EasyPay thru Exclusion from Civil Service
Effective 1/1/16


Broward County’s new timekeeping and attendance system, easyPay, which employees began using in 2014, helps make Broward County’s payroll process more efficient and ensures a more accurate, consistent and timely delivery of employee pay. Employees can stay informed about easyPay in a variety of ways. Talk to your Payroll Liaison, visit the website, Broward.org/easyPay, or email easyPay@broward.org.

easyPay is Phase 1 of a larger, enterprise-wide project to integrate Broward County’s various systems into a single system. See Enterprise Resource Planning (ERP).

Educational Leave

Paid leave from work is available to benefit-eligible employees attending occupationally related course work or other training not otherwise sponsored by the County, which is only available during working hours. Course work which qualifies for educational leave provides education and/or training which is directly related and clearly needed on the job. Contact the Human Resources Division - Learning and Organizational Development Section at empdevtrain@broward.org or 954-357-7887 for exclusions and additional information.

Election Leave

Employees working an election are granted up to a maximum of 18 hours of leave per election: up to six hours for training, eight/10 hours for working the election, and reporting to work up to two hours late the day after the election. Employees are granted up to one hour off for voting on election days when it is not feasible to vote before or after working hours.

Email Signature Policy

All employees are expected to adhere to adopted guidelines for employee email signatures, which represent Broward County to the community, business partners and visitors. Guidelines are located on the BC-Net. Select OFFICE OF PUBLIC COMMUNICATIONS under AGENCIES. If you have questions about the policy, email publicinfo@broward.org or call 954- 357-6990.

Emergency Communication Plan for Employees

The Broward County Emergency Communication Plan for Employees establishes a coordinated and effective plan to communicate general emergency information, work status and work assignments to Broward County employees before, during and after an emergency. This plan uses various means to provide report-to-work and other information to employees, including the County’s website, agency fan-out alerts and/or calling trees, and an Employee Hotline (954-831-8589). All employees are required to read the Emergency Communications Plan for Employees and provide their emergency contact information to their supervisor. For more information, visit Broward.org and select EMPLOYEES.

During emergency conditions, all County employees are automatically considered emergency service workers. County employees are subject to being called to work in the event of a disaster, such as a hurricane, and are expected to perform emergency service duties, as assigned.

Employee Assistance Program (EAP)

The County’s EAP provides a variety of services to assist employees experiencing behavioral/mental health, substance abuse or domestic issues. In addition, the EAP provides organizational development activities and interventions; incident debriefings; coaching; and teambuilding exercises. EAP services are available to employees, their families and registered domestic partner. The services are free and completely confidential. For more information or an appointment, email eap@broward.org or call the Employee Assistance Program at 954-357-5600. A variety of self-assessment tools are available on the EAP website. Visit Broward.org/HumanResources and select EMPLOYEE ASSISTANCE PROGRAM.

Employee Code of Ethics

Broward County’s Employee Code of Ethics provides employees guidance protecting against any conflict of interest and establishes standards for their conduct in situations where conflicts may exist.

The Employee Code of Ethics applies to all County employees, regardless of classification and/or hours of work. A brief summary follows:

Standards of Conduct: County employees are personally and professionally obligated to serve the public with honesty and integrity. It is the responsibility of each County employee to act in a manner that promotes transparency, the public trust and confidence in government. A County employee must avoid the appearance of, and even the perception of, impropriety in making decisions affecting the operations of County programs.

Conflict of Interest: Avoiding the appearance, perception or reality of a conflict of interest is one of the pillars of the Broward County Employee Code of Ethics and the policies implementing this code. Public employment is not to be used for unauthorized personal gain. Any conflict between personal interests and official responsibility is to be resolved by consciously avoiding possible conflicts and disclosing, in writing, the existence of a conflict or possible conflict to a supervisor so that decisions can be reviewed or made by others.

Accepting or Soliciting Gifts: A County employee must not accept or solicit any gift, regardless of value, in his/her official capacity. In addition, a County employee must not solicit or accept any gift, in his/her personal or official capacity, that may be reasonably perceived to be given to encourage or discourage the employee from making any decision or taking other action in connection with his/her County employment. A gift given to, or received by, a member of the employee’s immediate family is also covered under this prohibition. Refer to the full policy for limitations and exemptions.

Disclosure of Contacts: In order to promote full and complete transparency, any meeting between a County employee and non-County employee in his/her County office or other County government facility must be logged into the Employee Visitor List Administration System. Refer to the full policy for limitations and exemptions.

Acknowledgement of Compliance with Employee Code of Ethics: Central to the standard of ethical conduct is the Board of County Commissioners’ policy that no officer or employee has any interest, financial or otherwise, direct or indirect, or engages in any business transaction or professional activity, or incurs any obligation of any nature which is in conflict with the discharge of his/her duties in the public interest. Because the confidence of the citizenry is the very foundation for effective Government, and even an unfounded appearance of unethical conduct by a public employee can significantly impair the capability of Government, all employees must acknowledge their compliance with, and understanding of, the County’s Employee Code of Ethics and the implementing policies. Acknowledgement is made during the County’s OnBoard Broward Orientation and by no later than September 30 every two years thereafter, as part of the County’s mandatory Employment Issues training. A record of such completion of acknowledgement is maintained by employee’s agency.

Use of Private Facilities: Broward County employees, including elected and appointed officials while acting in their official capacity, may not hold meetings or events at any private facility where policy or practice restricts membership or services on the basis of race, color, religion, national origin or ancestry, sex, sexual orientation, age, disability, marital status, political affiliation, or gender identity and expression.

Criminal History Disclosure: All employees are required to disclose, in writing, to the Director of the agency in which they work, any felony or misdemeanor or criminal infraction conviction or plea of nolo contendere (“no contest”), whether or not adjudication was withheld, which occurs subsequent to the effective date of this policy (March 14, 1996). Disclosure must be made using the Criminal History Disclosure Notification Form, found in the Forms section of the BC-Net. This disclosure requirement applies even if the action took place in another state. Refer to the full policy for further information on requirements and responsibilities.

Financial Disclosure: County employees in certain job classifications as defined in Chapter 112, Florida Statutes, are required to file financial disclosure information forms annually. This requirement ensures that no incompatible conflicts of interest are present when a public official or employee carries out the responsibilities of his/her office. Compliance with these requirements is considered a condition of continued employment with Broward County.  Upon separation from the County, the employee must file Form 1F within 60 days.

Elected Public Office Guidance is provided to employees seeking elected public office, who are held responsible for avoiding a real or perceived conflict of interest between employment with Broward County and their pursuit of elected public office. Refer to the full policy for guidance on limitations and prohibitions.

Elected Officials or Managerial-level Employees Employing Another County Employee: Any elected official subject to the jurisdiction of the Board of County Commissioners, and any managerial-level employee of Broward County, such as the County Administrator or any Department/Division/Office Director, must not knowingly engage or employ, directly or indirectly, the services of another County employee to perform maintenance or other work on the individual’s personal or real property, even though the tools, equipment, or supplies of the County are not involved; the employee’s time is his/her own; and he or she is compensated personally by the individual for time and any other expenses. Questions regarding this policy should be directed in writing to the Human Resources Director.

The full Employee Code of Ethics policy is posted on the BC-Net Home Page, under the Employee Ethics banner. Questions should be directed to the Human Resources Division - Labor Relations Section at labor_relations@broward.org or 954-357-6006.

Employee Communications

Broward County uses a variety of ways to distribute information to employees:

BC-Net - The employee Intranet site is your connection to employee information online, including employee phone numbers, access to the Commission Meeting webcast, and convenient links to forms and other resources. Several agencies have comprehensive websites on the BC-Net. The BC-Net home page is updated daily with agency events and activities, learning opportunities, benefits information, employee discounts and more. Employees are encouraged to visit often to stay current with the latest County news and happenings.

BrowardEmployee.org - BrowardEmployee.org is a secure employee website that provides access to employee information inside or outside the Broward County network, anytime and anywhere, from a work or home computer, smartphone or mobile device with access to the internet. BrowardEmployee.org gives you access to: your ePay Statement, the BC-Net, promotional opportunities, employee learning opportunities, training opportunities, web mail and more. Every Broward County employee receives a user name and password that allows access to BrowardEmployee.org.

Sun eNews – This weekly e-newsletter for employees is distributed via email each Tuesday, and as news breaks. The latest issue is always posted on the BC-Net.

eCountyLine – This monthly e-news magazine is for and about employees, with special sections for employee benefits information, learning opportunities, helpful tips on going green, and important security and technology updates. The latest issue is always posted on the BC-Net.

BCTV – Employee-related monitor programming is available on strategically placed television monitors in County government facilities, including the wellness centers. Content is updated weekly. If you are not in a location with a monitor, a link to updated programming is also included in Sun eNews.

Employees are encouraged to submit photos and items of interest for these outlets. For more information, contact the Office of Public Communications at publicinfo@broward.org or 954-357-6990.

Employee Discount Program

Local attractions and area retailers make special offers and discounts available to Broward County employees on a variety of products and services. To view current offers, visit the BC-Net and select EMPLOYEE ACTIVITIES section. Look for announcements about new discounts in Sun eNews. The Employee Discounts page is also accessible anytime, anywhere, through the BC-Net from BrowardEmployee.org​. For more information, contact the Office of Public Communications at publicinfo@broward.org or 954-357-6990.

Employee Identification/Security Badges

All new employees are issued Identification/Security Badges by Facilities Management Division Security Office (FMD Security) upon completion of the pre-employment Level 1 background check undertaken by Risk Management. The new employee or the employee’s supervisor will complete and submit a Request for ID/Security Badge Form (the Request Form) to the employing agency’s director or designee. Following validation (initial approval) from the agency’s Director or designee, FMD Security will approve, process, and issue an employee ID/Security Badge. The Request Form is located on BC-Net.

New County employees seeking electronic access on the County’s ID/Security Badge are required to have an employee number. FMD Security may issue an ID/Security Badge but will withhold access assignments until the new employee obtains and provides an employee number to FMD Security.

Employees are expected to have their ID/Security Badge in their possession and visible at all times during work hours. Authorized badge holders shall not use their badges to facilitate access to others into and throughout secured buildings or areas.

Employee ID/Security Badges are the property of Broward County and must be returned upon completion of employment, assignment, or upon request. The employee is required to report the loss of the badge immediately to FMD Security at 954-357-6000.  FMD Security can be reached - 24 hours a day, Monday through Sunday.

Employees requesting a replacement badge, new access, or access change, should also complete the Request Form on BC-Net. Replacement for lost badges will be issued at a replacement cost (currently $15.00).

Employee Recognition Programs

Employee recognition is the key to achieving organizational excellence.

Broward County government is dedicated to providing “Our Best. Nothing Less.” To learn about these employee recognition programs visit:


Employee Service Recognition

The County honors full-time employees upon the completion of continuous benefit-eligible service in five-year increments:

  • At five years of service, a certificate is sent to the Division.
  • At 10- and 15-years of service, the Division is notified and eligible employees are invited to attend a brief ceremony where certificates are presented by the County Administrator or a designee.
  • Beginning with the completion of 20, 25, and 30 years of service, and continuing in five-year increments, eligible employees are invited to attend a Commission meeting where they are presented with a certificate. Employees who have attained a service plateau of 20, 25 or 30 years, and continuing in five-year increments, will receive a Board-granted one-time addition of one day to their annual leave accrual.

The program is administered by the Human Resources Division - Compensation Services Section. Recognized employees are featured on BCTV and identified under Service Anniversaries on the BC-Net.

Employee Welfare

The Employee Welfare Unit (EWU) is part of the Broward Emergency Response Team. Employee Welfare works with department Employee Welfare Coordinators to assist Broward County staff in their recovery from major emergency events. In an emergency, the Employee Welfare Unit and the Department Coordinators helps match resources with employee needs.

Employment Examination/Testing

Employees may be allowed to participate in County employment examinations, subject to supervisor’s approval, during work hours without loss of pay. After applying for a job, the employee may be informed about the required exam(s) and the examination deadlines, when applicable. Most exams are conducted in the Broward County Test Center located at Broward County Governmental Center, Fifth Floor, Room 509, 115 S. Andrews Ave., Fort Lauderdale, FL 33301. The Test Center is open Monday through Friday from 9:00 a.m. to 5 p.m., excluding holidays. To allow sufficient time for completion of multiple exams, please arrive no later than 3:30 p.m.

Employment Issues Training

All newly hired employees are required to attend “Employment Issues New Hire: How Does This Affect Me?” within one year from their date of hire. This 3-1/2 hour class will introduce employees to key policies and offers a forum for discussion and questions. Thereafter, employees are required to complete an Employment Issues refresher training class offered in odd-numbered fiscal years. The Human Resources Division - Learning and Organizational Development Section offers refresher courses through online training. Each employee’s training transcript serves as the official record of completion of this mandated training.

Everyone is responsible for helping Broward County Government maintain a safe working environment that is free from all forms of discrimination, harassment and retaliation. It is also the County’s expectation that employees will serve the public with honesty and integrity.

Employment of Relatives (See Nepotism)

Enterprise Technology Services (ETS) and Resources Acceptable Use

As a precondition to using the County email and Internet services, County employees must read and acknowledge an understanding of the County’s Email, Mobile Communication Devices and Internet Usage Policies.

County IT resources, including storage resources, email, Internet, Intranet and extranet access and instant messaging (IM), desktop and laptop computers, mobile devices, two-way radios and other peripheral devices, data and voice communications equipment (including wireless), leased or purchased by Broward County, are to be used for business purposes only. This hardware may not be used for personal business or for non-governmental purposes including knowingly connecting to the Broward County wireless Hot Spot (BCPublic), other wireless Hot Spots or PROXIES for the purposes of bypassing the County network safeguards.

Employees must not use County email addresses to send or receive personal emails. County email is considered a public record and is subject to the Public Records Act. See also Public Records. Further, employees must never use personal email addresses to conduct County official business because of potential liability and security risks to County confidential information.

When connecting to the County systems with your mobile device, you must agree to comply with the County’s Information Security policies and guidelines.  This may include adherence to a Mobile Device Management (MDM) policy/application, governing the security controls and procedures for mobile devices accessing the County network and/or data.

Employees must observe the following guidelines to protect County information when using employee owned (personal) mobile devices to access County systems and resources:

  • Never share County information with anyone else who do not have a need to know.
  • Protect the device with a complex password or equivalent access control.
  • Set the screen lock timer to three minutes or less.
  • Physically secure the device.
  • Maintain current manufacturer’s software updates.
  • Text messaging of non-transitory data is prohibited.  Prohibited uses include:
  • to formalize or perpetuate knowledge;
  • to set policy or to establish guidelines or procedures;
  • to certify a transaction.
  • Any text message or use of other communications platforms including personal email containing official County business ​shall be forwarded to a County email address for preservation of the record.
  • Storing confidential or official County information, including Health Insurance Portability and Accountability (HIPAA) information is prohibited. See also Health Insurance Portability and Accountability Act (HIPAA).
  • Modifying or bypassing the device software provided by the manufacturer/vendor in any way that violates the licensing agreement or compromises the security of the operating system or software applications is prohibited.
  • After contacting your service provider, notify the ETS Service Desk during normal business hours, to report lost, stolen, compromised, or replaced personal mobile devices that were used to connect to County Systems.
  • County is not responsible or liable for your personal device, its contents, service fees or replacement costs.

Employees should have no expectation of privacy when using County IT services and resources. County licensed software must be used in accordance with the provisions of the particular license agreement. Inappropriate use of County IT services including email and instant messaging to transmit information that includes racial, religious or gender epithets, obscene material or materials, or for the personal benefit of individuals, is prohibited. Any employee learning of misuse of County IT services or resources must notify in writing the department, division, or office director of the involved employee(s). Employees may be subject to serious disciplinary action for violation of these policies, including possible termination. 

Equal Employment Opportunity

The County is committed to its policy of providing equal employment opportunities and equal access to all applicants and employees. Employment decisions are made without regard to an individual’s race, color, religion, sex, national origin, age, disability, sexual orientation, marital status, political affiliation, familial status, pregnancy, or gender identity and expression.

This means that employment and promotion decisions will be based only on consideration of the job-related qualifications of applicants and employees and the needs of the County. The County will ensure that all other personnel activities, such as benefits, County-sponsored training, and social or recreational programs are established and administered in the same manner.

Retaliation against individuals who exercise their rights or file a complaint under the County’s Equal Opportunity Policy is also prohibited.

Any person who believes that he or she has been discriminated against based on any of the above categories may file an internal complaint with the Office of Intergovernmental Affairs and Professional Standards (OIAPS) at 954-357-6500.

For more information about the OIAPS, please visit: Broward.org/Intergovernmental.

Enterprise Resource Planning (ERP)

Broward County’s Enterprise Resource Planning (ERP) project is an enterprise-wide initiative, administered by the Enterprise Technology Services (ETS) through an ERP Project Office. An ERP system is software that replaces many standalone systems of individual departments and offices – such as finance, budget, purchasing, project and grants management, payroll and human resource management – and integrates the functions and the business rules into a single system.  The project was officially launched in August 2014 and will span 51 months, in three rollout phases. The initial phase of Rollout 1 consists of the finance, purchasing and recruiting modules. Rollout 2, with an estimated start date of July 2016, will consist of human resources, payroll, budget planning, and some additional financial/purchasing modules. Rollout 3, with an estimated start date of January 2018, will consist of learning management, performance measurement and employee self-service modules.  Upon completion of the ERP project the County will have integrated systems throughout and improved efficiencies in our operations and the way we do business.

For more information about the ERP, please visit:  Broward.org/ERP or email ERPInfo@broward.org.

Ethics (See Employee Code of Ethics)

Exclusion from Civil Service

“Any and all positions in classification currently included in the Classified Civil Service of the County which are vacant as of October 1, 2000, and that become vacant thereafter, shall be exempt from Civil Service; Any incumbent in a position included in the Civil Service Classification of the County as of October 1, 2000, shall maintain their Civil Service status unless the employee accepts an appointment to an exempt position or upon making an informed decision, free from coercion, to voluntarily waive Civil Service status.” Resolution 2000-1113, Adopted 9/12/2000