 80,688.51 (80,688.51) - 70,517.95 (70,517.95)


Balance - - - - - -

Cash with Trustee 105,598.39 98,730.96

Other Assets 7,390.70 2,390.72

Liabilities (32,300.58) (30,603.73)

2019 - 2020 2018 - 2019

142 - Federal Projects FundYear to Date for the Month Ending April 30

11 17


Revenues

43521 Lunch Payments-Children 4,500.00 5,395.48 119.90% 6,000.00 4,352.62 72.54%

43522 Lunch Payments-Adults 60,000.00 48,301.16 80.50% 47,000.00 57,539.75 122.43%

43525 A la carte Sales 95,000.00 111,998.56 117.89% 82,000.00 101,194.02 123.41%

44110 Investment Income 75,000.00 80,787.82 107.72% 20,000.00 66,407.42 332.04%

44170 Miscellaneous Refunds 245,000.00 290,917.64 118.74% 800,000.00 230,435.16 28.80%

44530 Sale of Equipment - 100.00 0.00% - 695.00 0.00%

46520 School Food Service 35,000.00 35,627.79 101.79% 37,000.00 35,268.50 95.32%

46980 Other State Grants - - 0.00% - 13,400.00 0.00%

47111 USDA School Lunch Program 1,950,000.00 1,867,434.34 95.77% 1,932,000.00 1,940,127.51 100.42%

47112 USDA - Commodities 300,000.00 - 0.00% 350,000.00 - 0.00%

47113 Breakfast 900,000.00 867,860.82 96.43% 809,600.00 914,573.97 112.97%

47114 USDA - Other - 67,346.91 0.00% - 42,772.39 0.00%

47590 Other Federal Through State - - 0.00% - - 0.00%

Total 3,664,500.00 3,375,770.52 92.12% 4,083,600.00 3,406,766.34 83.43%

Balance Beginning of Year, July 1, 2018 5,684,867.93 4,589,461.06 1,095,406.87 3,851,993.00 4,177,567.34 (325,574.34)

Total Estimated Revenues & Other Sources 9,349,367.93 7,965,231.58 1,384,136.35 7,935,593.00 7,584,333.68 351,259.32

Expenditures

73100 Food Service 5,209,036.00 3,250,704.75 62.41% 5,361,000.00 2,664,639.42 49.70%

Total 5,209,036.00 3,250,704.75 62.41% 5,361,000.00 2,664,639.42 49.70%

Reserves and Fund Balance 4,140,331.93 4,714,526.83 (574,194.90) 2,574,593.00 4,919,694.26 (2,345,101.26)

Total Expenditures, Reserves, & Fund 9,349,367.93 7,965,231.58 1,384,136.35 7,935,593.00 7,584,333.68 351,259.32

Balance - - - - - 0.00

Cash with Trustee 4,169,035.00 4,098,526.18 Other Assets 566,247.45 836,498.84Liabilities (20,755.62) (15,330.76)

2019 - 2020 2018 - 2019

143 - Food Service FundYear to Date for the Month Ending April 30

12 18


Revenues

40110 Current Property Tax 1,259,471.00 1,289,748.96 102.40% 1,246,593.00 1,293,356.07 103.75%

40115 Disc. On Property Tax (10,000.00) (13,293.35) 132.93% (10,000.00) (13,031.66) 130.32%

40120 Trustee's Coll - Prior Year 38,737.54 25,680.91 66.29% 30,000.00 77,960.01 259.87%

40125 Trustee's Coll - Bankruptcy 507.48 298.57 58.83% 700.00 465.47 66.50%

40130 Cir/Cl'k & Master Coll - Prior Year 26,642.63 24,756.48 92.92% 5,000.00 27,782.31 555.65%

40140 Interest & Penalty 8,119.66 6,876.91 84.69% 4,000.00 14,282.07 357.05%

40161 In Lieu of Taxes - TVA 3,129.45 2,608.60 83.36% 2,500.00 2,980.39 119.22%

40162 In Lieu of Taxes - Local Utilities 10,572.47 9,294.51 87.91% 9,000.00 10,338.13 114.87%

40163 In Lieu of Taxes - Other 57,091.35 55,189.19 96.67% 48,000.00 63,170.00 131.60%

40210 Local Option Sales Tax 250,000.00 341,387.56 136.56% 200,000.00 228,933.20 114.47%

40220 Hotel/Motel Tax 60,000.00 55,934.37 93.22% 50,000.00 52,203.41 104.41%

40240 Wheel Tax 1,100,000.00 928,557.55 84.41% 1,050,000.00 829,315.32 78.98%

40320 Bank Excise Tax 18,303.16 21,866.67 119.47% 9,000.00 17,427.15 193.64%

44110 Investment Income 350,000.00 681,953.60 194.84% 220,000.00 630,717.24 286.69%

44170 Miscellaneous Refunds - 4,050.67 0.00% 0.00%

46852 State Revenue Sharing - Telecommunications 10,900.00 9,880.28 90.64% 6,000.00 11,029.14 183.82%

47715 Tax Credit Bond Rebate 420,000.00 252,949.30 60.23% - - 0.00%

48130 Contributions 883,947.00 129,644.05 14.67% - - 0.00%

Total 4,487,421.74 3,827,384.83 85.29% 2,870,793.00 3,246,928.25 113.10%



Expenditures

82110 General Government Principal 690,000.00 - 0.00% 695,000.00 - 0.00%

82130 Education Principal 1,707,300.00 650,590.74 38.11% 1,370,400.00 531,946.69 38.82%

82210 General Government Interest 481,977.44 215,763.89 44.77% 118,400.00 59,200.00 50.00%

82230 Education Interest 1,232,417.56 811,940.61 65.88% 948,800.00 654,987.06 69.03%

82310 Other General Government Debt Service 125,000.00 51,134.78 40.91% 125,000.00 63,131.93 50.51%

82330 Education 7,440.00 6,820.00 91.67% 7,440.00 6,820.00 91.67%

Total 4,244,135.00 1,736,250.02 40.91% 3,265,040.00 1,316,085.68 40.31%



Balance - - 0.00 - - (0.00)

Cash with Trustee 11,029,778.22 10,468,751.45 Other Assets 2,046,773.75 1,849,295.37Liabilities (1,417,868.23) (1,398,338.72)

2019 - 2020 2018 - 2019

151 - Debt Service FundYear to Date for the Month Ending April 30

13 19


Revenues

44110 Investment Income 117,705.17 95,529.52

44170 Miscellaneous Refunds 184.21 -

49100 Bond Proceeds - -

49410 Premiums on Debt Sold - -

Total 117,889.38 95,529.52

Balance Beginning of Year, July 1, 2018 10,215,487.95 5,812,850.03

Total Estimated Revenues & Other Sources 10,333,377.33 5,908,379.55

Expenditures

91120 Administration of Justice Projects 100,265.59 75,126.00

91190 Other General Government Projects 7,946,051.97 1,315,258.85

Total 8,046,317.56 1,390,384.85

Reserves and Fund Balance 2,287,059.77 4,517,994.70

Total Expenditures, Reserves, & Fund 10,333,377.33 5,908,379.55

Balance - -

Cash with Trustee 2,287,059.77 4,517,994.70 Other Assets - - Liabilities - -

2019 - 2020 2018 - 2019

171 - General Capital Project FundYear to Date for the Month Ending April 30

14 20


Revenues

44110 Investment Income - -

48130 Contributions 3,546,853.64 1,315,074.64

49100 Bond Proceeds - -

49410 Premiums on Debt Sold - -

Total 3,546,853.64 1,315,074.64



Expenditures

91300 Education Capital Projects 169,164.24 175,335.44

Total 169,164.24 175,335.44



Balance - -

Cash with Trustee 1,373.09 11,642.22 Other Assets 11,288,108.48 7,214,310.97 Liabilities - -

2019 - 2020 2018 - 2019

177 - Other Capital Project FundYear to Date for the Month Ending April 30

15 21


Revenues

44110 Interest Earned 23,649.98 40,365.32

49100 Bonds Issued - 7,090,000.00

49200 Notes Issued 4,315,579.15 307,930.25

Total 4,339,229.13 7,438,295.57

Balance Beginning of Year, July 1, 2018 2,093,391.25 -


Expenditures

91300 Education Capital Projects 1,753,130.27 1,981,104.44

Total 1,753,130.27 1,981,104.44



Balance - -

Cash with Trustee 2,395,942.19 5,457,191.13 Other Assets 2,283,547.92 - Liabilities - -


2019 - 2020 2018 - 2019

16 22


Revenues

44110 Interest Earned 1,133.71 1,348.89

Total 1,133.71 1,348.89

Balance Beginning of Year, July 1, 2018 86,963.44 85,314.79

Total Estimated Revenues & Other Sources 88,097.15 86,663.68

Expenditures

Total - -

Reserves and Fund Balance 88,097.15 86,663.68

Total Expenditures, Reserves, & Fund 88,097.15 86,663.68

Balance - -

Cash with Trustee 88,097.15 86,663.68 Other Assets - - Liabilities - -

2019 - 2020 2018 - 2019


17 23


Revenues

43101 Self-Insurance Premiums/Contributions 759,755.00 -

44110 Interest Earned 68,142.72 80,219.59

44170 Miscellaneous Refunds - -

49700 Insurance Recovery 145,000.00 -

Total 972,897.72 80,219.59



Expenditures

58400 Other Charges 1,659,948.00 760,638.22

Total 1,659,948.00 760,638.22



Balance - -

Cash with Trustee 3,867,794.73 4,657,988.57 Other Assets 763,108.18 32,247.74Liabilities (2,240,164.08) (1,397,922.24)

2019 - 2020 2018 - 2019

263 - Self Insurance FundYear to Date for the Month Ending April 30

18 24


Revenues

42360 District Attorney General Fees 71.25 110.67 42810 Fines 4,059.61 3,862.68 42910 Proceeds from Confiscated Property 4,000.00 44170 Miscellaneous Refunds - -

Total 4,130.86 7,973.35

Balance Beginning of Year, July 1, 2018 4,761.61 16,107.88

Total Estimated Revenues & Other Sources 8,892.47 24,081.23

Expenditures

54150 Drug Enforcement 3,484.09 13,729.57

Total 3,484.09 13,729.57

Reserves and Fund Balance 5,408.38 10,351.66

Total Expenditures, Reserves, & Fund 8,892.47 24,081.23

Balance - -

Cash with Trustee 5,408.38 10,351.66 Other Assets - - Liabilities - -

2019 - 2020 2018 - 2019

363 - Judicial District Drug FundYear to Date for the Month Ending April 30

19 25

Agenda Item No:

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Tina SmockSubmitting Department: UT-TSU Agricultural Extension Item Type: ReportAgenda Section: ELECTED OFFICIALS/DEPARTMENT REPORTS

Subject:Agriculture/UT-TSU Extension Warren County Court Report

Suggested Action:

Attachments:UT-TSU Extension Warren Court Report - June 2020.pdf

26

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/607782/UT-TSU_Extension_Warren_Court_Report_-_June_2020.pdf

UT-TSU Extension Warren County

County Court Report

June 2020

UT-TSU Extension ● 931-473-8484 ● warren.tennessee.edu ● Warren County

Hilda W. Lytle

County Director & Extension Agent

UT-TSU Extension – Warren County

Family & Consumer Sciences

June 2020

Greetings from UT-TSU Extension Warren County. What an interesting time the last three months have been. Like everyone, we have had to adjust our work environments and education activities due to the COVID-19 Corona virus. Extension personnel never stopped working just learned to work from remote locations as the office closed down in the middle of March. Starting May 19, we began to reopen the office with one staff member on location each day. This was Phase One of a four-phase process as provided by our state Extension leaders. We will move through the phases dependent upon COVID-19 cases/trends and following recommended guidelines. I encourage you to like us on Facebook at UT TSU Extension Warren County and check our website at warren.tennessee.edu. Following are highlights of quarterly programming efforts in the areas of family and consumer sciences, agriculture, community resource development, and 4-H youth development. Family and Consumer Sciences Arthritis Exercise

Scheduled 16 sessions and was able to conduct one introductory class in early March. The program featured warm-

ups, joint-safe exercises, cool-downs, and relaxation techniques

Co-parenting

Changed this state-mandated four-hour course to an online format (Zoom) in May. Five participants were involved in the pilot program. Separating parents of minor children learned ways to effectively co-parent while living in separate households and keeping their children out of the middle of adult conflict.

Family and Community Education (fce) Clubs

Efforts were made through phone calls and zoom meetings to keep members involved in fce efforts even though monthly meetings were discontinued.

TAFCE Masks of Love Project – 4 fce members sewed 369 face masks for a state-wide project to give to health care workers. Additional volunteers also worked the project along with giving masks to numerous friends, family members and neighbors.

Warren County fce County Council gave a college scholarship to Jose Hernandez as a graduating senior of Warren County High School.

Naomi Smith of the Vinson’s Crossroads fce club was selected as Warren County’s nominee for the Best-of-the-Best state-wide program.

Social Media and Other Online Efforts

While working from home, agent had trainings on various social media platforms and posting efforts on Extension Facebook page

27

https://www.facebook.com/UTTSUExtWarren/

https://www.facebook.com/UTTSUExtWarren/

https://extension.tennessee.edu/warren/Pages/default.aspx

2

Participated in numerous Family and Consumer Sciences’ online in-service trainings and updates

Participated in weekly online updates from regional and state offices concerning COVID-19 and Extension guidelines

Prepared releases for “Mealtime Mondays” along with other Extension agents to start posting in June

Tai Chi for Arthritis

Coordinated online classes by Dr. Paul Lam to four Tai Chi participants. The focus was Tai Chi to Improve Immunity and Reduce Stress

Tennessee Nutrition and Consumer Education Program (TNCEP)

Conducted three nutrition classes at Head Start locations using the “Color Me Healthy” curriculum. Pre-school children were taught about fruits and vegetables starting with letters ‘O’ and ‘T’ through music, physical activity, mini-lessons, and food-sampling.

Facilitated online TNCEP coalition meeting with program assistant and program partners participating

Program Assistant - Margie Foster worked the following:

Continued the MyPlate nutrition program at Beersheba Towers, Spangler Towers and Golden Oaks Apartments

Continued monthly “Making Tracks with Rudy Raccoon” program during the first two weeks of March--focus on fruits and vegetables

Held a session of the “Eat Well, Feel Well” program at Harmony House

Reached out to partners about classes and keeping in touch with new COVID-19 guidelines

Provided 50 handouts and small hand sanitizers to Helping Hands for inclusion in their food distribution boxes.

Handout topic was safe washing and storing of fruits and vegetables.

Posted and shared nutrition related information to the UT TSU Warren County Facebook page

Participated in multiple Zoom meetings and webinars concerning nutrition programming and online platforms

Warren Wellness

161 people in Warren County signed up for the May Marathon Challenge which I am facilitating. Participants were challenged to walk or run a half or full marathon throughout the month of May. All who complete the challenge will receive a Warren Wellness medal in June.

Agriculture

Heath Nokes, Extension Agent

The New Normal

As a result of the COVID-19 pandemic

and subsequent working from home

directives, the agriculture and natural

resources Extension programs have

transformed. Fortunately, many of our

spring group meetings were already

finished or rapidly completing. However,

we were forced to suspend one final

class of the Master Gardener Intern

Class and the Master Beef Producers’

Program. Both of these programs will be

completed later this fall. We are still

receiving many calls for assistance with

regard to home gardening and

landscape questions. It appears this is a

trend prevalent with Extension

throughout the state and nation during

the safer at home policies throughout

the nation.

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3

Restricted-Use Pesticide Private

Applicator Cards

As those who use restricted-use

pesticides are very much aware, the

pandemic has destroyed our schedule of

recertification meetings. Thankfully, the

Tennessee Department of Agriculture

has extended the expiration date for all

certifications until September 30, 2020.

Currently, all group meetings are

suspended through July to ensure

everyone’s safety.

Dreaded Change

Instead of dropping by the office or

having meetings, we have been forced

to be reliant on technology. In order to

meet the educational needs of our

audience the Master Dairy program has

went to an all online format. In an effort

to provide guidance to our new

gardening audience, a series of

educational videos have been produced

regarding agricultural chemicals. Please

check out our UT-TSU Extension Warren

County Facebook page for links to other

videos covering everything from bees to

forage production.

Variety Trials and other happenings

Once again this year we are planning to

conduct our UT Standardized Variety

Trials. Currently, we are looking for

some dry weather to get in the fields to

get the plots planted. We will have a

corn variety plot, and two soybean

plots. We are excited to have a soybean

plot utilizing both the Dicamba and

Liberty-link herbicide traits. In addition

to the corn and bean plots, we are

excited to collaborate with Dr. Larry

Steckel to implement a herbicide trial

for resistant weeds. Last year Dr. Steckel

collected some weed seed to germinate

to determine resistance. What he found

was that we now have Dicamba-

resistant pigweed and junglerice. The

information learned in this trial could be

an invaluable resource as more and

more weeds are developing resistance.

4-H Youth Development

Shay Davis, Extension Agent

Emily Mote, Extension Agent

School Club Meetings

Final school club meetings were held in

March. Due to COVID-19, club meetings

were rescheduled and delayed several

times.

Livestock Judging

The Regional 4-H Livestock Judging

Contest has been rescheduled to take

place in Murfreesboro in August.

Members participating in livestock

judging judge six to eight classes of

market and breeding-beef cattle, sheep,

goats and swine. The junior and junior

high division are asked questions in two

classes and senior high division gives

reasons on two classes and answers

questions on one class. There are two

senior high teams, two senior high

individuals, one junior high team and

two junior high individuals eligible to

compete at the regional contest in

August.

Meats Judging

The Regional 4-H Meats Judging Contest

has been rescheduled in Murfreesboro

in August. Meats judging team members

are required to identify 30 cuts of beef,

pork, and lamb in addition to placing 2

classes of steaks or chops. There are two

29

4

EmiLee Lassiter – First Place

senior high teams and one junior high

team eligible for competition in August.

State 4-H Congress

State 4-H Congress is a hands-on

experience where 4-H members learn

about all aspects of state government.

State winners will be decided in public

speaking, history bowl, leadership, and

citizenship projects. Delegates selected

to attend are Grady Burnett, Walt Jones,

Jake Mayes, Keaton McGinness, Carl

Parris, KeyLe Rhea and Emma Young.

Claire Brooks and Molly Dodd will

attend as citizenship and leadership

finalists. Emma Young was selected as

the Central Region’s Speaker of the

Senate candidate.

Shooting Sports

The Shotgun Jamboree dates have been

moved and the event has been

combined with the State Shotgun

Competition this year. It will take place

Friday, September 11 and Saturday,

September 12 in Nashville. Senior high

members will participate in trap, skeet

and sporting clay competitions. The

combination of their scores from each

division will select the 4-Hers

representing TN at the National

Shooting Sports competition in July

2021. Junior high members will compete

in a trap competition. Warren County

has eight senior high team members

and seven junior high team members.

Portfolios

Warren County had eight senior high

portfolios submitted for an opportunity

to attend 4-H State Roundup in October.

Taste of Summer Recipe Challenge

Youth were asked to submit a two-five

minute video preparing their favorite

summer recipes. The guidelines

required participants to incorporate

fruits and vegetables to promote

healthy eating. The finalists of the

competition are as follows:

EmiLee Lassiter- First place

KeyLe Rhea - Second place

Kate Gribble - Third place

30

Agenda Item No:

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Lauren HennesseeSubmitting Department: Airport Item Type: ReportAgenda Section: ELECTED OFFICIALS/DEPARTMENT REPORTS

Subject:Warren County Airport Report

Suggested Action:

Attachments:CCF_000116 (1)_Part1.pdf

31

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/623137/CCF_000116__1__Part1.pdf

Agenda Item No:

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Lauren HennesseeSubmitting Department: Codes/Environmental Office Item Type: ReportAgenda Section: ELECTED OFFICIALS/DEPARTMENT REPORTS

Subject:Codes Quarterly Report

Suggested Action:

Attachments:1773_001.pdf

33

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/623150/1773_001.pdf

Agenda Item No:

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Jim CunninghamSubmitting Department: EMA Item Type: ReportAgenda Section: ELECTED OFFICIALS/DEPARTMENT REPORTS

Subject:EMA Report June 2020

Suggested Action:

Attachments:Warren County Emergency Management Report June 2020.docx

35

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/623404/Warren_County_Emergency_Management_Report_June_2020.pdf

Warren County EMA Report

We have been monitoring the Covid-19 situation in Warren County and sending weekly reports to TEMA.

We have been sending orders for protective equipment in to the state and are getting orders in each week.

I have ordered non-contact thermometers for the school system, election commission and emergency agencies.

I have been working with our County and City Departments to make sure we have what they need to get through this

emergency .

James Cunningham, Director

Warren County, Emergency Mgt. Agency

36

Agenda Item No:

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Preston DenneySubmitting Department: EMS Item Type: ReportAgenda Section: ELECTED OFFICIALS/DEPARTMENT REPORTS

Subject:EMS Report

Suggested Action:

Attachments:June Report.pdf

37

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/609617/June_Report.pdf

Agenda Item No:

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Mitzi LockeSubmitting Department: Industrial Development Board Item Type: ReportAgenda Section: ELECTED OFFICIALS/DEPARTMENT REPORTS

Subject:2nd Quarter County Report - Industrial Dev. Board

Suggested Action:

Attachments:WCIDB County Report 2nd Qtr. 2020 (June).bmp

40

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/613825/WCIDB_County_Report_2nd_Qtr._2020__June_.pdf

Agenda Item No: 1

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Lauren HennesseeSubmitting Department: County Executive’s Office Item Type: ResolutionAgenda Section: NEW BUSINESS

Subject:Resolution No. 11- 2020Approval of County Safety Plan

Suggested Action:

Attachments:Resolution Rev. 062920 Occupational Safety Health Program Plan.doc

County Safety Plan Revised 06.29.2020.doc

42

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/617762/Resolution_Rev._062920_Occupational_Safety__Health_Program_Plan.pdf

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/617763/County_Safety_Plan_Revised_06.29.2020.pdf

RESOLUTION NO. 11-2020

A RESOLUTION TO ADOPTTHE SAFETY AND HEALTH RULES

FOR EMPLOYEES OF WARREN COUNTY, TENNESSEE (rev. June 2013)ESTABLISHED PURSUANT TO

THE OCCUPATIONAL SAFETY AND HEALTH PROGRAMADOPTED ON OCTOBER 23, 2000 AND LAST REVISED ON AUGUST 19, 2013

WHEREAS, the Legislative Body of Warren County, Tennessee adopted an Occupational

Safety and Health Program for Employees of Warren County, Tennessee through passage of Resolution

No. 4 on October 23, 2000; and

WHEREAS, pursuant to Resolution No. 4, Safety and Health Rules for Employees of Warren

County, Tennessee were established as an integral component of said Occupational Safety and Health

Program; and

WHEREAS, on August 19, 2013, the Legislative Body of Warren County, Tennessee revised

said program through passage of Resolution No. 17; and

WHEREAS, to remain in compliance with current state requirements the Safety and Health

Rules for Employees of Warren County, Tennessee must be revised at five-year intervals or more

frequently as necessary; and

WHEREAS, Safety and Health Rules for Employees of Warren County, Tennessee (rev. June

2013) are attached hereto and made a part of this resolution;

NOW, THEREFORE, BE IT RESOLVED by the county legislative body of Warren County,

Tennessee assembled in regular session on this the 29th day of June, 2020 in McMinnville, Tennessee

that:

SECTION 1. Pursuant to the Occupational Safety and Health Program adopted on October 23,

2000 and revised on August 19, 2013, the Safety and Health Rules for Employees of Warren County,

Tennessee (rev. June 2013), be hereby adopted;

SECTION 2. That this resolution shall take effect from and after its passage, the public welfare

requiring, and shall be spread upon the minutes of the Board of County Commissioners.

( ) Passed this the 29th day of June, 2020.( ) Failed for lack of second this the 29th day of June, 2020.( ) Failed on vote this the 29th day of June, 2020.( ) Withdrawn this the 29th day of June, 2020.( ) Tabled this the 29th day of June, 2020.( ) Amended this the 29th day of June, 2020.

________________________________Jimmy HaleyCOUNTY EXECUTIVE

ATTEST

__________________________________LESA SCOTT, COUNTY CLERKRevised OSHA Safety & Health Rules Res. 06/29/20

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1

PLAN OF OPERATION FOR THE OCCUPATIONAL SAFETY AND HEALTH PROGRAM PLAN FOR THE EMPLOYEES OF WARREN COUNTY, TENNESSEE

SECTION PAGE

I. PURPOSE AND COVERAGE ........................................................................................... 2

II. DEFINITIONS ..................................................................................................................... 2

III. EMPLOYER’S RIGHTS AND DUTIES............................................................................... 3

IV. EMPLOYEE’S RIGHTS AND DUTIES............................................................................... 4

V. ADMINISTRATION............................................................................................................. 5

VI. STANDARDS AUTHORIZED............................................................................................. 6

VII. VARIANCE PROCEDURE ................................................................................................. 6

VIII. RECORDKEEPING AND REPORTING ............................................................................ 7

IX. EMPLOYEE COMPLAINT PROCEDURE ......................................................................... 7

X. EDUCATION AND TRAINING ........................................................................................... 8

XI. GENERAL INSPECTION PROCEDURES ........................................................................ 9

XII. IMMINENT DANGER PROCEDURES .............................................................................. 10

XIII. ABATEMENT ORDERS AND HEARINGS........................................................................ 11

XIV. PENALTIES ........................................................................................................................ 11

XV. CONFIDENTIALITY OF PRIVILEGED INFORMATION.................................................... 11

XVI. DISCRIMINATION INVESTIGATIONS AND SANCTIONS…………………………….….. 12

XVII. COMPLIANCE WITH OTHER LAWS NOT EXCUSED.................................................... 12

APPENDICES

I. WORK LOCATIONS . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13

II. NOTICE TO ALL EMPLOYEES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16

III. PROGRAM PLAN BUDGET . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17.

IV. ACCIDENT REPORTING PROCEDURES . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 18

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2

I. PURPOSE AND COVERAGE

The purpose of this plan is to provide guidelines and procedures for implementing the Occupational Safety and Health Program Plan for the employees of Warren County, Tennessee.

This plan is applicable to all employees, part-time or full-time, seasonal, or permanent.

The Warren County Commission, in electing to update and maintain an effective Occupational Safety and Health Program Plan for its employees, will:

a. Provide a safe and healthful place and condition of employment.b. Require the use of safety equipment, personal protective equipment, and other devices where reasonably

necessary to protect employees.c. Make, keep, preserve, and make available to the Commissioner of Labor and Workforce Development, his

designated representatives, or persons within the Department of Labor and Workforce Development to whom such responsibilities have been delegated, including the Safety Coordinator of the Division of Occupational Safety and Health, adequate records of all occupational accidents and illnesses and personal injuries for proper evaluation and necessary corrective action as required.

d. Consult with the Commissioner of Labor and Workforce Development or his designated representative with regard to the adequacy of the form and content of such records.

e. Consult with the Commissioner of Labor and Workforce Development regarding safety and health problems which are considered to be unusual or peculiar and are such that they cannot be resolved under an occupational safety and health standard promulgated by the State.

f. Assist the Commissioner of Labor and Workforce Development or his monitoring activities to determine Program Plan effectiveness and compliance with the occupational safety and health standards.

g. Make a report to the Commissioner of Labor and Workforce Development annually, or as may otherwise be required, including information on occupational accidents, injuries, and illnesses and accomplishments and progress made toward achieving the goals of the Occupational Safety and Health Program Plan.

h. Provide reasonable opportunity for and encourage the participation of employees in the effectuation of the objectives of this Program Plan, including the opportunity to make anonymous complaints concerning conditions or practices which may be injurious to employees’ safety and health.

II. DEFINITIONS

For the purposes of this Program Plan, the following definitions apply:

a. COMMISSIONER OF LABOR and Workforce Development means the County Executive Officer of the Tennessee Department of Labor and Workforce Development. This includes any person appointed, designated, or deputized to perform the duties or to exercise the powers assigned to the Commissioner of Labor and Workforce Development.

b. EMPLOYER means Warren County, Tennessee and includes each administrative department, board, commission, division, or other agency of the Warren County Commissioners.

c. SAFETY COORDINATOR means the person designated by the establishing resolution, or executive order to perform duties or to exercise powers assigned so as to plan, develop, and administer the Occupational Safety and Health Program Plan for the employees of Warren County, Tennessee.

d. INSPECTOR(S) means the individual(s) appointed or designated by the Safety Coordinator to conduct inspections provided for herein. If no such compliance inspector(s) is appointed, inspections shall be conducted by the Safety Coordinator.

e. APPOINTING AUTHORITY means any official or group of officials of the employer having legally designated powers of appointment, employment, or removal there from for a specific department, board, commission,

45

3

division, or other agency of this employer. f. EMPLOYEE means any person performing services for this employer and listed on the payroll of this

employer, either as part-time, full-time, seasonal, or permanent. It also includes any persons normally classified as volunteers provided such persons received remuneration of any kind for their services. This definition shall not include independent contractors, their agents, servants, and employees.

g. PERSON means one or more individuals, partnerships, associations, corporations, business trusts, or legal representatives of any organized group of persons.

h. STANDARD means an occupational safety and health standard promulgated by the Commissioner of Laborand Workforce Development in accordance with Section VI (6) of the Tennessee Occupational Safety and Health Act of 1972 which requires conditions or the adoption or the use of one or more practices, means, methods, operations, or processes or the use of equipment or personal protective equipment necessary or appropriate to provide safe and healthful conditions and places of employment.

i. IMMINENT DANGER means any conditions or practices in any place of employment which are such that a hazard exists which could reasonably be expected to cause death or serious physical harm immediately or before the imminence of such hazard can be eliminated through normal compliance enforcement procedures.

j. ESTABLISHMENT or WORKSITE means a single physical location under the control of this employer where business is conducted, services are rendered, or industrial type operations are performed.

k. SERIOUS INJURY or HARM means that type of harm that would cause permanent or prolonged impairment of the body in that:

1. A part of the body would be permanently removed (e.g., amputation of an arm, leg, finger(s); loss of an eye) or rendered functionally useless or substantially reduced in efficiency on or off the job (e.g., leg shattered so severely that mobility would be permanently reduced), or

2. A part of an internal body system would be inhibited in its normal performance or function to such a degree as to shorten life or cause reduction in physical or mental efficiency (e.g., lung impairment causing shortness of breath).

On the other hand, simple fractures, cuts, bruises, concussions, or similar injuries would not fit either of these categories and would not constitute serious physical harm.

l. ACT or TOSH Act shall mean the Tennessee Occupational Safety and Health Act of 1972. m. GOVERNING BODY means the Warren County Commission. n. COUNTY EXECUTIVE means the County Executive.

III. EMPLOYER’S RIGHTS AND DUTIES

Rights and duties of the employer shall include, but are not limited to, the following provisions:

a. Employer shall furnish to each employee conditions of employment and a place of employment free from recognized hazards that are causing or are likely to cause death or serious injury or harm to employees.

b. Employer shall comply with occupational safety and health standards and regulations promulgated pursuant to Section VI (6) of the Tennessee Occupational Safety and Health Act of 1972.

c. Employer shall refrain from and unreasonable restraint on the right of the Commissioner of Labor and Workforce Development to inspect the employers place(s) of business. Employer shall assist the Commissioner of Labor and Workforce Development in the performance of their monitoring duties by supplying or by making available information, personnel, or aids reasonably necessary to the effective conduct of the monitoring activity.

d. Employer is entitled to participate in the development of standards by submission of comments on proposed standards, participation in hearing on proposed standards, or by requesting the development of standards on a given issue under Section 6 of the Tennessee Occupational Safety and Health Act of 1972.

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4

e. Employer is entitled to request an order granting a variance from an occupational safety and health standard.f. Employer is entitled to protection of its legally privileged communication. g. Employer shall inspect all worksites to ensure the provisions of this Program Plan are complied with and

carried out. h. Employer shall notify and inform any employee who has been or is being exposed in a biologically significant

manner to harmful agents or material in excess of the applicable standard and of corrective action being taken.

i. Employer shall take appropriate measures to protect employees in cases of unknown hazards (pandemicevents) until known preventative measures are prescribed.

j. Employer shall notify all employees of their rights and duties under this Program Plan.

IV. EMPLOYEES RIGHTS AND DUTIES

Rights and duties of employees shall include, but are not limited to, the following provisions:

a. Each employee shall comply with occupational safety and health act standards and all rules, regulations, and orders issued pursuant to this Program Plan and the Tennessee Occupational Safety and Health Act of 1972 which are applicable to his or her own actions and conduct.

b. Each employee shall be notified by the placing of a notice upon bulletin boards, or other places of common passage, of any application for a permanent or temporary order granting the employer a variance from any provision of the TOSH Act or any standard or regulation promulgated under the Act.

c. Each employee shall be given the opportunity to participate in any hearing which concerns an application by the employer for a variance from a standard or regulation promulgated under the Act.

d. Any employee who may be adversely affected by a standard or variance issued pursuant to the Act or this Program Plan may file a petition with the Commissioner of Labor and Workforce Development or whoever is responsible for the promulgation of the standard or the granting of the variance.

e. Any employee who has been exposed or is being exposed to toxic materials or harmful physical agents in concentrations or at levels in excess of that provided for by any applicable standard shall be provided by the employer with information on any significant hazards to which they are or have been exposed, relevant symptoms, and proper conditions for safe use or exposure. Employees shall also be informed of corrective action being taken.

f. Subject to regulations issued pursuant to this Program Plan, any employee or authorized representative of employees shall be given the right to request an inspection and to consult with the Safety Coordinator or Inspector at the time of the physical inspection of the worksite.

g. Any employee may bring to the attention of the Safety Coordinator any violation or suspected violations of the standards or any other health or safety hazards.

h. No employee shall be discharged or discriminated against because such employee has filed any complaint or instituted or caused to be instituted any proceeding or inspection under or relating to this Program Plan.

i. Any employee who believes that he or she has been discriminated against or discharged in violation of subsection (h) of this section may file a complaint alleging such discrimination with the Safety Coordinator. Such employee may also, within thirty (30) days after such violation occurs, file a complaint with the Commissioner of Labor and Workforce Development alleging such discrimination.

j. Nothing in this or any other provisions of this Program Plan shall be deemed to authorize or require any employee to undergo medical examination, immunization, or treatment for those who object thereto on religious grounds, except where such is necessary for the protection of the health or safety or others or when a medical examination may be reasonably required for performance of a specific job.

k. Employees shall report any accident, injury, or illness resulting from their job, however minor it may seem to be, to their supervisor or the Safety Coordinator within twenty-four (24) hours after the occurrence.

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V. ADMINISTRATION

a. The Safety Coordinator is designated to perform duties or to exercise powers assigned to administer this Occupational Safety and Health Program Plan.

1. The Safety Coordinator may designate person or persons as he deems necessary to carry out his powers, duties, and responsibilities under this Program Plan.

2. The Safety Coordinator may delegate the power to make inspections, provided procedures employed are as effective as those employed by the Safety Coordinator.

3. The Safety Coordinator shall employ measures to coordinate, to the extent possible, activities of all departments to promote efficiency and to minimize any inconveniences under this Program Plan.

4. The Safety Coordinator may request qualified technical personnel from any department or section of government to assist him in making compliance inspections, accident investigations, or as he may otherwise deem necessary and appropriate in order to carry out his duties under this Program Plan.

5. The Safety Coordinator shall prepare the report to the Commissioner of Labor and Workforce Development required by subsection (g) of Section 1 of this plan.

6. The Safety Coordinator shall make or cause to be made periodic and follow-up inspections of all facilities and worksites where employees of this employer are employed. He shall make recommendations to correct any hazards or exposures observed. He shall make or cause to be made any inspections required by complaints submitted by employees or inspections requested by employees.

7. The Safety Coordinator shall assist any officials of the employer in the investigation of occupational accidents or illnesses.

8. The Safety Coordinator shall maintain or cause to be maintained records required under Section VIII of this plan.

9. The Safety Coordinator shall, in the eventuality that there is a fatality or an accident resulting in the hospitalization of three or more employees, insure that the Commissioner of Labor and Workforce Development receives notification of the occurrence within eight (8) hours. All work-related inpatient hospitalizations, amputations, and loss of an eye must be reported to TOSHA within 24 hours.

b. The administrative or operational head of each department, division, board, or other agency of this employer shall be responsible for the implementation of this Occupational Safety and Health Program Plan within their respective areas.

1. The administrative or operational head shall follow the directions of the Safety Coordinator on all issues involving occupational safety and health of employees as set forth in this plan.

2. The administrative or operational head shall comply with all abatement orders issued in accordance with the provisions of this plan or request a review of the order with the Safety Coordinator within the abatement period.

3. The administrative or operational head should make periodic safety surveys of the establishment under his/her jurisdiction to become aware of hazards or standards violations that may exist and make an attempt to immediately correct such hazards or violations.

4. The administrative or operational head shall investigate all occupational accidents, injuries, or illnesses reported to him/her. He/she shall report such accidents, injuries, or illnesses to the Safety Coordinatoralong with his/her findings and/or recommendations in accordance with APPENDIX IV of this plan.

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VI. STANDARDS AUTHORIZED

The standards adopted under this Program Plan are the applicable standards developed and promulgated under Section VI (6) of the Tennessee Occupational Safety and Health Act of 1972. Additional standards may be promulgated by the governing body of this employer as that body may deem necessary for the safety and health of employees. Note: 29 CFR 1910 General Industry Regulations; 29 CFR 1926 Construction Industry Regulations; and the Rules of Tennessee Department of Labor and Workforce Development Occupational Safety and Health, CHAPTER 0800-01-1 through CHAPTER 0800-01-11 are the standards and rules invoked.

VII. VARIANCE PROCEDURE

The Safety Coordinator may apply for a variance as a result of a complaint from an employee or of his knowledge of certain hazards or exposures. The Safety Coordinator should definitely believe that a variance is needed before the application for a variance is submitted to the Commissioner of Labor and Workforce Development.

The procedure for applying for a variance to the adopted safety and health standards is as follows:

a. The application for a variance shall be prepared in writing and shall contain:

1. A specification of the standard or portion thereof from which the variance is sought.2. A detailed statement of the reason(s) why the employer is unable to comply with the standard supported

by representations by qualified personnel having first-hand knowledge of the facts represented. 3. A statement of the steps the employer has taken and will take (with specific date) to protect employees

against the hazard covered by the standard. 4. A statement of when the employer expects to comply and what steps have or will be taken (with dates

specified) to come into compliance with the standard. 5. A certification that the employer has informed employees, their authorized representative(s), and/or

interested parties by giving them a copy of the request, posting a statement summarizing the application (to include the location of a copy available for examination) at the places where employee notices are normally posted and by other appropriate means. The certification shall contain a description of the means actually used to inform employees and that employees have been informed of their right to petition the Commissioner of Labor and Workforce Development for a hearing.

b. The application for a variance should be sent to the Commissioner of Labor and Workforce Development by registered or certified mail.

c. The Commissioner of Labor and Workforce Development will review the application for a variance and may deny the request or issue an order granting the variance. An order granting a variance shall be issued only if it has been established that:

1. The employeri. Is unable to comply with the standard by the effective date because of unavailability of professional

or technical personnel or materials and equipment required or necessary construction or alteration of facilities or technology.

ii. Has taken all available steps to safeguard employees against the hazard(s) covered by the standard.iii. Has as effective Program Plan for coming into compliance with the standard as quickly as possible.

2. The employee is engaged in an experimental Program Plan as described in subsection (b), section 13 of the Act.

d. A variance may be granted for a period of no longer than is required to achieve compliance or one (1) year, whichever is shorter.

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e. Upon receipt of an application for an order granting a variance, the Commissioner to whom such application is addressed may issue an interim order granting such a variance for the purpose of permitting time for an orderly consideration of such application. No such interim order may be effective for longer than one hundred eighty (180) days.

f. The order or interim order granting a variance shall be posted at the worksite and employees notified of such order by the same means used to inform them of the application for said variance (see subsection (a)(5) of this section).

VIII. RECORDKEEPING AND REPORTING

Recording and reporting of all occupational accident, injuries, and illnesses shall be in accordance with instructions and on forms prescribed in the booklet. You can get a copy of the Forms for Recordkeeping from the internet. Go to www.osha.gov and click on Recordkeeping Forms located on the home page.

The position(s) responsible for recordkeeping is the Safety Coordinator.

Details of how reports of occupational accidents, injuries, and illnesses will reach the recordkeeper are specified by ACCIDENT REPORTING PROCEDURES, Appendix IV to this plan. The Rule of Tennessee Department of Labor and Workforce Development Occupational Safety and Health, OCCUPATIONAL SAFETY AND HEALTH RECORD-KEEPING AND REPORTING, CHAPTER 0800-01-03, as authorized by T.C.A., Title 50.

IX. EMPLOYEE COMPLAINT PROCEDURE

If any employee feels that he is assigned to work in conditions which might affect his health, safety, or general welfare at the present time or at any time in the future, he should report the condition to the Safety Coordinator of Occupational Safety and Health.

a. The complaint should be in the form of a letter and give details on the condition(s) and how the employee believes it affects or will affect his health, safety, or general welfare. The employee should sign the letter but need not do so if he wishes to remain anonymous (see subsection (h) of Section 1 of this plan).

b. Upon receipt of the complaint letter, the Safety Coordinator will evaluate the condition(s) and institute any corrective action, if warranted. Within ten (10) working days following the receipt of the complaint, the Safety Coordinator will answer the complaint in writing stating whether or not the complaint is deemed to be valid and if no, why not, what action has been or will be taken to correct or abate the condition(s), and giving a designated time period for correction or abatement. Answers to anonymous complaints will be posted upon bulletin boards or other places of common passage where the anonymous complaint may be reasonably expected to be seen by the complainant for a period of three (3) working days.

c. If the complainant finds the reply not satisfactory because it was held to be invalid, the corrective action is felt to be insufficient, or the time period for correction is felt to be too long, he may forward a letter to the County Executive or to the governing body explaining the condition(s) cited in his original complaint and why he believes the answer to be inappropriate or insufficient.

d. The County Executive or a representative of the governing body will evaluate the complaint and will begin to take action to correct or abate the condition(s) through arbitration or administrative sanctions or may find the complaint to be invalid. An answer will be sent to the complainant within ten (10) working days following receipt of the complaint or the next regularly scheduled meeting of the governing body following receipt of the complaint explaining decisions made and action taken or to be taken.

e. After the above steps have been followed and the complainant is still not satisfied with the results, he may then file a complaint with the Commissioner of Labor and Workforce Development. Any complaint filed with

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the Commissioner of Labor and Workforce Development in such cases shall include copies of all related correspondence with the Safety Coordinator and the County Executive or the representative of the governing body.

f. Copies of all complaint and answers thereto will be filed by the Safety Coordinator who shall make them available to the Commissioner of Labor and Workforce Development or his designated representative upon request.

X. EDUCATION AND TRAINING

a. Safety Coordinator and/or Compliance Inspector(s):

1. Arrangements will be made for the Safety Coordinator and/or Compliance Inspector(s) to attend training seminars, workshops, etc., conducted by the State of Tennessee or other agencies. A list of Seminars can be obtained.

2. Access will be made to reference materials such as 29 CFR 1910 General Industry Regulations; 29 CFR 1926 Construction Industry Regulations; The Rules of Tennessee Department of Labor and Workforce Development Occupational Safety and Health, and other equipment/supplies, deemed necessary for use in conducting compliance inspections, conducting local training, wiring technical reports, and informing officials, supervisors, and employees of the existence of safety and health hazards will be furnished.

b. All Employees (including supervisory personnel):

A suitable safety and health training program for employees will be established. This program will, as a minimum:

1. Instruct each employee in the recognition and avoidance of hazards or unsafe conditions and of standards and regulations applicable to the employees work environment to control or eliminate any hazards, unsafe conditions, or other exposures to occupational illness or injury.

2. Instruct employees who are required to handle or use poisons, acids, caustics, toxicants, flammable liquids or gases, explosives, and other harmful substances in the proper handling procedures and use of such items and make them aware of the personal protective measures, personal hygiene, etc., which may be required.

3. Instruct employees who may be exposed to environments where harmful plants or animals are present,of the hazards of the environment, how to best avoid injury or exposure, and the first aid procedures to be followed in the event of injury or exposure.

4. Instruct all employees of the common deadly hazards and how to avoid them, such as Falls; Equipment Turnover; Electrocution; Struck by/Caught In; Trench Cave In; Heat Stress; and Drowning.

5. Instruct employees on hazards and dangers of confined or enclosed spaces.

i. Confined or enclosed space means space having a limited means of egress and which is subject to the accumulation of toxic or flammable contaminants or has an oxygen deficient atmosphere. Confined or enclosed spaces include, but are not limited to, storage tanks, boilers, ventilation or exhaust ducts, sewers, underground utility accesses, tunnels, pipelines, and open top spaces more than four feet (4) in depth such as pits, tubs, vaults, and vessels.

ii. Employees will be given general instruction on hazards involved, precautions to be taken, and on use of personal protective and emergency equipment required. They shall also be instructed on all specific standards or regulations that apply to work in dangerous or potentially dangerous areas.

iii. The immediate supervisor of any employee who must perform work in a confined or enclosed space shall be responsible for instructing employees on danger of hazards which may be present, precautions to be taken, and use of personal protective and emergency equipment, immediately

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prior to their entry into such an area and shall require use of appropriate personal protective equipment.

XI. GENERAL INSPECTION PROCEDURES

It is the intention of the governing body and responsible officials to have an Occupational Safety and Health Program Plan that will insure the welfare of employees. In order to be aware of hazards, periodic inspections must be performed. These inspections will enable the finding of hazards or unsafe conditions or operations that will need correction to maintain safe and healthful worksites. Inspections made on a pre-designated basis may not yield the desired results. Inspections will be conducted, therefore, on a random basis at intervals not to exceed thirty (30) calendar days.

a. In order to carry out the purposes of this Resolution, the Safety Coordinator and/or Compliance Inspector(s), if appointed, is authorized:

1. To enter at any reasonable time, any establishment, facility, or worksite where work is being performed by an employee when such establishment, facility, or worksite is under the jurisdiction of the employer and;

2. To inspect and investigate during regular working hours and at other reasonable times, within reasonable limits, and in a reasonable manner, any such place of employment and all pertinent conditions, processes, structures, machines, apparatus, devices, equipment, and materials therein, and to question privately any supervisor, operator, agent, or employee working therein.

b. If an imminent danger situation is found, alleged, or otherwise brought to the attention of the Safety Coordinator or Inspector during a routine inspection, he shall immediately inspect the imminent danger situation in accordance with Section XII of this plan before inspecting the remaining portions of the establishment, facility, or worksite.

c. An administrative representative of the employer and a representative authorized by the employees shall be given an opportunity to consult with and/or to accompany the Safety Coordinator during the physical inspection of any worksite for the purpose of aiding such inspection.

d. The right of accompaniment may be denied any person whose conduct interferes with a full and orderly inspection.

e. The conduct of the inspection shall be such as to preclude unreasonable disruptions of the operation(s) of the workplace.

f. Interviews of employees during the course of the inspection may be made when such interviews are considered essential to investigative techniques.

g. Advance Notice of Inspections.

1. Generally, advance notice of inspections will not be given as this precludes the opportunity to make minor or temporary adjustments in an attempt to create misleading impression of conditions in an establishment.

2. There may be occasions when advance notice of inspections will be necessary in order to conduct an effective inspection or investigation. When advance notice of inspection is given, employees or their authorized representative(s) will also be given notice of the inspection.

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h. The Safety Coordinator need not personally conduct an inspection of each and every worksite once every thirty (30) days. He may delegate the responsibility for such inspections to supervisors or other personnel provided:

1. Inspections conducted by supervisors or other personnel are at least as effective as those made by the Safety Coordinator.

2. Records are made of the inspections, any discrepancies found, and corrective actions taken. This information is forwarded to the Safety Coordinator.

i. The Safety Coordinator shall maintain records of inspections to include identification of worksite inspected, date of inspection, description of violations of standards or other unsafe conditions or practices found, and corrective action taken toward abatement. Those inspection records shall be subject to review by the Commissioner of Labor and Workforce Development or his authorized representative.

XII. IMMINENT DANGER PROCEDURES

a. Any discovery, any allegation, or any report of imminent danger shall be handled in accordance with the following procedures:

1. The Safety Coordinator shall immediately be informed of the alleged imminent danger situation and he shall immediately ascertain whether there is a reasonable basis for the allegation.

2. If the alleged imminent danger situation is determined to have merit by the Safety Coordinator, he shall make or cause to be made an immediate inspection of the alleged imminent danger location.

3. As soon as it is concluded from such inspection that conditions or practices exist which constitutes an imminent danger, the Safety Coordinator shall attempt to have the danger corrected. All employees at the location shall be informed of the danger and the supervisor or person in charge of the worksite shall be requested to remove employees from the area, if deemed necessary.

4. The administrative or operational head of the workplace in which the imminent danger exists, or his authorized representative, shall be responsible for determining the manner in which the imminent dangersituation will be abated. This shall be done in cooperation with the Safety Coordinator or Compliance Inspector and to the mutual satisfaction of all parties involved.

5. The imminent danger shall be deemed abated if:

i. The imminence of the danger has been eliminated by removal of employees from the area of danger.

ii. Conditions or practices which resulted in the imminent danger have been eliminated or corrected to the point where an unsafe condition or practice no longer exists.

6. A written report shall be made by or to the Safety Coordinator describing in detail the imminent danger and its abatement. This report will be maintained by the Safety Coordinator in accordance with subsection (i) of Section XI of this plan.

b. Refusal to Abate.

1. Any refusal to abate an imminent danger situation shall be reported to the Safety Coordinator and County Executive immediately.

2. The Safety Coordinator and/or County Executive shall take whatever action may be necessary to achieve abatement.

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XIII. ABATEMENT ORDERS AND HEARINGS

a. Whenever, as a result of an inspection or investigation, the Safety Coordinator finds that a worksite is not in compliance with the standards, rules or regulations pursuant to this plan and is unable to negotiate abatement with the administrative or operational head of the worksite within a reasonable period of time, the Safety Coordinator shall:

1. Issue an abatement order to the head of the worksite.2. Post or cause to be posted, a copy of the abatement order at or near each location referred to in the

abatement order.

b. Abatement orders shall contain the following information:

1. The standard, rule, or regulation which was found to violated.2. A description of the nature and location of the violation.3. A description of what is required to abate or correct the violation.4. A reasonable period of time during which the violation must be abated or corrected.

c. At any time within ten (10) days after receipt of an abatement order, anyone affected by the order may advise the Safety Coordinator in writing of any objections to the terms and conditions of the order. Upon receipt of such objections, the Safety Coordinator shall act promptly to hold a hearing with all interested and/or responsible parties in an effort to resolve any objections. Following such hearing, the Safety Coordinatorshall, within three (3) working days, issue an abatement order and such subsequent order shall be binding on all parties and shall be final.

XIV. PENALTIES

a. No civil or criminal penalties shall be issued against any official, employee, or any other person for failure to comply with safety and health standards or any rules or regulations issued pursuant to this Program Plan.

b. Any employee, regardless of status, who willfully and/or repeatedly violates, or causes to be violated, any safety and health standard, rule, or regulation or any abatement order shall be subject to disciplinary action by the appointing authority. It shall be the duty of the appointing authority to administer discipline by taking action in one of the following ways as appropriate and warranted:

1. Oral reprimand.2. Written reprimand.3. Suspension for three (3) or more working days.4. Termination of employment.

XV. CONFIDENTIALITY OF PRIVILEGED INFORMATION

All information obtained by or reported to the Safety Coordinator pursuant to this plan of operation or the legislation (resolution, or executive order) enabling this Occupational Safety and Health Program Plan which contains or might reveal information which is otherwise privileged shall be considered confidential. Such information may be disclosed to other officials or employees concerned with carrying out this Program Plan or when relevant in any proceeding under this Program Plan. Such information may also be disclosed to the Commissioner of Labor and Workforce Development or their authorized representatives in carrying out their duties under the Tennessee Occupational Safety and Health Act of 1972.

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XVI. DISCRIMINATION INVESTIGATIONS AND SANCTIONS

The Rule of Tennessee Department of Labor and Workforce Development Occupational Safety and Health, DISCRIMINATION AGAINST EMPLOYEES EXERCISING RIGHTS UNDER THE OCCUPATIONAL SAFETY AND HEALTH ACT OF 1972 0800-01-08, as authorized by T.C.A., Title 50. The agency agrees that any employee who believes they have been discriminated against or discharged in violation of Tenn. Code Ann § 50-3-409 can file a complaint with the Safety Coordinator within 30 days, after the alleged discrimination occurred. Also, the agency agrees the employee has a right to file their complaint with the Commissioner of Labor and Workforce Development within the same 30-day period. The Commissioner of Labor and Workforce Development may investigate such complaints, make recommendations, and/or issue a written notification of a violation.

XVII. COMPLIANCE WITH OTHER LAWS NOT EXCUSED

a. Compliance with any other law, statute, resolution, or executive order, which regulates safety and health in employment and places of employment, shall not excuse the employer, the employee, or any other person from compliance with the provisions of this Program Plan.

b. Compliance with any provisions of this Program Plan or any standard, rule, regulation, or order issued pursuant to this Program Plan shall not excuse the employer, the employee, or any other person from compliance with the law, statue, resolution, or executive order, as applicable, regulating and promoting safety and health unless such law, statute, resolution, or executive order, as applicable, is specifically repealed.

Signature: Safety Coordinator, Occupational Safety and Health Date

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APPENDIX - I WORK LOCATIONS(ORGANIZATIONAL CHART)

(OTHER DEPARTMENTS)

Warren County EMS (Ambulance Service) -------------------------------------------------------------- 56103 Magness DriveMcMinnville, TN 37110(931) 473-3929

Warren County Highway Department --------------------------------------------------------------------- 191520 Old Smithville RoadMcMinnville, TN 37110(931) 473-2007

Warren County Sanitation Department ------------------------------------------------------------------- 321186 Belmont DriveMcMinnville, TN 37110(931) 473-6874

Warren County Sheriff’s Department --------------------------------------------------------------------- 113108 Security CircleMcMinnville, TN 37110(931) 473-7863

Warren County Administrative Building ------------------------------------------------------------------ 76201 Locust StreetMcMinnville, TN 37110(931) 473-2505

Warren County Courthouse -------------------------------------------------------------------------------- 23111 South Court SquareMcMinnville, TN 37110(931) 473-2623 (Circuit Court Clerk)

Warren County Animal Control ---------------------------------------------------------------------------- 5169 Paws TrailMcMinnville, TN 37110(931) 507-3647

Warren County Airport --------------------------------------------------------------------------------------- 64187 Nashville HighwayMcMinnville, TN 37110(931) 668-7050

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(SCHOOLS)Central Office -------------------------------------------------------------------------------------------------- 492548 Morrison StreetMcMinnville, TN 37110(931) 668-4022

Teacher Center ----------------------------------------------------------------------------------------------- 32548 Morrison StreetMcMinnville, TN 37110(931) 815-2825

School Maintenance Department ------------------------------------------------------------------------- 23345 Pioneer LaneMcMinnville, TN 37110(931) 668-1246

Warren County School Nutrition---------------------------------------------------------------------------- 1062548 Morrison StreetMcMinnville, TN 37110(931) 668-4022

Warren County High School Annex ----------------------------------------------------------------------- 12111 Middle School DriveMcMinnville, TN 37110(931) 473-5860

Bobby Ray Elementary --------------------------------------------------------------------------------------- 92504 North Chancery StreetMcMinnville, TN 37110(931) 473-9006

Centertown Elementary -------------------------------------------------------------------------------------- 68376 Warrior BoulevardMcMinnville, TN 37110(931) 259-4600

Dibrell Elementary --------------------------------------------------------------------------------------------- 721759 Mike Muncey RoadMcMinnville, TN 37110(931) 259-4588

Eastside Elementary ------------------------------------------------------------------------------------------ 632121 Old Rock Island RoadRock Island, TN 38581(931) 259-4611

Hickory Creek Elementary ----------------------------------------------------------------------------------- 106470 Pioneer LaneMcMinnville, TN 37110(931) 668-5100

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Irving College Elementary ----------------------------------------------------------------------------------- 44115 Dry Creek RoadMcMinnville, TN 37110(931) 668-8693Morrison Elementary ------------------------------------------------------------------------------------------ 65601 School StreetMorrison, TN 37357(931) 259-4671

Warren Academy----------------------------------------------------------------------------------------------- 15421 North Spring StreetMcMinnville, TN 37110(931) 473-8723

Warren County High School--------------------------------------------------------------------------------- 186199 Pioneer LaneMcMinnville, TN 37110(931) 668-5858

Warren County Middle School------------------------------------------------------------------------------ 100200 Caldwell StreetMcMinnville, TN 37110(931) 473-6557

West Elementary----------------------------------------------------------------------------------------------- 91400 Clark BoulevardMcMinnville, TN 37110(931) 473-3801

TOTAL NUMBER OF EMPLOYEES: 1,349

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APPENDIX – II NOTICE TO ALL EMPLOYEES

NOTICE TO ALL EMPLOYEES OF WARREN COUNTY, TENNESSEE

The Tennessee Occupational Safety and Health Act of 1972 provide job safety and health protection for Tennessee workers through the promotion of safe and healthful working conditions. Under a plan reviewed by the Tennessee Department of Labor and Workforce Development, this government, as an employer, is responsible for administering the Act to its employees. Safety and health standards are the same as State standards and jobsite inspections will be conducted to ensure compliance with the Act.

Employees shall be furnished conditions of employment and a place of employment free from recognized hazards that are causing or are likely to cause death or serious injury or harm to employees.

Each employee shall comply with occupational safety and health standards and all rules, regulations, and orders issued pursuant to this Program Plan which are applicable to his or her own actions and conduct.

Each employee shall be notified by the placing upon bulletin boards or other places of common passage of any application for a temporary variance from any standard or regulation.

Each employee shall be given the opportunity to participate in any hearing which concerns an application for a variance from a standard.

Any employee who may be adversely affected by a standard or variance issued pursuant to this Program Plan may file a petition with the Safety Coordinator or County Executive’s Office.

Any employee who has been exposed or is being exposed to toxic materials or harmful physical agents in concentrations or at levels in excess of that provided for by an applicable standard shall be notified by the employer and informed of such exposure and corrective action being taken.

Subject to regulations issued pursuant to this Program Plan, any employee or authorized representative(s) of employees shall be given the right to request an inspection.

No employee shall be discharged or discriminated against because such employee has filed any complaint or instituted or caused to be instituted any proceedings or inspection under, or relating to, this Program Plan.

Any employee who believes he or she has been discriminated against or discharged in violation of these sections may, within thirty (30) days after such violation occurs, have an opportunity to appear in a hearing before the County Executive and the Safety Coordinator for assistance in obtaining relief or to file a complaint with the Commissioner of Labor and Workforce Development alleging such discrimination.

A copy of the Occupational Safety and Health Program Plan for the Employees of Warren County, Tennessee is available for inspection by any employee at the County Executive Administrative Offices during regular office hours.

___________________________________________________________________________________________Signature: Jimmy Haley, County Executive of Warren County, Tennessee Date

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APPENDIX - III PROGRAM PLAN BUDGET

STATEMENT OF FINANCIAL RESOURCE AVAILABILITY

Be assured that Warren County, Tennessee has sufficient financial resources available or will make sufficient financial resources available as may be required in order to administer and staff its Occupational Safety and Health Program Plan and to comply with standards.

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APPENDIX – IV ACCIDENT REPORTING PROCEDURES

Recommendations for Employers with 251-Plus Employees

Employees shall report all accidents, injuries, or illnesses to their supervisors as soon as possible, but not later than two (2) hours after their occurrence. The supervisor will provide the administrative head of the department with a verbal or telephone report of the accident as soon as possible, but not later than four (4) hours, after the accident. If the accident involves loss of consciousness, a fatality, broken bones, severed body member, or third degree burns, the Safety Coordinator will be notified by telephone immediately and will be given the name of the injured, a description of the injury, and a brief description of how the accident occurred. The supervisor will then make a thorough investigation of the accident or illness (with the assistance of the Safety Coordinator, if necessary) and will complete a written report on the accident or illness and forward it to the Safety Coordinator within seventy-two (72) hours after the accident, injury, or first report of illness and will provide one (1) copy of the written report to the record keeper.

Since Workers Compensation Form 6A or OSHA NO. 301 Form must be completed; all reports submitted in writingto the person responsible for recordkeeping shall include the following information as a minimum:

1. Accident location, if different from employer’s mailing address and state whether accident occurred on premises owned or operated by employer.

2. Name, social security number, home address, age, sex, and occupation (regular job title) of injured or ill employee.

3. Title of the department or division in which the injured or ill employee is normally employed.4. Specific description of what the employee was doing when injured.5. Specific description of how the accident occurred.6. A description of the injury or illness in detail and the part of the body affected.7. Name of the object or substance which directly injured the employee.8. Date and time of injury or diagnosis of illness.9. Name and address of physician, if applicable.10. If employee was hospitalized, name and address of hospital.11. Date of report.

NOTE: A procedure such as one of those listed above or similar information is necessary to satisfy Item Number 4 listed under PROGRAM PLAN in Section V. ADMINISTRATION, Part b of the Tennessee Occupational Safety and Health Plan. This information may be submitted in flow chart form instead of in narrative form if desired. These procedures may be modified in any way to fit local situations as they have been prepared as a guide only.

The necessity for reporting injuries in a timely manner is emphasized by the new reporting requirements from the Tennessee Occupation Safety and Health Administration. These reporting requirements implemented in 2015 cover very specific types of injuries and seriousness of injuries. The reporting requirements are as follows:

Report a Fatality or Severe Injury. All employers are required to notify OSHA when an employee is killed on the job or suffers a work-related hospitalization, amputation, or loss of an eye. A fatality must be reported within 8 hours. An in-patient hospitalization, amputation, or eye loss must be reported within 24 hours.

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Agenda Item No: 2

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Lauren HennesseeSubmitting Department: County Executive’s Office Item Type: ApprovalsAgenda Section: NEW BUSINESS

Subject:Warren County Personnel Policy Update

Suggested Action:

Attachments:Warren County Personnel Policy 2020 (1).docx

Edits to Warren County Personnel Policy.docx

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https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/623781/Warren_County_Personnel_Policy_2020__1_.pdf

https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/623782/Edits_to_Warren_County_Personnel_Policy.pdf

WARREN COUNTY, TENNESSEE

GOVERNMENT PERSONNEL POLICY

April 1998

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TABLE OF CONTENTS

PAGEWELCOME AND OBJECTIVES 1INTRODUCTION AND GETTING ACQUAINTED 1CONTINUOUS SERVICE AND HEALTH INSURANCE 2PERSONNEL POLICIES DEFINITIONS AND PART-TIME EMPLOYEES 3EMPLOYMENT-AT-WILL AND PERSONNEL FILES 4IMMIGRATION PAPERS 4HOLIDAYS 4VACATION TIME 5SICK LEAVE 6VOTING LEAVE 7JURY AND COURT DUTY 7BEREAVEMENT LEAVE 7MILITARY LEAVE 8TERMINATION PAY 8IN-LINE-OF-DUTY INJURY LEAVE 8LEAVE WITHOUT PAY 8LEAVE ASSOCIATED WITH PANDEMIC 9BREAKS AND MEALTIME 9MATERNITY LEAVE 9FAMILY AND MEDICAL LEAVE 11

WORKWEEK, OVERTIME, AND COMPENSATORY TIME 17TIME RECORDS, OVERTIME RATE AND CHILD LABOR PROVISIONS 17EMPLOYEES COVERED BY THE FLSA 17TRAINING PROGRAMS 17TRAVEL TIME 18FLSA EXEMPTIONS 18TIME OF PAYMENT 19MINIMUM WAGE PROVISIONS 19DEDUCTIONS ALLOWED FROM CHECK 20PUBLIC SAFETY EMPLOYEES DEFINED 20LAW ENFORCEMENT PERSONNEL 20COMPENSABLE HOURS 21

SEXUAL HARASSMENT 25DISCRIMINATION STATEMENT 25EQUAL EMPLOYMENT OPPORTUNITY POLICY INCLUDING THE LAWS 25ALCOHOL AND ILLEGAL DRUGS IN THE WORKPLACE 36ALCOHOL AND CONTROLLED SUBSTANCES TESTING FOR SAFETY-SENSITIVE POSITIONS 37-51EMPLOYEE ACKNOWLEDGEMENT FORM 54COMPENSATORY TIME AGREEMENT FORM 55EMPLOYMENT ELIGIBILITY VERIFICATION FOR I-9 (NOT INCLUDED)EMPLOYEE TIME RECORD (NOT INCLUDED)OUR RIGHTS UNDER FAMILY AND MEDICAL LEAVE ACT POSTER (NOT INCLUDED)

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TABLE OF CONTENTS - CONTINUED

REQUEST FOR LEAVE FORM (NOT INCLUDED)FMLA LEAVE APPROVAL FORM (NOT INCLUDED)FITNESS-FOR-DUTY CERTIFICATION FORM (NOT INCLUDED)FMLA PHYSICIAN CERTIFICATION FORM (NOT INCLUDED)FLA CERTIFICATION FOR EMLOYEE’S ILL FAMILY MEMBER (NOT INCLUDED)

ADDENDUM – WARREN COUNTY HIGHWAY DEPARTMENT 56-57

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WELCOME

We are pleased to have you join Warren County, Tennessee’s work force, and we look forward to a long and mutually rewarding association. As a new member of our team, you probably want to know certain things about your job.

This handbook has been designed to introduce you to Warren County as your employer, and to aid you throughout your tenure. We recommend that you read it thoroughly and keep it handy for ready reference. Please remember, however, that the handbook is only a guide. The policies contained herein are the result of ears f thoughtful planning and experience. Neither the handbook nor any of the individual terms constitutes or represents contractual commitments between Warren County and its employees or modifies the prevailing employment-at-will relationship. For additional information on the subjects covered in this handbook, or any other subjects relative to your job please contact your supervisor.

BASIC OBJECTIVES

The purpose of these policies is to bring into the service of Warren County the high degree of understanding, cooperation, efficiency, and unity which comes through systematic application of good procedures in personnel administration, and to provide a uniform policy for affected employees, with all the benefits such a program insures. The fundamental objectives of good personnel administration south to be achieved by these policies are:

1) To promote and increase efficiency and responsiveness to the public and economy in Warren County Government.

2) To provide fair and equal opportunity to all qualified citizens to enter Warren County employment based on demonstrated merit and fitness as ascertained through fair and practical methods of selection.

3) To develop a program of recruitment and advancement which will make Warren County service attractive as a career and encourage each employee to render his/her service.

4) To establish and promote high morale among Warren County employees by providing good working relationships, a uniform personnel policy, opportunity for advancement, and consideration for employees’ needs and desires.

INTRODUCTION

In Warren County Government all of us work together to create an atmosphere of cooperation and teamwork where each employee is assured of dignity and respect. Local Government is committed to doing everything possible to continue to improve this excellent working relationship.

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Your ideas and suggestions for improving our procedures and policies are encouraged and welcomed.

Warren County, Tennessee is committed to provide equal employment opportunity without regard to race, color, religion sex, national origin, age, or qualified persons with disabilities. It is our policy to fulfill our equal opportunity commitment in all employment areas, including recruitment, hiring, upgrading, training, compensation, and other benefits. Discrimination in public accommodations, any state and local government services or against the disabled (as defined in the Americans with Disabilities Act) shall not be practices and will not be tolerated.

The continued success and progress of Warren County requires that we provide efficient and quality services at the lowest possible costs to the taxpayers. It is imperative, therefore that the most qualified individuals are employed and appropriately placed to utilize their maximum potential.

Individual ability is to be determined by job training, work experience education, work performance and personal characteristics which bear upon the requirements of the immediate job and future jobs to which the individual may progress.

GETTING ACQUAINTED

You were selected for your job with Warren County because we believe you have the qualifications required. During the first six months or “probationary period” you are encouraged to ask questions and evaluate your job and the opportunities you will have as a part of the County work force. Continual progress should occur during the probationary period. Lack of improvement may cause the probationary period to be abbreviated. If you or the Department Head determine that your abilities are not commensurate with the job requirements, termination may occur at any stage of the probationary period.

During the six months probationary period, employees are not eligible for benefits such as holiday pay, medical or personal leave, etc. Probationary employees are eligible for Death-In-Family Pay, Jury Duty Pay and Military leave.

Temporary employees may be hired for pre-determined assignments for pre-determined periods of time. Temporary employees are not eligible for benefits and do not accrue seniority. Should conditions warrant, temporary employees may be re-classified as regular or full-timeemployees and build seniority and benefit privileges as do other employees.

CONTINUOUS SERVICE

The continuous service of an employee shall consist of the length of unbroken employment with the County. It starts when an employee has completed a six-month probation period and shall date from the time they were first hired. It is a fair way to give employment

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security to employees with longer service, also encourages employees to remain with the County. In matters of promotion, transfer, and layoff, continuous service shall be one of the factors in addition to a consideration of your interest, ability, experience quality, quantity, attendance, attitude, job knowledge, initiative, and cooperation. Your length of service will be broken if you:

1) Voluntarily leave or are discharged for cause.

2) Are absent for more than three working days without notifying your supervisor.

INSURANCE

Warren County provides, at the option of the employee, a group medical insurance plan for you and your family. You are enrolled immediately upon employment and usually, the first day of the month following a thirty-day waiting period, is the effective date of coverage. The County pays one hundred seventy-five ($175.00) County contribution as additional compensation. The effective date of coverage is subject to change…. check with the insurance clerk.

An individual covered by the employee health plan has the right to seek continued health coverage upon the occurrence of certain events, such as termination of employment, which might affect that individual’s coverage. The employee or covered individual should consult the health care plan administrator.

PERSONNEL POLICIES DEFINITIONS

“Full-Time Regular Employees” are those who are hired to work the County’s normal, full time, thirty-eight (38) hour workweek on a regular basis. These employees may be “exempt” or non-exempt” as defined below.

“Part-Time Regular Employees” are those who are hired to work fewer than thirty-eight (38) hours per week on a regular basis. These employees may be “exempt” or “non-exempt” as defined below.

“Temporary Employees” are those who are engaged to work either full time or part time with the understanding that their employment will terminate upon the completion of a specific assignment. These employees may be “exempt” or “non-exempt” as defined below.

“Exempt Employees” are those who are not required to be paid overtime, in accordance with federal wage and hour laws, for hours worked over forty (40) in a workweek. Executive employees, professional employees, and certain employees in administrative positions are typically exempt.

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“Non-exempt Employees” are those who are required to be paid overtime at time and one-half of their regular rate of pay in accordance with federal wage and hour laws, for hours worked over forty (40) in a workweek.

“Newly Hired Employees” are those who have been employed by the County for less than six months. These employees accrue no benefits. They may either be “exempt” or “non-exempt”. In this manual, these employees are also referred to as “probationary employees”.

PART-TIME EMPLOYEES

A part-time regular employee designation will be used for those employees whose regular assigned work schedule includes less than thirty-eight (38) hours per week…the benefits set out in this manual are intended to apply only to regular full-time employees. These policies are not intended to establish paid leave of any kind for part-time regular employees.

EMPLOYMENT-AT-WILL

No policy, benefit, or procedure contained herein creates an employment contact for any period of tie. All employees will be considered as employees-at-will. Employees may be terminated for failure to satisfactorily perform their duties or simply at the will of the employer, but they shall not be terminated for a discriminatory or illegal purpose.

PERSONNEL FILES

An individualized personnel file will be maintained on each employee. It is the responsibility of each employee to provide accurate information to the employer. Employees are also responsible for reporting to the employer any change in the information which they have previously provided. Personnel files shall be kept in a locked, secure area. No person other than the Department Head or their designate shall have access to an employee personnel file. An employee or a person the employee designates, in writing, may inspect the contents of their file. An employee or former employee may authorize, in writing, disclosure of information from their personnel file. It is unlawful for any person to knowingly make a false entry in, or false alteration of information in a personnel file.

IMMIGRATION PAPERS

Upon initial employment, all employees are required to attest that they are lawfully eligible to work in the United States. Employees are further required to supply to the employer copies of documents proving this eligibility.

HOLIDAYS

Observed Holidays:

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The following holidays will be declared official holidays, and employees will be excused from work without charge to leave:

New Year’s Day – January 1Dr. M. L. King Day – Third Monday in JanuaryPresident’s Day – Third Monday in FebruaryGood Friday – Friday before EasterMemorial Day – Last Monday in MayIndependence Day – July 4Labor Day – First Monday in SeptemberVeteran’s Day – November 11Thanksgiving Day – Fourth Friday in NovemberFriday after Thanksgiving – Fourth Friday in NovemberChristmas Eve – December 24Christmas Day – December 25

1) When a holiday falls on Saturday, the Friday prior to the holiday is substituted. On the occasions when Christmas Day falls on Monday, the Christmas Eve holiday will be observed on Friday preceding Christmas Day. On those occasions when Christmas falls on Saturday, the Christmas holiday will be observed on the subsequent Monday.

2) Special Pay Provisions – Every effort will be made to allow all employees off on each designated holiday. If it is necessary for an employee to work on a holiday, the employee will be compensated at a rate which is one and one-half times the employee’s regular rate of pay for the hours actually worked. The employee may elect to receive compensatory time which will be earned at the rate of one and one-half hours for each hour actually worked during the holiday.

VACATION TIME

1) Vacation Per Year

Vacation time will not accrue until the employee has completed twelve (12) months of service. At that time, the employee will have five (5) days of vacation per year for years one through three. From the fourth year through the eleventh year of employment, two (2) weeks of vacation time shall be earned per year. Service from the twelfth year and beyond shall earn three (3) weeks of vacation tie per year. Part time employees do not qualify for vacation time.

2) Accumulation of Vacation Time

Vacation time may not be accumulated and carried forward to the next year.

3) Use of Vacation Time

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Vacation leave may be used only at times approved in advance by employer. Vacation requests will be honored to the extent possible. If two or more employees request vacation for the same period, it will be the employer’s decision if this will create a hardship upon the department. If it is determined that it is not possible for both employees to be on vacation at the same time, the request of the employee with seniority will be honored. No other employee may give or loan vacation time to another employee.

SICK LEAVE

1) Earning and Accumulating Sick Days

Sick Leave shall be considered a benefit and privilege and not a right. Full time employees will receive full pay during incapacity caused by illness if sick leave is taken. Sick leave is earned at the rate of one day per month (twelve days per year). There is a maximum accumulation of sixty (60) sick leave days.

If an employee is in a paid status of one-half of the month or more, he/she will be credited with one day of sick leave for the month. Otherwise, he/she will not accrue any time for the month.

2) General sick Leave Rules and Procedures

a) Use of Sick Leave

An employee may utilize sick leave allowance for absence due to his/her own illness or injury. Sick leave may also be used for appointments with a licensed doctor, dentist, or recognized practitioners. When appropriate, a partial sick day may be used rather than a full day. Employees who become ill during the period of their vacationmay request that their vacation be temporarily terminated, and the time changed to sick leave. However, such request must be justified by means of a doctor’s statement upon return to work. No employee may give or load sick leave time to another employee.

b) Documentation of Sick Leave

Employees are required to notify the employer as early as possible on the first day of their sick leave absence. An employee who claims sick leave may, at the discretion of the employer, be required to furnish a certificate from a physician stating the nature of the sickness or injury. The doctor’s statement should also provide that said employee has been incapacitated for work for the period of his/her absence, and that he/she is again physically able to perform his/her duties.

c) Exhaustion of Sick Leave

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Employees who have used all their accumulated sick leave will not receive financial compensation for additional days needed due to illness or injury. For any additional time needed, the employee will be considered as on a leave without pay status unless the employee has any accumulated vacation time or comp time remaining. The employee may request that additional sick leave be credited against the remaining vacation or comp time.

VOTING LEAVE

Any person entitled to vote in an election in this state may be absent from work to vote while the election polls are open for a period not to exceed two (2) hours. The employer may specify the time the employee may be absent. The employee will receive regular compensation during this period and leave time will not be affected. Voting time shall not be counted as working time for overtime computation.

JURY AND COURT DUTY

It is desirous for all employees to fulfill their duty to serve as members of juries or to testify when called in both Federal and State Courts. Therefore, the following procedures shall regulate when an employee is called for jury duty or subpoenaed to court:

1) The employee will be granted a leave of absence to appear in Federal or State Court as a witness or juror.

2) The employee will receive his/her regular compensation during the time he/she is serving jury duty.

3) The employee may retain all compensation or fees which he/she receives for serving as a juror.

4) If the employee is relieved from court or jury duty during working hours, the employee must report back to his/her employer.

5) The above provisions concerning compensation for time in court do not apply if the employee is involved in private litigation. On these occasions, the employee must take vacation leave, comp time, or leave without pay.

BEREAVEMENT LEAVE

In case of a death in the employee’s immediate family, the employee will be given three (3) working days paid leave which will not be charged to vacation or sick leave. Immediate family shall be defined as spouse, parent, children, brothers, sisters, stepbrothers, stepsisters, half-

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brothers, half-sisters, mother-in-law, father-in-law, grandparents, and grandchildren of the employee, and legal guardians or dependents.

MILITARY LEAVE

1) Full time employees who are members of any military reserve component will be granted military training leave for such time as they are in the military service on field training or active duty for periods not to exceed fifteen (15) working days per calendar year. This time may not be used for weekend drills. Such requested leave shall be supported with copies of the armed forces orders.

2) Full time employees who are members of a military reserve unit who have completed their military training duty for the calendar year, and are reactivated for additional training, will be allowed an additional fifteen (15) days military leave if the additional military training:

a) Occurs during the same calendar year, andb) Fulfills the employee’s military training obligation for the subsequent calendar year.

3) During such time that the employee is on military training leave, he/she shall receive full pay and benefits to which he/she would otherwise be entitled.

TERMINATION PAY

Any employee whose services are being terminated, either voluntarily or involuntarily, shall be paid for all regular earnings which are due to accrued plus all accrued vacation time, overtime, and compensatory time. The employee will not be compensated for any unused sick leave days. In the event of death, the amount owing to the employee shall be paid to his/her estate or to the surviving spouse as may be required by law.

IN-LINE-OF-DUTY INJURY LEAVE

Any employee sustaining an injury or an illness during the course and scope of his employment which is determined to be compensable under the provisions of the Worker’s Compensation Law shall be entitled to receive in-line-of-duty injury leave. This leave shall not be counted against any accrued sick leave which the employee has accumulated. Benefits which are receivable by the employee will be determined by the provisions of the Worker’s Compensation Law.

LEAVE WITHOUT PAY

Any employee, at the discretion of the employer, may be granted leave without pay for sufficient reason as determined by the employer. During the period of absence, the employee

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will not accrue vacation sick leave, or other benefits. The absence without pay leave shall not extend for a period more than one year.

LEAVE ASSOCIATED WITH PANDEMIC

Any employee who is personally, or whose family, is personally impacted by a pandemic event could apply for a leave of absence under the provisions of the Operational Pandemic Plan. The Pandemic Plan will cover the level of benefit available to the employee as determined by the Federal, State, and Local government entities. This leave shall not be counted against any accrued sick leave or other benefits which the employee has accumulated.

BREAKS

Employees may take one (1) fifteen (15) minute rest period for each four (4) hours worked. Such rest periods shall be considered a privilege and not a right and shall never interfere with proper performance of the work responsibilities and work schedule of each department. Break time shall not reduce working time under FLSA.

WORK SCHEDULE AND MEALTIME

Employees shall work a set schedule Monday through Thursday, from 8:00 a.m. until 4:30 p.m. and Friday from 8:00 a.m. until 5:00 p.m. with one hour, during which the employee is totally relieved of all duties, for lunch. Lunch period schedules shall be staggered in such a way that no office or Department will be closed for lunch.

MATERNITY LEAVE

Maternity Leave – T.C.A. 4-21-408. Tennessee law requires that the following provisions be included in this Personnel Manual. The provisions may or may not apply, depending upon the circumstances.

1) A female employee who has been employed by the same employer for at least twelve (12) consecutive months as a full time employee, as determined by the employer at the job site or location, may be absent from such employment for a period not to exceed four (4) months for pregnancy, childbirth, and nursing the infant, where applicable (such period to be hereinafter referred to as “maternity leave”).

2) (a) A female employee who gives at least three months’ advance notice to her employer of her anticipated date of departure for maternity leave, her length of maternity leave, and her intention to return to full time employment after maternity leave, shall be restored to her previous or a similar position with the same status, pay, length of service credit, and seniority, wherever applicable, as of the date of her leave.

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(b) A female employee who is prevented from giving three (3) months’ advance notice because of a medical emergency which necessitates that maternity leave begin earlier than originally anticipated, shall not forfeit her rights and benefits under this part solely because of her failure to give three (3) months’ advance notice.

3) (a) Maternity leave will be without pay. Maternity leave shall not affect the employee’s right to receive vacation time, sick leave, bonuses, advancement, seniority, length of service credits, benefits, plans, or programs for which she was eligible at the date of her leave, and any other benefits or rights of her employment incident to her employment position; provided, however, that the employer need not provide for the cost of any benefits, plans or programs during the period of maternity leave unless such employer so provides for all employees on leave of absence.

(b) If an employee’s job position is so unique that the employer cannot, after reasonable efforts fill that position temporarily, then the employer shall not be liable under this part for failure to reinstate the employee at the end of her maternity leave period.

(c) The purpose of this part is to provide leave time to female employees for pregnancy, childbirth, and nursing the infant, where applicable; therefore, if an employer finds that the female employee has utilized the period of maternity leave to actively pursue other employment opportunities or if the employer finds that the employee has worked part time or full time for another employer shall not be liable under this part for failure to reinstate the employee at the end of her maternity leave.

(d) Whenever the employer shall determine that the employee will not be reinstated at the end of her maternity leave because her position cannot be filled temporarily or because she has used maternity leave to pursue employment opportunities or to work for another employer, the employer shall so notify the employee.

4) Nothing contained within the provisions of this law shall be construed:

(a) To affect any bargaining agreement or company policy which provides for greater or additional benefits than those required under this part.

(b) To requirement any employer to provide maternity leave to male employees; or

(c) To apply to any employer who employs fewer than one hundred (100) full time employees on a permanent basis at the job site or location.

5) Leave taken under T.C.A.4-21-409 will run concurrently with any leave to which the employee may be entitled under the Federal Medical Leave Act or otherwise. Employees may obtain a copy of the Tennessee Maternity Leave Law by contacting the County Executive at the Courthouse or calling (931) 473-2505.

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FAMILY AND MEDICAL LEAVE POLICY

Purpose: To provide a family and medical leave policy in compliance with Public Law 103-3, titled Family and Medical Leave Act of 1993.

Guideline:

1) Definitions:

a) Eligible Employee: Eligible employees are those who have been employed for at least twelve (12) months, who have provided at least one thousand two hundred fifty (1,250) hours of service during the twelve (12) months before leave is requested, and who work at a worksite where at least fifty (50) employees are on the payroll (either at that site or within a seventy-five (75) mile radius).

b) Parent: Mother or Father of an employee, or an adult who had day to day responsibility for caring for the employee during his childhood years in place of the naturel parents.

c) Son or Daughter/Child: Biological, adopted or foster child a stepchild, legal ward, or child of a person standing in loco parentis, who are under the age of eighteen (18) years. Children who are eighteen (18) years or older qualify, if he or she is incapable of self-care because of mental or physical disability.

d) Serious Health Condition: An illness, injury, impairment, or physical or mental condition involving either inpatient care or continuing treatment by a health care provider. Examples of serious health conditions include but are not limited to heart attacks, hear conditions requiring heart bypass or valve operations, most cancers, back conditions requiring extensive therapy or surgical procedures, strokes, severe respiratory conditions, spinal injuries, severe arthritis, etc.

2) Leave Provisions:

a) An eligible employee may take up to twelve (12) weeks of unpaid leave in a twelve (12) month period for the birth of a child or the placement of a child for adoption or foster care. Under the Tennessee Maternity Leave Act, a female employee may take an additional four (4) weeks of unpaid leave if the three (3) months advance notice has been compiled with. Leave may also be taken to care for a child, spouse, or a parent who has a serious health condition.

b) The right to take leave applies equally to male and female employees who are eligible.

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c) Unpaid leave for the purposes of care for a newborn child or a newly placed adopted or foster care child must be taken before the end of the first twelve (12) months following the date of birth or placement.

d) An expectant mother may take unpaid medical leave upon the birth of the child, or prior to the birth of her child for necessary medical care and if her condition renders her unable to work. Similarly, for adoption or foster care, leave may be taken upon the placement of the child or leave may begin prior to the placement if absence from work is required for the placement to proceed.

e) An employee may take unpaid leave to care for a parent or spouse of any age who, because of a serious mental or physical condition, is in the hospital or other health care facility. An employee may also take leave to care for a spouse or parent of any age who is unable to care for his or her own basic hygiene, nutritional needs, or safety. Examples include a parent or spouse whose daily living activities are impaired by such conditions as Alzheimer’s disease, stroke, or who is recovering from major surgery, or who is in final stages of terminal illness.

f) Eligible employees, who are unable to perform the functions of the position held because of a serious health condition, may request up to twelve (12) weeks unpaid leave. The term “serious health condition” is intended to cover conditions or illnesses that affect an employee’s health to the extent that he or she must be absent from work on a recurring basis or for more than a few days for treatment or recovery.

g) Employees requesting medical leave due to their own illness or injury must use any balance of sick leave, annual leave, floating holidays prior to unpaid leave beginning. The employer requires the use of available paid leave. The combination of sick leave, annual leave, floating holidays, and unpaid leave may not exceed twelve (12) weeks. Employees requesting family leave must use unpaid leave. The employer requires annual leave, floating holidays, and other paid leave to be taken first. The combination of annual leave, floating holidays and unpaid leave may not exceed twelve (12) weeks.

h) During periods of unpaid leave, an employee will not accrue any additional seniority or similar employment benefits during the leave period.

i) If spouses are employed by the same employer and wish to take leave for the care of a new child or sick parent, their aggregate leave is limited to twelve (12) weeks. For example, if the father takes eight (8) weeks of leave to care for a child, the mother would be entitled to four (4) weeks leave, for a total of twelve weeks (12) weeks of leave.

3) Notification and Scheduling:

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a) An eligible employee must provide the employer at least thirty (30) days advance notice of the need for birth, adoption, or planned medical treatment, when the need for leave is foreseeable. This thirty (30) day advance notice is not required in cases of medical emergency or other unforeseen events, such as premature birth, or sudden changes in a patient’s condition that require a change in scheduled medical treatment.

b) Parents who are awaiting the adoption of a child and are given little notice of the availability of the child may also be exempt from this thirty (30) day notice.

4) Certification:

a) The employer reserves the right to verify an employee’s request for family/medical leave.

b) If an employee requests leave because of a serious health condition or to care for a family member with a serious health condition, the employer requires that the request be supported by certification issued by the health care provider of the eligible employee or the family member as appropriate. If the employer has reason to question the original certification, the employer may, at the employer’s expense require a second opinion from a different health care provider chosen by the employer. That health care provider may not be employed by the employer on a regular basis. If a resolution of the conflict cannot be obtained from by a second opinion, a third opinion may be obtained from another provider and that opinion will be final and binding.

c) This certification must contain the date on which the serious health condition began, its’ probable duration, and appropriate medical facts within the knowledge of the health care provider regarding the condition. The certification must also state the employee’s need to care for the son, daughter, spouse, or parent and must include an estimate of the amount of time that the employee is needed to care for the family member.

d) Medical certifications given will be treated as confidential and privileged information.

e) An employee will be required to report periodically to the employer the status and the intention of the employee to return to work.

f) Employees who have taken unpaid leave under this policy must furnish the employer with a medical certification from the employee’s health care provider that the employee is able to resume work before return is granted.

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5) Maintenance of Health and COBRA Benefits During Unpaid Leave:a) The employer will maintain health insurance benefits, paid by the employer

for the employee, during periods of unpaid leave without interruption. Any payment for family coverage/s premiums, or other payroll deductible insurance policies, must be paid by the employee or the benefits may not be continued.

b) The employer has the right to recover from the employee all health insurance premiums paid during the unpaid leave period if the employee fails to return to work after leave. Employees who fail to return to work because they are unable to perform the functions of their job because of their own serious health condition or because of the continued necessity of caring for a seriously ill family member may be exempt from the recapture provision.

c) Leave taken under this policy does not constitute a qualifying event that entitles an employee to COBRA insurance coverage. However, the qualifying event triggering COBRA coverage may occur when it becomes clearly known that an employee will not be returning to work, and therefore ceases to be entitled to leave under this policy.

6) Reduced and Intermittent Leave:

a) Leave taken under this policy can be take intermittently of on a reduced leave schedule when medically necessary as certified by the health care provider. Intermittent or reduced leave schedules for routine care of a new child can be taken only with approval of the employer. The schedule must be mutually agreed upon by the employee and the employer.

b) Employees on intermittent or reduced leave schedules may be temporarily transferred by the employer to an equivalent alternate position that may better accommodate the intermittent or reduced leave schedule.

c) Intermittent or reduced leave may be spread over a period of time longer than twelve (12) weeks but will not exceed the equivalent of twelve (12) workweeks total leave in one twelve (12) month period.

7) Restoration:

a) Employees who are granted leave under this policy will be reinstated to an equivalent of the same position held prior to the commencement of their leave.

b) Certain highly compensated key employees, who are salaried and among the 10% highest paid employees, may be denied restoration. Restoration may be denied if (A)

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the employer shows that such denial is necessary to prevent substantial and grievous economic injury to the employer’s operations, (B) the employer notifies the employee that it intends to deny restoration on such basis at the time the employer determines that such injury would occur, and (C) in any case in which the leave has commenced, the employee elects not to return to work within a reasonable period of time after receiving such notice.

8) The 12-Month FMLA Period:

The twelve (12) month period during which an employee is entitled to twelve (12) workweeks of FMLA leave is measured forward from the date the employee’s first FMLA leave begins. An employee is entitled to twelve (12) weeks of leave during the twelve (12) month period after the leave begins. He next twelve (12) months period will begin the first time the employee requests FMLA leave after the completion of the previous twelve (12) month period.

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WAGE AND HOUR POLICIES

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WAGE AND HOUR POLICIES

WORKWEEK

The workweek for employees of Warren County begins at 12:01 a.m. on Sunday and ends at 12:00 midnight on Saturday each week. The regular workweek for Warren County employees is thirty-eight (38) hours. Employees who are paid on an hourly basis will receive compensation at their regular rate of pay for all hours worked up to and including forty (40) in the workweek. The salary paid to salaried employees is compensation for all hours worked by such employees up to and including forty (40 in the workweek. The actual work schedule for each employee will be arranged by that employee’s supervisor.

OVERTIME

“Overtime” is defined as time worked more than forty (40) hours in a workweek. Non-exempt employees, as defined herein, who work over forty (40) hours in a workweek are entitled to compensation for such hours either in cash at the rate of one and one-half times their regular rate of pay, or (with a prior agreement or understanding between the employer and employee) compensatory time off at the rate of one and one-half hour for each hour of overtime worked. Employees shall not work overtime without first receiving the approval of their supervisor. Any employee who works overtime without obtaining advance approval of the supervisor as required may be subject to disciplinary action, up to and including termination of employment.

COMPENSATORY TIME

Compensatory time may be given to those employees who work overtime as provided in the section on “Overtime” and with whom the County has a prior agreement or understanding that the employee will accept compensatory time in lieu of cash payment for overtime. Employees are encouraged to use their accrued compensatory time, and the County will make every effort to grant reasonable requests for the use of compensatory time when sufficient advance notice is given, and the workplace is not unduly disrupted. The maximum number of compensatory time hours that employees in public safety, or emergency response may accrue is four hundred eighty (480) hours – which represents three hundred twenty (320) hours of overtime work. Other employees may accrue up to two hundred forty (240) hours – which represents one hundred sixty (160) hours of actual overtime worked. Any employee who has reached this maximum shall not work any additional overtime until the employee’s accrued compensatory time has fallen below the maximum allowed, unless the employee receives advance written authorization and receives payment in cash for any such additional overtime. The County reserves the right at any time to pay an employee in cash for any or all accrued compensatory time.

TIME RECORDS

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Employees are required to record their hours worked on the forms for this purpose. Both,exempt and non-exempt employees are required to fill in this form daily, and at the end of the workweek, sign and forward them to your supervisor for review and processing. Please ensure that your actual hours worked and leave time taken are recorded accurately. Falsifying these records is a crime under T.C.A. #39-16-504.

OVERTIME RATE

An employee who works overtime will receive overtime pay at the rate of time and one-half. An employee’s annual salary divided by fifty-two (52) weeks determines his weekly salary. The weekly salary is then divided by the number of hours in a normal workweek to determinethe regular hourly rate of pay. The rate will be multiplied by one and one-half to determine the overtime rate of pay which will be paid for all hours worked over forty (40) during a week unlesscompensatory time is given. No additional compensation will be paid for hours worked under forty (40).

CHILD LABOR PROVISIONS

The child labor provisions of FLSA (Fair Labor Standards Act) are designed to protect the educational opportunities of minors and prohibit their employment in jobs and under conditions detrimental to their health or well-being. Warren County strictly adheres to this policy.

EMPLOYEES COVERED BY THE FLSA (Fair Labor Standards Act)

The FLSA is applicable to employees of counties, including full-time and part-time employees unless specifically exempted by some other provision of the law. The simple payment of a salary in lieu of an hourly wage, without complying with the other requirements for specific exemptions, will not remove an employee from the provisions of the FLSA.

TRAINING PROGRAMS

Attending an independent trade school or pursuing a correspondence course outside regular working hours is not compensable work, regardless of whether it is job-related. Taking courses in a public school or training in a government-sponsored on-the-job training program is not compensable if outside regular working hours.

TRAVEL TIME

The employer generally is not responsible for time spent by the employee in traveling from home to the place of principal activity (home-to-work). Traveling by an employee from one jobsite during the workday is compensable work. Travel from an outlying job at the end of the scheduled workday to the employer’s premises is compensable.

EXEMPTIONS

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Individuals who hold “public elective office” are exempt from FLSA minimum wage and overtime provisions. This exemption applies to individuals who meet the following requirements:

1) The individual is not subject to civil service laws of the State, or political subdivision; and

2) Holds a public elective office of that State or political subdivision; or

3) Is appointed by an officeholder to serve on a policymaking level or as an immediate adviser with respect to the constitutional or legal powers of the office.

When a publicly elected official appoints an individual to serve on a policy-making board or commission, such an appointed individual is not covered by the FLSA.

A volunteer is an individual who performs a service for civic, charitable, or humanitarian reasons, without promise, expectation, or receipt of compensation. These services must be offered freely and without pressure or coercion, direct or implied, from the employer. Individuals performing volunteer services for Warren County will not be regarded as employees for purposes of the FLSA.

Prisoners who are required to work by or for the government are not considered employees under the FLSA and need not be paid minimum wages or overtime. Inmate labor must be work for or is required work by the government having custody of the prisoner. If inmates are contracted out, this creates an employment relationship requiring the payment of wages in accordance with the FLSA.

The FLSA provides an exemption for three groups of employees, known as the “white collar exemptions”. These exemptions include “executive”, “administrative”, and “professional” employees (EAP), as defined by the FLSA. Even though “white collar” employees are excluded from the provisions about minimum wage and overtime, such employees are not exempt from the equal pay provisions and some of the record-keeping provisions. To qualify for one of these exemptions, an employee must meet each requirement established by the FLSA.

TIME OF PAYMENT

Payment of both regular wage and overtime compensation due to an employee must ordinarily be made at the regular payday for the workweek, or when the pay period covers more than a single week, at the regular payday for the period in which the particular workweek ends. In cases where overtime hours cannot be ascertained in the last workweek of the pay period, overtime payment should not be delayed in no event later than the next payday after such computation can be made.

MINIMUM WAGE PROVISIONS

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Every covered, non-exempt worker is entitled to a minimum wage of not less than the amount currently in effect as established by Federal Law. An employee may be paid weekly, monthly, or some other basis as long as the employee receives at least the current minimum wage for each hour actually worked. Employees may be paid a salary in lieu of hourly compensation so long as the salary meets minimum wage and overtime requirements.

DEDUCTIONS

Deductions will be made to wages for the employee’s share of social security, federal, state, or local taxes, levies, or assessments, without affecting the minimum wage rate. No deduction can be made for any tax which the law requires to be borne by Warren County. If the employer (Warren County) is required by court order to pay monies from wages to a third party under garnishment, wage attachment, or bankruptcy proceedings, such deductions from wages are permissible so long as the employer nor anyone acting on the employer’s behalf derives any profit or benefit from the transaction. Deductions from wages for such items as tools, uniforms, mandatory funding of retirement or insurance plans are not legal to the extent they reduce the wages of employees below the minimum wage or cut into overtime compensation required by FLSA.

PUBLIC SAFETY EMPLOYEES

Public safety personal includes employees engaged in law enforcement activities. FLSA allows the establishment of longer work periods than seven (7) day workweeks for public safety employees of state and local governments. Since these special rules are limited to public agencies, they do not apply in cases in which public safety services are provided to a county under a contract with a private organization.

LAW ENFORCEMENT PERSONNEL

The term “any employee in law enforcement activities” refers to any employee who:

1) Is uniformed or plainclothes member of a body of officers and subordinates who are empowered by State statute or local ordinance to enforce laws designed to maintain public peace and order and to protect both life and property from accidental or willful injury, and to prevent and detect crimes;

2) Has the power to arrest;

3) Is presently undergoing or has undergone or will undergo on-the-job training and/or a course of instruction or study which typically includes physical training, self-defense, firearm proficiency, criminal and civil law principles, investigative and law enforcement techniques, community relations, medical aid and ethics.

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Employees who meet these tests are considered to be engaged in law enforcement activities regardless of their rank or their status as “trainee, “probationary”, or “permanent”, and regardless of their assignment to duties incidental to the performance of their law enforcement activities, such as vehicle or equipment maintenance or support activities. Employees who do not meet each of the above three tests are not engaged in “law enforcement activities”. Not included in the term “law enforcement activities”, are the so called “civilian” employees who engage in support activities such as dispatchers, radio operators, clerks, repair workers, culinary services, teaching psychological, medical, or paramedical services. “Any employee in law enforcement activities” does not include “security personnel in correctional institutions.” A correctional institution is any governmental facilities maintained as part of a penal system for incarceration or detention of persons suspected or convicted of having breached the peace or committed a crime.

Trainees’ attendance at a bona fide police academy when required by Warren County, constitutes engagement in activities only when the employee meets all the applicable tests (except for the power of arrest). If the applicable tests are met, then basic or advanced training is considered incidental to, and part of, the employee’s law enforcement activities.

Law enforcement employees who, at their own option, perform special duty work in law enforcement or related activity for a separate and independent employee (public or private) during their off-duty hours, the hours of work for the separate and independent employer are not combined with the hours worked for the County for purpose of overtime compensation.

COMPENSABLE HOURS

Compensable time is the hours of work for which an employee must be paid under the FLSA. Hours of work include all times during which the employee is on duty or on the employer’s premises available for work or time spent away from the employer’s premises under conditions which prevent the employee from using the time for personal activities. The employer or management must make certain that overtime work it does not want performed is not in fact performed. An employee who is required by the employer to be on duty for less than twenty-four (24) hours is working for purposes of the FLSA even though permitted to sleep or engage in other personal activities when not busy. It makes no difference that an employee is furnished sleeping facilities. There is no sleep time exclusion. Where the employer has elected the special tour of duty rules for law enforcement employees, sleep time cannot be excluded from compensable hours of work, where the employee is on duty for less than twenty-four (24) hours, or were the employee is on duty for exactly twenty-four (24) hours.

Whether or not the time an employee is on call counts as compensable time depends upon the employee’s freedom while on call. An employee who is not required to remain on the employer’s premises and is free to engage in his/her own pursuits, subject only to the understanding that the employee leave word at his/her home or with the employer where he/she can be reached by the employer is not working while “on call”.

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The FLSA requires compensation for all time during which employees are required to wait while on duty even if allowed to leave the job site. Waiting periods are usually of such short duration that the employees cannot use them for their own benefit. Employees who wait before starting their duties because they arrived at the place of employment earlier than the required time are not entitled to be paid for the waiting time. Generally, periods which an employee is completely relieved from duty and which are long enough to enable the employee to use the time effectively for his/her own purposes are not hours worked.

Compensable hours continue to accumulate during times of furlough or modified work schedules when associated with a pandemic event which requires implementation of the full Warren County Pandemic Plan. Individual department managers are responsible for tracking work product and time out of the office for pandemic occurrences.

A Department of Labor letter dated January 2, 1987 addressed the issue of overtime compensation where police officers trade or substitute time with one another and whether it would be permissible for an officer to have part of the officer’s accrued comp time hours transferred to another officer’s comp time to repay for trading time. Such a transfer would not be permissible under the regulations because it would require the employer to maintain a separate recordkeeping system, which is specifically not required by the FLSA.

From time to time, notices prescribed by the Wage and Hour Division must be posted and kept posted in conspicuous places in every establishment where employees work so as to permit them to read notices on the way to or from their place of employment. This poster briefly outlines the FLSA basic requirements.

The Warren County Commission has ultimate responsibility for approving the continuance of pay under Pandemic Plan implementation and any other condition not specifically addressed by the FLSA requirements.

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ANTI-DISCRIMINATION AND SEXUAL HARASSMENT POLICIES

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SEXUAL HARASSMENT

Unfortunately, sexual harassment of one employee by another employee potentially might occur. All employees of this county should be aware that sexual harassment of any type will not be tolerated. If any employee feels that the employee has been subjected to sexual harassment, the employee should immediately report such treatment to the employer in accordance with the procedures set out in this county’s equal employment opportunity policy.

DISCRIMINATION STATEMENT

As an equal opportunity employer, employment will be based upon consideration of the qualifications of all employees or applicants for employment. Discrimination based upon all applicant’s or employee’s race, color, sex, religion, national origin, age, or disability will not be tolerated.

EQUAL EMPLOYMENT OPPORTUNITY POLICY

It is the policy of Warren County that all persons shall have equal employment opportunities regardless of race, color, national origin, sex, age, religion, or disability. Discrimination against any person in recruitment, examination, appointment, training, promotion, retention, discipline, or any other employment practices shall be prohibited. Harassment of employees in any form and for any reason is prohibited.

The personnel policies of this county shall be administered in such manner as to comply fully with the Civil Rights Act of 1964 as amended and other applicable federal and state laws as set out in this policy.

An employee or applicant who feels that he or she has not been afforded equal opportunity for any employment action may file a complaint in accordance with the discrimination complaint procedure with an assurance of protection from harassment and retaliation.

I. THE LAW

In our efforts to achieve equal employment opportunity for everyone in the service ofgovernment for Warren County, we are guided by the intent and mandates of all applicable laws. Major laws governing employment in the public sector include but are not limited to the following:

A. Federal Laws and Regulations

1. Civil Rights Act of 1964, Title VII – makes it unlawful for an employer to discriminate as to hiring, firing, promotion, compensation, terms, conditions, or privileges of employment on the basis of race, color, religion, sex or national

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origin. It also forbids employers to limit, segregate, or classify employees in any way that tends to deprive any individual of employment opportunities or adversely affect his or her employment status because of race, color, religion, sex, or national origin. This also applies to people in apprenticeship, training, and retraining programs. It is also illegal to indicate a preference in advertisements relating to employment.

Major Amendments

a. Pregnancy Act of 1978 – clarified that women affected by pregnancy and related conditions must be treated the same as other applicants and employees on the basis of their ability or inability to work.

b. Guidelines on Discrimination Because Of Sex (1972 and 1980) – establish specific prohibitions of discrimination based on sex and makes sexual harassment a violation of Title VII.

2. Civil Rights Restoration Acts of 1987 – specifies that entire institutions receiving federal funds, rather than just programs or activities receiving the funds, must comply with Civil Rights laws.

3. Executive Order 11246 (as amended by Executive Order 11375) – imposes on government contractors and subcontractors’ obligations parallel to those established by Title VII of the Civil Rights Act. This order also prohibits discrimination on the basis of age or physical disability and requires that contractors take affirmative action to ensure equal opportunity.

4. Fourteenth Amendment to the United States Constitution – declares that no state shall make any law which shall abridge the privileges or immunities of citizens of the United States; nor shall any state deprive any person of life, liberty, or property without due process of law; nor shall any state deny persons within its jurisdiction the equal protection of the laws.

5. Equal Pay Act of 1963 (amendment to the Fair Labor Standards Act) – mandates equal pay for equal work regardless of sex. The benchmarks for a job are skill, effort, responsibility, and working conditions and the exceptions are applications of seniority or a merit system a measure of quality or quality of production or any other factor other than sex.

6. Age Discrimination in Employment Act of 1967 (as amended in 1978) – prohibits age-based employment discrimination against individuals forty (40) years of age or older.

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7. Rehabilitation Acts of 1973 – Section 503 requires employers with federal contracts to take affirmative action for employment of handicapped people. Section 504 forbids discrimination against handicapped persons by any employers receiving federal financial assistance.

8. Americans with Disabilities Act of 1990, Title I – prohibits covered employers from discriminating against a qualified individual with a disability in all areas of employment.

9. Immigration and Nationality Act (Immigration Reform and Control Act of 1986, as amended) – The IRCA establishes sanctions against employers who knowingly recruit or hire illegal aliens. The law prohibits discrimination against foreign nationals by employers who are not covered by Title VII of the Civil Rights Act.

B. State Laws and Regulations

1. Tennessee Anti-Discrimination Act – forbids job discrimination on the basis of race, creed, color, religion, sex, age, or national origin.

2. Tennessee Maternity Leave Law – allows a female employee to take four months leave, paid or unpaid, for pregnancy, childbirth, and nursing the infant.

3. Tennessee Handicapped Discrimination Act – prohibits discrimination against handicapped persons.

4. Tennessee Equal Pay Act – prohibits discrimination in the rate of pay because of sex.

II. GUIDELINES ON DISCRIMINATION

Administrators and supervisors with the government of Warren County are familiar with and will comply with all laws, regulations, and guidelines governing various forms of discrimination. Specific guidelines are summarized in this document. Furthermore, harassment of any person in the form of verbal or physical conduct relating to a person’s race, sex, religion, national origin, or handicap will not be condoned when such conduct:

1. has the purpose or effect of creating an intimidating, hostile or offensive work environment;

2. has the purpose or effect of unreasonably interfering with an individual’s work performance; or

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3. otherwise adversely affects an individual’s opportunities associated with employment.

A. Race Discrimination (Civil Rights Act of 1964, Title VII)

It shall be against the policy of Warren County to discriminate against an individual in employment matters because of that individual’s race.

B. Sexual Discrimination

It is the policy of Warren County that there shall be no discrimination against any individual based on sex. This covers all employment actions and conditions of employment and benefits.

1. Job Policies and Practices (Civil Rights Acts of 1964, Title VII and Equal Pay Act of 1963)

a. Personnel policies do not discriminate on the basis of sex.

b. Employees and applicants of both sexes are equally considered for any positions for which they are qualified.

c. Employment opportunities, wages, hours, conditions of employment and benefits are equally offered to all employees regardless of sex.

d. Marital status shall not be a factor in any employment opportunity or decision.

e. Appropriate physical facilities shall be provided for people of both sexes.

2. Maternity Leave (Pregnancy Acts of 1978 and Tennessee Maternity Leave Law)

Accrued sick leave shall be granted for the time a woman is physically unable to work due to childbirth as documented by her physician. Additional vacation and/or leave without pay may be granted in accordance with State law. The same vacation and/or leave without pay may be granted as paternity of adoption leave.

3. Sexual Harassment (Civil Rights Acts of 1964, Title VII and Guidelines on Discrimination Because of Sex, 1980)

Sexual harassment of any employee is prohibited. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitutes sexual harassment when:

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a. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, or

b. submission to or rejection of such conduct is used as the basis for employment decisions affecting such individual, or

c. such conduct has the purpose of substantially interfering with an individual’s work performance or creating an intimidating, hostile, or offensive work environment.

Sexual harassment can take many forms. It is not limited to overt physical acts. Suggestive comments, jokes of a sexual nature, sexually suggestive objects or pictures, obscene gestures, sexually graphic stories, as well as unwanted touching, can all constitute sexual harassment.

Sexual harassment of any employee shall not be tolerated. No employee shall be allowed to sexually harass, either verbally or physically, another employee; nor shall supervisor allow the harassment of any of his/her employees, either by other employees or by persons not employed by Warren County. It shall be the responsibility of managers and supervisors to take all steps necessary to ensure that the provisions of this policy are enforced. Any complaint of harassment will be investigated immediately, and corrective and/or disciplinary action taken if the charges are found to be true.

C. Religious Discrimination (Civil Rights Act of 1964, Title VII)

Warren County expresses its commitment to prohibit religious discrimination against applicants for employment and employees in all areas of employment and benefits. No distinction based on religion shall apply in employment opportunities, wages, hours of work, other conditions of employment, or benefits.

Efforts will be made to accommodate the religious observance and practices of an employee unless such accommodation is unreasonable and would result in an undue hardship on the conduct of business. In making these decisions, supervisors will consider such factors as:

1. business necessity,

2. financial costs and expenses, and

3. resulting personnel problems.

D. Age Discrimination (Civil Rights Act of 1964, Title VII and Age Discrimination in Employment Act of 1967, as amended)

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The policy of Warren County prohibits age-based discrimination against individuals forty (40) years of age or older. No appointing authority shall be allowed to refuse to hire, to discharge, or otherwise discriminate against any individual with respect to compensation, terms, or privileges of employment because of an individual’s age. Nor will any employee be segregated or classified in such a manner as to deprive him or her job opportunities.

Exceptions:

1. There may be differentials in bona fide employee benefit plans.

2. For some areas of work, age may be a bona fide occupational qualification.

E. National Origin Discrimination (Civil Rights Action of 1964, Title VII and EEOC Guidelines effective December 29, 1980)

1. Policy

It shall be against the policy of Warren County to discriminate because of an individual’s or his or her ancestor’s place of origin or because an individual has the physical, cultural, or linguistic characteristics of a national origin or group. Furthermore, it is against the policy to discriminate for reasons which are grounded in national origin, such as (a) marriage or association with persons of a national origin group; (b) membership in or association with an organization identified with or seeking to promote the interests of national origin groups; (c) attendance or participation in schools, churches, temples, or mosques general used by persons of a national origin group; and (d) because an individual’s name or spouse’s name is associated with a national origin group. There shall be no discrimination based on national origin in any area of employment or condition of employment or in the granting of employment benefits.

2. Citizenship

Warren County requires that all employees be United States citizens or legal resident aliens. Specified classifications require United States citizenship as a bona fide occupational qualification.

F. Handicap Discrimination (State and Local Fiscal Assistance Act of 1972, Rehabilitation Act of 1973, and Americans with Disabilities Act of 1990)

1. Policy

It is the policy of Warren County to assure equal employment opportunity to persons with disabilities on the basis of qualifications and ability to perform the job. There

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shall be no discrimination in terms of employment opportunities, wages, hours of work, or other conditions of employment or benefits.

An individual with a disability is one who has a physical or mental impairment that substantially limits one or more major life activities, a record of such an impairment, or who is regarded as having such an impairment.

2. Application Process

Persons with disabilities are guaranteed the same application process as other applicants. Assistance may be provided when needed, such as the following:

a. A reader may be provided for completing an application or written examination for qualified applicants who are vision-impaired or functionally illiterate.

b. Waiver of a driver license may be requested for qualified disabled applicants who are not allowed to drive.

3. Employment Physical

All new appointees are required to take a physical examination after an offer of employment is made. The physical examination will be conducted at the Warren County Health Department at Warren County expense. If a physical limitation is determined which prevents an otherwise qualified individual from performing the essential functions of the job, the appointee can still retain the position if reasonable accommodation can be made. The possibility of reasonable accommodation shall be determined by the applicant and the employer. Information obtained in the pre-employment physical shall be confidential to the extent allowed by law, except for the following:

a. Supervisors shall be informed of any restrictions on the duties required for reasonable accommodation.

b. Safety personnel shall be informed of any possibility of emergency treatment.

4. Reasonable Accommodation

A department shall make reasonable accommodation to the known physical or mental imitations of an otherwise qualified individual with disabilities. The specific accommodations needed shall be determined jointly by the individual and the employer with technical assistance provided by the ADA Coordinator for Warren County. Reasonable accommodation may include but shall not be limited to:

a. making facilities readily accessible to and usable by persons with disabilities, and

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b. job restructuring, job sharing, or modified work schedule, acquisition or modification of equipment or devices and other similar actions.

In determining whether an accommodation would impose undue hardship on the operation of the department, factors to be considered include:

a. the overall size of the specific work area or program with respect to the number of employees and budget,

b. the type of operation, and

c. the nature and cost of the accommodation needed.

5. Accessibility

Each department is required periodically to survey their programs and physical facilities to determine if they are accessible to persons with disabilities. If structural problems are found, it is the responsibility of Warren County to budget for changes. Non-structural problems requiring some form of reasonable accommodation will beaddressed on an individual basis. The ADA Coordinator will provide technical assistance in areas of accessibility related to employment.

III. COMPLAINT PROCEDURE

A complaint of discrimination as outlined in the Guidelines on Discrimination, including a complaint of sexual harassment, may be filed according to the steps defined below. A complaint should initially be filed according to the steps defined below. A complaint should initially be filed within twenty (20) working days of the occurrence or reasonable knowledge of the alleged discrimination. If it is a continuing problem, the complainant should state when I began and the progression to the time of the complaint. A complaint may be filed by a current employee or by an applicant, and by an individual or a group of people. Any complainant shall have the right to choose one representative to be with him or she at all stages of the complaint procedure. Confidentiality will be maintained during the complaint procedure, to the degree allowed by law. Reprisal or retaliation against the complainant or witnesses participating in the investigation is prohibited and is grounds for disciplinary action.

A. Although individuals are encouraged to try to settle problems on an informal basis, any employee or applicant who feels that he or she has been subjected to discrimination may file a complaint with his or her supervisor. The supervisor shall try to remedy any actual or perceived problem without the necessity of additional formal procedures. The supervisor shall inform the complainant of his or her decision within five (5) working days. If the complaint is not resolved at this level, the complainant may proceed to Step 2 as long as the complainant does so within ten (10) working

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days of receiving the supervisor’s decision. If the supervisor is the offending party, or if the employee feels that the supervisor will not or cannot objectively handle the complaint, the employee should file the complaint in accordance with Step B.

B. A complaint of discrimination may be filed, in writing, with the department head or his or her designee. (If the department head is the alleged offending party, the individual should file the complaint with the Equal Employment Opportunity Coordinator for Warren County as set out in Step C). The department head or designee after thorough investigation, should take the necessary steps to correct any problem found to exist. Such correction may include disciplinary action against an offending employee, especially if the charge involves harassment. The departmental investigation shall be completed within twenty (20) working days, with an extension of an additional twenty (20) working days if needed. The department head shall notify the complaining party of his or her decision within ten (10) working days following the conclusion of the investigation. If the department head feels that the charges warrant a third-party investigation, or if the charges involve rules or policies which are beyond his or her scope of authority, the department head may refer to the complaint to Step C.

C. If the individual feels that the complaint has not been remedied by the department head, the complainant should file a written complaint with the Equal Employment Opportunity Coordinator for Warren County. The written complaint should be filed within ten (10) working days from the date of the letter sent by the department head as set out in Step B. Upon receipt of a written complaint or referral by a department head, the Equal Employment Opportunity Coordinator will conduct an investigation within twenty (20) working days, with an extension of up to twenty (20) working days with an extension of up to twenty (20) additional working days if needed. He or she will make a full report to the complainant and the department head which shall include findings as to the truth of the allegations of discrimination. As a result of the investigation and the findings of the Equal Employment Opportunity Coordinator, the department head shall then review his or her previous decision to determine if the appropriate action was taken. Within ten (10) working days after receipt of the final report the department head shall send a written notice to the complaining party of action being taken.

D. Right of Appeal – Any complaining party may present his/her written complaint of discrimination to the County Executive, after the Equal Employment Opportunity Coordinator has investigated the matter, if the employee feels that the department head has failed to adequately address the discrimination problem. The County Executive or his or her designee shall review the complaint and make necessary recommendations to the department head of the complaining party. Any written complaint for review must be submitted to the County Executive within ten (10) working days of the final determination by the department head as set out in Step C.

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Warren County Government recognizes that allegations of discrimination are difficult and often embarrassing for all parties involved. Efforts should be made by employees and management to deal with such allegations in a professional and responsible manner.

IV. UTILIZATION ANALYSIS

A periodic utilization analysis will be done to help monitor representation by race and sex in each department. Such analysis will compare departmental representation within EEO categories to similar numbers in the local labor market work force. Statistics used are taken from the most current U.S. Census data adjusted by State reports on unemployment.

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DRUG TESTING POLICY

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ALCOHOL AND ILLEGAL DRUGS IN THE WORKPLACE

It is the policy of Warren County to maintain a safe, efficient, and productive place of employment where the highest standards of quality can be maintained. Warren County now recognizes and expresses concern for the ever-increasing drug and substance abuse that is widespread in the American society and out of concern for the destruction, both real and potential, caused by drug, alcohol, and general substance abuse, Warren County does hereby establish this policy and this program in order to actively work for the elimination of accidents the loss of human skills and achievements, loss of productivity, and retardation of social advancement.

With this concern, and in the interest of full compliance with the provisions of the Acts of the United States Congress in the Omnibus Drug Bill 1988 the following principals shall stand:

1. No one employed by or engaged in services to Warren County shall distribute, dispense, possess, manufacture use or otherwise engage in the use of or the encouragement or the promotion of any drug or substance that will in any way impair the performance of any one performing duties or may be in any way involved in operations of Warren County.

2. Those having management and supervisory responsibilities shall be alert for any violations of this Policy. They shall inform employees through Safety Meetings and printed material that may become available the provisions of this Policy and Program and they shall take such actions as may be feasible to refer to anyone found to be in violation of this Policy and Program to competent medical or professional counseling or rehabilitation assistance that may be available. Participation in a drug abuse assistance or rehabilitation program will be at the expense of the employee.

3. An employee may have prescription drugs in his/her possession provided such drugs were specifically prescribed by a physician for the treatment of an employee health condition. The employee should voluntarily advise the supervisor if the use of such drugs may affect job performance in such a way as to necessitate the temporary reassignment of duty to protect the safety of the employee and/or others in the workplace. Such disclosure will be held confidential information.

4. Anyone found to be in violation of the stated principles of this Policy and Program shall be immediately removed from County responsibilities out of concern for their personal safety, the safety of others, and the protection of County assets. Managers and/or supervisors shall counsel any individual within the limits of their own knowledge and skill with the intent of rehabilitation.

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ALCOHOL AND CONTROLLED SUBSTANCES TESTING FOR SAFETY-SENSITIVE POSITIONS

I. General PolicyIt is the policy of Warren County to maintain a workplace that is free from the effects of drug and alcohol abuse. Employees in safety-sensitive positions that require a Commercial Driver License (CDL), and applicants for such positions, will be subject to controlled substance and alcohol testing. This testing is in compliance with the Federal Omnibus Transportation Employee Testing Act of 1991 and related U.S. Department of Transportation rules and regulations, set forth in 49 CFR Federal Regulations Parts 40 and 382.

Alcohol and controlled substances testing will be permissible only for other Warren County employees who are in safety-sensitive positions, (as defined in Section XIII), that is law enforcement positions and emergency medical personnel. Supervisors of safety-sensitive employees, prior to proceeding from permissibility testing status to mandatory testing, shall consider the following:

1. Is there valid public interest to be protected by testing?

2. Does Warren County have a “compelling interest” to be protected?

3. Is there a documented drug or alcohol problem in the particular workplace?

4. Do these safety-sensitive employees perform duties “fraught with such risks of injury to others that even a momentary lapse of attention can have disastrous consequences”?

5. Are there other less intrusive means available to accomplish the objective, such as, would proper and closer supervision of employees identify a drug or alcohol problem?

6. Remember, a generalized desire to eliminate drug and/or alcohol use among employees, in and of itself is not enough justification for mandatory testing.

If after consideration of the above questions and factors, the supervisor determines that other Warren County safety-sensitive employees will be subjected to mandatory testing for drug and alcohol use, the same policies and procedures, as applicable, enumerated herein for employees in safety-sensitive positions who drive a commercial motor vehicle, and employees who perform safety-sensitive functions which require them to hold a commercial driver license (CDL) will be followed for other Warren County employees in safety-sensitive positions.

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II. Specific Prohibitions

A. Alcohol

No employee is allowed to report for duty or remain on duty under the following circumstances:

1. While having alcohol in his possession

2. While having a breath alcohol concentration of 0.040% or greater as indicated by an alcohol breath test. An employee shall be removed from a safety-sensitive function for twenty-four (24) hours, if he/she has a breath alcohol concentration of 0.020 – 0.039.

3. While using alcohol.

4. Within four (4) hours after using alcohol.

5. Within eight (8) hours after an accident unless the test has been completed.

B. Controlled Substances

Use or possession of illegal controlled substances by employees in safety-sensitive positions are prohibited on or off duty: no employee may have detectable levels of illegal substances while on duty. Any unauthorized use of controlled substances is prohibited. No employee shall be allowed to perform a safety-sensitive function while impaired by medication. Employees are required to provide a physician’s statement that prescribed medications do not adversely affect the employee’s ability to perform safety-sensitive functions. The supervisor shall take appropriate action such as approving leave or giving the employee an alternate assignment on a temporary basis.

III. Who Is Subject to Testing?

This policy requires testing of employees in safety-sensitive positions who drive a commercial motor vehicle, and employees who perform safety-sensitive functions which require them to hold a CDL. Safety-sensitive functions are any of those on-duty functions set forth by the U.S. Department of Transportation in 49 CFR 395.2, paragraphs 1-6.

This policy requires testing of employees in safety-sensitive positions, who drive a commercial motor vehicle, and employees who perform safety-sensitive functions

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which require them to hold a CDL including employees in full-time, part-time, and temporary positions. Supervisors are subject to testing as long as they oversee the work of drivers and may drive or perform other safety-sensitive functions when needed. Mechanics who repair and maintain CMVs and test them on public roads, are also covered by this policy.

Who must hold a CDL and be subject to testing? Any driver who drives a motor vehicle:

A. with a gross combination weight rating of 26,001 or more pounds inclusive of a towed unit with a gross vehicle weight or more than 10,000 pounds;

B. with a gross vehicle weight rating of 26,001 or more pounds;

C. designed to transport sixteen (16) or more passengers;

D. of any size that is used to transport hazardous material which require the vehicle to be placed under the hazardous materials regulations.

IV. TEST REQUIRED

Pre-employment, Random, Post Accident, Reasonable Suspicion, Return to Duty, and Follow Up testing are the six types of test required. An applicant or employee must carry and present a current photo ID to the appropriate personnel during testing.

A. Pre-Employment

Tests will be conducted after a provisional offer of employment has been made and before an employee performs a safety-sensitive function for the first tie. Tests must also be completed before an employee is promoted, transferred, or assigned to a safety-sensitive position and upon return to work when an employee has been on leave or otherwise out of the program for a period of six months or longer. A controlled substance test must be negative as determined by applying limits set in the federal guidelines. The Department of Transportation does not require pre-employment alcohol testing.

B. Post-Accident

Alcohol and controlled substance tests will be conducted after accidents on drivers whose performance could have contributed to the accident, as determined by a citation for a moving violation, and for all fatal accidents even if the driver is not cited. Tests should be done as soon as practicable, however,

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nothing in this section shall be construed to require the delay of necessary medical attention for injured people following an accident or, to prohibit a driver from leaving the scene of an accident for the period necessary to obtain assistance in responding to the accident or within two (2) hours of the accident and in no event after eight (8) hours and controlled substance tests will be administered within thirty-two (32) hours of the accident.

Drivers are required to notify their supervisor immediately following an accident and are required to make themselves readily available for Post-Accident testing procedures, if required by this part. After notification, the employee shall proceed immediately to the designated collection site for Post-Accident testing. Any unreasonable delay in providing specimens for drug testing shall be considered a refusal to cooperate with the Substance Abuse Program and shall result in administrative action up to and including termination of employment.

C. Reasonable Suspicion

These tests are ordered when a trained supervisor observes and documents appearance, behavior, speech, or body odors of an employee which are characteristic of the use of alcohol or controlled substances. Observations may include symptoms of chronic use or withdrawal.

If possible, the characteristics listed above, must be observed by at least two supervisors or company officials. If not feasible, only one supervisor or company official need witness the conduct. The witness(es) must have received training in the identification of physical, behavioral, speech, and performance indicators of possible drug and alcohol misuse. The behavior of the employee must be documented and signed by the witness within twenty-four (24) hours of the observed behavior or before the test results are released, whichever is first.

No employee shall be allowed to drive or perform any safety-sensitive function when suspected of being impaired until a test reports that the employee is medically qualified to drive.

D. Random

Tests are ordered on a random, unannounced basis from the pool of employees identified as subject to this policy. Random selection of employees is done by an independent contractor using a statistically valid method, such as computer-based listing of employees by social security or employee number. An employee’s name remains in the pool after being tested each time selections are made.

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An employee notified by his supervisor to report for a controlled substances or alcohol test must go immediately to the collection site.

At least twenty-five percent (25%) of employees will be tested annually for alcohol, with tests conducted just prior, during, or immediately after performing safety-sensitive functions.

At least fifty percent (50%) of employees are subject to testing for controlled substances, with tests being conducted just prior, during, or immediately after performing safety-sensitive functions.

E. Return to Duty and Follow-Up Testing

Return to Duty – Any employee who tests positive under this policy must test again before returning to a safety-sensitive function. This test must be no more than 0.020 for alcohol and negative for controlled substances.

Follow-Up – Following a determination that an employee is in need of assistance in resolving problems associated with the use of alcohol or controlled substances, the employee is subject to unannounced testing. Theremust be at least six (6) within the first twelve (12) months after an employee returns to work. The length of time an employee is subject to follow-up testing and the number of tests required beyond the minimum six (6) tests required is determined by the Substance Abuse Professional.

V. OVERVIEW OF TESTING PROCEDURES

A. Alcohol

Testing for the use of alcohol will be conducted by a certified Breath Alcohol Technician (BAT) using evidential breath testing (EBT) devices approved by the Federal Government. The EBT analyzes a specific volume of expired breath. The weight of alcohol in the breath sample is determined and the quantity of the alcohol converted to its equivalent value in blood. A blood alcohol concentration (BAC) of 0.10 means one tenth of a gram of alcohol per 210 liters of breath. A test may have two separate parts. The first being the initialtest. If the initial test result is less than 0.020 it is recorded as a negative result. If the initial test result is 0.020 or greater a confirmation test is given. The alcohol testing will be conducted in a site that allows confidentiality, such as a room or partitioned off area. Only one breath test will be conducted at a time.

The first part of the testing procedure is to make sure the EBT is operating properly. The BAT runs a "blank check” in the presence of the donor, to ensure

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the EBT is working correctly and the reading is zero. Next, a sealed mouthpiece is opened and placed onto the EBT. The donor is requested to blow into the mouthpiece for at least six (6) seconds or until the EBT indicates that an adequate amount of breath has been obtained, to ensure a sufficient quantity of deep lung air. The EBT will immediately read the results of the test and a copy of the printed results will be given to the donor. Employees may be required to initial the BAT Log, to certify test results.

When the initial test result is 0.020 or greater, a confirmation test is required. Before the confirmation test, the donor will be observed for fifteen (15) minutes. The purpose of the waiting period is to ensure that the presence of mouth alcohol from the recent use of tobacco, food, or hygiene products, does not artificially raise the test result. The confirmation test will be done on the same EBT as the initial test with the same procedures.

If the initial screening and the confirmation test results are not identical, confirmation results are deemed to be the final result upon which any action under operating administration rules shall be based. A breath alcohol testing form will be prepared, and a copy given to the donor.

B. Controlled Substances

Controlled Substance tests will be done by urinalysis and will check for the following drugs:

1. Marijuana (THC metabolite)

2. Cocaine

3. Amphetamines and Methamphetamines

4. Opiates (including heroin and codeine)

5. Phencyclidine (PCP)

All drug testing must be conducted from urine specimens collected under highly controlled conditions. Specimens will be collected at a collection site designated and analysis will be conducted by a laboratory certified by the U.S. Department of Health and Human Services (DHHS).

After the collection of a urine specimen, it is forwarded to the laboratory for analysis. The initial test is the immunoassay test. If the initial test result is negative the laboratory will notify the Medical Review Officer (MRO) the

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specimen is negative, and no additional tests will be conducted. If an initial test is positive for a controlled substance, a confirmation test is performed using the gas (GC/MS) chromatography/mass spectrometry analysis. Only specimens that are confirmed positive are reported positive to the (MRO) for review and analysis.

C. Refusal to Submit to Testing

The Federal Motor Carrier Safety Regulations prohibits any driver to refuse to submit to the types of controlled substance and/or alcohol testing listed in this policy. No Company shall permit a driver who refuses to submit to a required test to perform or continue to perform safety-sensitive functions.

In controlled substance testing, failure to provide a sufficient amount of urine may constitute a refusal. In alcohol testing, the refusal to sign the certification in Step 2 of the D.O.T. Breath Alcohol Concentration Form is regarded as a refusal to submit to testing. Not providing a sufficient amount of breath, under certain conditions, may be regarded as a refusal to submit to testing.

VI. NOTIFICATION OF RESULTS AND ROLE OF THE MRO

All controlled substance tests are reviewed and interpreted by a physician designated as the MRO before they are reported to the employer. If the laboratory reports a confirmed positive result to the MRO, the MRO contacts the driver to determine if there is an alternative medical explanation for the substance(s) found in the employee’s urine specimen. If the employee provides appropriate documentation and the MRO determines that it is legitimate medical use of the prohibited substance(s), the result is reported as negative to the employer although the employee may not be medically qualified to perform safety-sensitive functions. The department administrator will notify the employee to contact the MRO, if the MRO has been unable to contact the employee.

A. Consequences for Drivers Who Test 0.04 BAC or Greater

A driver who tests 0.04 or above:

1. cannot perform a safety-sensitive function,

2. Will be made aware of resources for solving alcohol and drug problems,

3. Must be evaluated by an SAP,

4. Comply with treatment recommendations, and

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5. Must undergo a return to duty alcohol test, with a negative test result.

B. Consequences of a Test Over 0.02 BAC but Less Than 0.04

1. No driver who is found to have a BAC of 0.02 or greater, but less than 0.04 shall perform safety-sensitive functions until the start of the driver’s next scheduled duty period, but not less than twenty-four (24) hours following test.

C. Consequences of a Positive Drug Test

A driver who tests positive for a controlled substance:

1. cannot perform a safety-sensitive function,

2. must be evaluated by an SAP,

3. must comply with treatment recommendations, and

4. must undergo a return to duty drug test with a negative test result.

The positive tested driver will also be subject to unannounced follow-up drug and/or alcohol tests for up to five (5) years depending on the evaluation of the substance abuse professional.

D. Removal from Duties

An employee who tests positive for a controlled substance(s), or alcohol, refuses to submit to such test, or attempts to tamper with the test is in violation of this policy and shall be removed from safety-sensitive duties, pending further action.

E. Rehabilitation and/or Disciplinary Action

Employees who test positive for any unauthorized use of controlled substances and/or alcohol will be terminated, upon the first offense. Any employee who does not notify his supervisor of a prescribed medication and tests positive may be suspended for up to three (3) days, without pay. The designated official may take into account factors such as the circumstanceswhich led to testing the employee’s work history and past corrective or disciplinary action.

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Warren County shall provide employees with a list of resources available indicating where an employee can be evaluated and receive help to resolve any problem associated with substance/alcohol abuse. However, Warren County is not required to and will not pay for the evaluation, treatment, rehabilitation, or counseling.

VII. VOLUNTARY DISCLOSURE OF CONTROLLED SUBSTANCES AND/OR ALCOHOL USE

An employee who voluntarily comes forward and wishes to seek rehabilitation for alcohol and/or drugs, will be referred to a Substance Abuse Professional (SAP) and placed on leave of absence. This leave is covered under the Family and Medical Leave Act (FMLA). Under FMLA the employee will have to use any accumulated sick leave. Once the sick leave has been used, the employee will then have to use any accumulated annual or personal leave. If the employee is still in the rehabilitation program after their annual leave is depleted, that employee will then be on leave without pay. The employee will not be allowed to return to work until it has been certified by the attending physician that the employee has complied with all prescribed treatment. Employees may only come forward one (1) time. When the employee returns to work, the employee will be required to pass a Return to Duty drug/alcohol test. Employees who test positive for either drugs or alcohol, after returning from their leave of absence, shall be immediately terminated. Furthermore, any employee who returns to work after rehabilitation will be subject to follow-up testing, as spelled out in the follow-up testing procedures for both alcohol and drugs.

A voluntary referral is defined as being one that occurs prior to any violation ofthis policy, including a criminal charge or conviction of that individual on a drug-related offense. A referral is not voluntary if made after notification of a required drug test.

VIII. RE-TEST PROVISION

Breath alcohol tests are conducted and confirmed while the employee is present eliminating the need for a re-test.

For controlled substance(s), an employee or applicant who has confirmed positive test results may request that the split sample be tested at a different federally certified laboratory. Such request must be made within seventy-two (72) hours after learning of the positive results. Any action required by this policy, as the result of a positive test result, will be enforced pending the split sample results.

IX. RETURN TO DUTY AND FOLLOW-UP

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Employees with a positive test result for controlled substance or alcohol will be referred to a Substance Abuse Professional (SAP) for evaluation. No employee shall be allowed to return to a safety-sensitive position until he submits to a return to duty test with a negative result and he-she is released to return to a safety-sensitive position by the SAP.

X. CONFIDENTIALITY

Controlled substance and alcohol testing results and records shall be maintained under strict confidentiality by the company contracting to administer the testing program, the testing laboratory, and the MRO. These results cannot be released to others without the written consent of the employee. Exceptions to these confidentiality provisions are limited to a decision maker in litigation or administrative proceedings or officials designated in the federal regulations. Statistical records are maintained for required reports for the Federal Highway Administration.

Employees involved in testing and the administration of this policy shall observe strict confidentiality of an employee’s test results and treatment. Any employee who violates this requirement for confidentiality will be subject to disciplinary action.

XI. TRAINING

Informational Program – A program will be presented for all employees covered by this policy to help them understand the policy and Warren County’s program on substance and alcohol abuse. This will include training on the provisions of the policy, information about controlled substances and alcohol use, and treatment resources that are available. The policy will be made known to all employees and the information will be incorporated in New Employee Orientation.

Supervisors – Supervisors of safety-sensitive employees shall attend a program of training. This program will be designed to teach supervisors how to identify and document substance and alcohol use among employees and to familiarize them with the controlled substances testing program, provisions of this policy, and related laws.

XII. THE EFFECTS OF DRUGS AND ALCOHOL ON HEALTH, WORK, AND PERSONAL LIFE

DID YOU KNOW THAT SUBSTANCE ABUSERS?

- Are five (5) times more likely to have an accident,- Are sixteen (16) times more likely to be absent from work.- Use three (3) times as many sick benefits.

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- Make five (5) times as many Workers’ Compensation claims, and- Are less productive and more likely to injure themselves or co-workers.

With the ever-increasing use and misuse of alcohol and drugs, the effects extend far beyond the individual user. Impaired employees endanger themselves, fellow workers, ad other drivers on the highways. Employees with drugs and alcohol in their systems are less productive and more likely to injure themselves or other persons in an accident. Alcohol and drug abusing employees increase the cost related to lost productivity, absenteeism, accidents, and theft.

Also, medical costs are higher an are passed on to the employer in the form of higher insurance rates. Alcohol and drug abuse costs both the employer and the employee. Alcohol remains the number one abused drug in this country. Alcohol consumption causes a number of changes in behavior. Even low doses can impair judgement and coordination required for driving. Low to moderate doses impairs reaction time and visual perception. Moderate to high doses cause marked impairment in higher mental function severely altering a person’s ability to learn and remember information. Very high doses cause respiratory depression which could lead to death. If combined with other depressant drugs, much lower doses of alcohol will product the effects just described. Long term consumption of large quantities of alcohol can lead to permanent damage of vital organs, such as the brain and liver. Drug use can cause an array of medical problems from hypertension, strokes, heart disease to psychosis.

Signs and symptoms of an alcohol or drug problem. (List is not inclusive.)

Drugs can show their effects in many different ways. Some of the most noticeable signs of drug abuse are drowsiness, respiratory depression, constructed or dilated pupils, nausea, slurred speech, excitement, loss of appetite, poor perception of time and distance, relaxed inhibitions, disoriented behavior, watery eyes, runny nose, chills and sweats, convulsions, apathy, depression, and the use of drug paraphernalia. Some of the signs and symptoms of alcohol misuse are the odor of alcohol, slurred speech, staggering, tremors, vomiting, cramps, delirium, loss of appetite, using arms for balance, swaying while maintaining balance, and confusion.

Multiple substance abuse is abuse of more than one drug, either at the same time or over a period of time and it involves any combination of:

- Alcohol- Prescription drugs- Over-the-counter drugs- Illegal drugs

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Multiple substance abuse is especially dangerous because different substances interact with each other to produce unexpected effects and dangers.

Multiple substance abuse often begins with abuse of a single substance. This may happen because once a person begins to rely on a drug, abuse of additional substances becomes more likely. People who abuse substances are at a high risk for developing dependence and tolerance for other substances.

Alcohol and substance abuse are complex problems calling for specialized supervision and care. Don’t help or aid a person who you think has a drug or alcohol problem. Leave the treatment and counseling of persons with an abuse problem to the professionals. The DOT regulations require that the person with an abuse problem be evaluated by a professional such as, physician, psychologist, or other certified individuals with knowledge of abuse and clinical experience in the diagnosis and treatment of drug and alcohol-related disorders.

XIII. DEFINITIONS AND ABBREVIATIONS

Alcohol – any food, beverage, mixture, or preparation, including medication containing alcohol.

Alcohol Concentration – a volume of breath expressed in terms of grams of alcohol per 210 liters of breath as shown by an evidential breath test.

BAC – Breath Alcohol Concentration

SAF – Safety-Sensitive Positions or Functions

BAT (Breath Alcohol Technician) – An individual who is certified to conduct breath alcohol tests utilizing an Evidential Breath Testing Device (EBT).

Collection Site – A place designated by Warren County Highway and Sanitation Departments where employees present themselves to provide a specimen of breath, urine, and/or blood to be analyzed for the presence of controlled substances or alcohol.

Confirmation Test – A second test: for alcohol, this test provides quantitative data of alcohol consumptions; for controlled substances this is an analytical procedure using a different technique and chemical principle from the initial screening, calling GC/MS (gas chromatography/mass spectrometry analysis).

Controlled Substances – A stimulant, narcotic, cannabinoid, or derivation thereof, or any other substance as controlled by law.

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Employee – A person who works for Warren County whose job requires a CDL, whether for regular, relief, or temporary operation of a commercial motor vehicle, and a person who works in safety-sensitive positions in law enforcement or emergency medical positions.

Medical Review Officer MRO – A licensed physician or board licensed toxicologist who has the knowledge of substance abuse disorders and the appropriate medical training to interpret and evaluate an individual’s positive test results.

Refusal to Submit – Willful refusal to participate in alcohol and/or controlled substances testing; inability or failure to provide an adequate breath or urine sample for testing without a medical explanation; tampering or attempting to tamper with a test sample.

Safety-Sensitive Position – Employees in the motor carrier industry as defined on Page 2, Part III of this document and other Warren County employees that:

1) Have drug interdiction responsibilities;

2) Have positions which –

a) authorizes employees to carry firearms;b) give employees access to sensitive information;c) authorizes employees to engage in law enforcement; ord) requires employees to engage in activities affecting public health or safety.

Initial Screening – For alcohol, an analytical procedure to determine whether an employee may have a prohibited amount of alcohol in his system; for controlled substances, an immunoassay screen to eliminate “negative’ urine specimens from further consideration.

Substance Abuse Professional SAP – A licensed physician, or licensed or certified psychologist, social worker, employee assistance professional, or addition counselor, with knowledge of a clinical experience in the diagnosis and treatment of alcohol and controlled substance related disorders.

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The five (5) levels for the five (5) classes of drug tests are listed in the table below:

DRUGS INITIAL CONFIRMATIONTest Level (ng/ml)* Test Level (ng/ml)*

Marijuana 50 50Cocaine 300 150Opiates 300Morphine 300Codeine 300Amphetamines 1000 500Methamphetamines 500

*ng/ml means nanograms per milliliter. A nanogram is one billionth of a gram. A milliliter is one thousandth of a liter.

A split sample will be collected for each donor. That is, the urine is divided into two specimen bottles. Should the result of the primary specimen be positive, the donor may request the MRO to send the split sample to a different certified laboratory for testing. This request must be made within seventy-two (72) hours of being notified of a positive result.

All costs associated with the split sample shall be prepaid by the employee, including shipping and handling, transportation, testing, and reporting to the MRO. If the result of the test is negative; these costs will be reimbursed by the employer.

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PERSON IDENTIFIED TO ANSWER QUESTIONS

As part of our continuing policy to ensure fair and equal treatment of our drivers, we understand that there may be questions and concerns involving our controlled substance and alcohol testing policies and programs. To assist you in understanding the requirements placed on both you and us the employer, we have designated:

Sanitation Department Supervisor (931) 473-6847Sheriff’s Department Sheriff (931) 473-7863Highway Department Road Superintendent (931) 473-2007Ambulance Service Supervisor (931) 473-3929County Executive’s Office Administrative Assistant (931) 473-2505

FOR ASSISTANCE WITH DRUG & ALCOHOL PROBLEMS

REBOS PATHFINDERP.O. Box 1500 435 E. MainJamestown, TN 38556 Hendersonville, TN(800) 872-6594 (800) 553-2540

24 Hr. HELP LineCUMBERLAND HEIGHTS TRT. CTR.River Road NEW BEGINNINGSP.O. Box 90727 At McFarland HospitalNashville, TN 37209 500 Park Avenue(800) 646-9998 Nashville, TN

(615) 244-1606ANOTHER CHANCE 24 Hr. HELP LineRecovery Programs1302 Division StreetNashville, TN (800) 541-623624 Hr. HELP Line

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EMPLOYEE ACKNOWLEDGEMENT FORM

As an applicant or an employee, I have carefully read and understand the attached Drug and Alcohol Testing Policy for Warren County. I have received a copy of this Drug and Alcohol Testing Policy, understand its requirements, and agree without reservation to follow this policy. As an applicant, I am aware that my offer of employment is conditional upon the results of the Pre-Employment Drug Test results. As an employee, I am aware that I may be required to undergo drug and/or alcohol testing, that I will be informed prior to testing, and that I am subject to dismissal if I refuse to submit to testing.

I authorize the designated company officials to release any test-related information, including positive results to the Unemployment Compensation Commission or other government agencies investigating my employment or termination thereof.

This policy may be revised at any time to comply with applicable federal and state regulations that may be revised, regarding federally mandated drug and alcohol testing procedures.

___________________________ __________________________ _______________Signature, Applicant/Employee Social Security Number Date

___________________________ ___________________________ ________________Designated Company Official Title Date

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REQUIRED FORMS AND RECORDS

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EMPLOYEE ACKNOWLDGEMENT FORM

EMPLOYEE ACKNOWLEDGEMENT FORM (two copies – give one to the employee and place the other copy in the employee’s personnel file)

By signing this form, I acknowledge that I have received a copy of the personnel policies currently in effect for my office as of this date, and I understand that it is my responsibility to read and comply with the policies. These policies cannot and are not intended to answer every question about my employment with Warren County. I understand that I should consult the Department Head regarding any part of the policies that I do not understand or any questions I may have about my employment with Warren County which are not answered in the policies The current policies will always be on file in the office of the Warren County Court Clerk, and I may examine them there at any time during normal business hours.

The policies are necessarily subject to change, and I acknowledge that revisions may occur from time to time. I understand that all changes to the policies will be filed in the office of the WarrenCounty Court Clerk. Although my employer will usually provide me with notice of changes, I understand that changes will apply to me regardless of whether I receive actual notice. I understand that revised information may supersede, modify, or eliminate any or all of the policies at any time. All information contained in the policies is subject to applicable state and federal laws, rules and regulations, and I understand that to the extend that any such laws may conflict with any provision of the policies, such laws, rules and regulations will control.

I have entered into my employment relationship with Warren County voluntarily, and I acknowledge that there is no specific length of employment and that my employment may be terminated by me or by my employer at will, without cause or prior notice, at any time.

I acknowledge that none of the County’s policies may be construed to create a contract of employment or any other legal obligation, express or implied, and that any policy may be amended, revised supplemented, rescinded or otherwise altered, in whole or in part, at any time, in the sole and absolute discretion of Warren County.

______________________________________Employee Name (type or print)

______________________________________ ____________________Employee Signature Date

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COMPENSATORY TIME AGREEMENT FORM

The federal wage and hour laws require prior agreement or understanding before compensatory time may be given to employees in lieu of cash payment for overtime. The following is an example of a compensatory time agreement, although there are other acceptable methods of evidencing an agreement. (Two copies – give one to the employee and place the other copy in the employee’s personnel file.)

In accordance with the Fair Labor Standards Act, Warren County has a policy of granting employees compensatory time off in lieu of compensation for time worked in excess of forty (40) hours in a workweek (or other permissible schedules for law enforcement, firefighters, and certain other employees). A copy of this policy is on file in the office of the County Court Clerk. I understand that compensatory time will be granted at time and one-half for all time worked in excess of forty (40) hours (or other permissible work schedules). I further understand that accrued compensatory time may be used in accordance with County policy and the applicable laws, rules and regulations of the U. S. Department of Labor. I voluntarily and knowingly agree to accept compensatory time off in lieu of cash compensation for overtime work and to the use of accrued compensatory time of in accordance with the County’s policy and the laws, rules, and regulations of the U. S. Department of Labor.

_________________________________________

Employee Signature

_______________________

Date

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ADDENDUM

WARREN COUNTY HIGHWAY DEPARTMENT

WORKWEEK

The workweek for employees of the Warren County Highway Department begins at 12:01 a.m.on Sunday and ends at 12:00 midnight on Saturday each week. The regular workweek for Highway Department employees is forty (40) hours. Employees who are paid on an hourly basis will receive compensation at their regular rate of pay for all hours worked up to and including forty (40) hours I the workweek. The salary paid to salaried employees is compensation for all hours worked by such employees up to and including forty (40) hours in the workweek. The actual work schedule for each employee will be arranged by that employee’s supervisor.

WORK SCHEDULE

Warren County Highway Department employees shall work a set schedule, Monday through Thursday from 6:00 a.m. until 4:30 p.m. with thirty (30) minutes for lunch. During this lunch period, the employee is to be totally relieved of all duties and will not be considered compensatory time under the FLSA.

SICK DAYS

The same as for all other employees under the Legislative Body Personnel Policies.

OVERTIME AND COMPENSATORY TIME

The same as for other employees under the Legislative Body Personnel Policies, disregarding the Sheriff’s Department addendum.

VACATION TIME

The Warren County Highway Department observes a workweek shut down during the week of July 4th and the week of Christmas (December 25th) each year in what is termed a “Department Vacation”. The garage is closed, and all normal activities connected with the Department cease. This shut down constitutes vacation time for the individual employees subject to the following schedule:

Employee Service Time Paid Vacation Time Unpaid Time

1) 0 mos. Thru 12 mos. (1 Yr.) 0 2 weeks

2) 1 yr. thru 3 yrs. 1 week 1 week

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3) 4th yr. thru 11th yr. 2 weeks 0 weeks

4) 12 yrs. and Beyond 3 weeks 0 weeks

Highway Department employees having to use unpaid vacation time due to service time restraints in the above schedule shall continue to accrue sick leave and other benefits afforded other County employees as set out in the Legislative Body Personnel Policies Manual.

HOLIDAYS

The Warren County Highway Department shall observe the same holidays as enumerated for all other employees in the Warren County Legislative Body personnel Policies manual. All floating holidays (those occurring at different days in the workweek) shall be observed as directed by the Superintendent after consultation with other County officials.

The above changes supersede the corresponding sections of the Personnel Policies Manual adopted by the County Legislative Body and are applicable only to the Warren County Highway Department. All other sections of the sad Manual apply to all County employees including the Warren County Highway Department employees.

_______________________ ____________________

Harold Glenn DateSuperintendent of Highways

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EDITS TO WARREN COUNTY PERSONNEL POLICY MANUAL

EDITS 6/12/20

(ADDED) Table of Contents – LEAVE ASSOCIATED WITH PANDEMIC

(ADDED) Page #10

LEAVE ASSOCIATED WITH PANDEMIC

Any employee who is personally, or whose family, is personally impacted by a pandemic event could apply for a leave of absence under the provisions of the Operational Pandemic Plan. The Pandemic Plan will cover the level of benefit available to the employee as determined by the Federal, State, and Local government entities. This leave shall not be counted against any accrued sick leave or other benefits which the employee has accumulated.

(ADDED) Page #24, Paragraph 2

Compensable hours continue to accumulate during times of furlough or modified work schedules when associated with a pandemic event which requires implementation of the full Warren County Pandemic Plan. Individual department managers are responsible for tracking work product and time out of the office for pandemic occurrences.

(ADDED) Page #24, Paragraph 5

The Warren County Commission has ultimate responsibility for approving the continuance of pay under Pandemic Plan implementation and any other condition not specifically addressed by the FLSA requirements.

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Agenda Item No: 3

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Justin CottenSubmitting Department: Finance Department Item Type: Budget AmendmentAgenda Section: NEW BUSINESS

Subject:Amendment # GF-FY 19/20-22Year-end clean up adjustments for General Fund

Suggested Action:

Attachments:

125

Agenda Item No: 4


Subject:Amendment # GF-SY 19/20-2Year-end clean up adjustments for Sanitation Fund

Suggested Action:

Attachments:

126

Agenda Item No: 5


Subject:Amendment # AF-FY 19/20-2Year-end clean up adjustments for Ambulance Fund

Suggested Action:

Attachments:

127

Agenda Item No: 6


Subject:Amendment # HWY-FY 19/20-5Allocate funds and move funds to cover additional expenses.

Suggested Action:

Attachments:

128

Agenda Item No: 7


Subject:Amendment # HWY-FY 19/20-7Year-end clean up adjustments for Highway Fund

Suggested Action:

Attachments:

129

Agenda Item No: 8


Subject:Amendment # GP-FY 19/20-4Year-end clean up adjustments for General Purpose School Fund

Suggested Action:

Attachments:

130

Agenda Item No: 9

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Lesa ScottSubmitting Department: County Clerk Item Type: ApprovalsAgenda Section: NEW BUSINESS

Subject:Approval of Director of Schools Bond for Grant Swallows

Suggested Action:

Attachments:

131

Agenda Item No: 10

Warren County Board of Commissioners Agenda Item ReportMeeting Date: June 29, 2020Submitted by: Lesa ScottSubmitting Department: County Clerk Item Type: ApprovalsAgenda Section: NEW BUSINESS

Subject:Approval of Notaries

Suggested Action:

Attachments:Notary List-June 2020.pdf

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https://legistarweb-production.s3.amazonaws.com/uploads/attachment/pdf/617050/Notary_List-June_2020.pdf

Notary List June 29, 2020 Alia Currey Kyrsten Johnson Gail Youngblood Kristin Griffith Dorothy Wanamaker Grace W. Reynolds Chelsea West Patricia L. Hitchcock Tina G. Smartt Any applications received between the date of this notice and June County Court will be presented at County Court and considered for approval.

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Warren County Board of Commissioners 201 Locust Street ...€¦ · 2 Warren County Personnel Policy...

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