Grievances thru Human Resources
Effective 1/1/16

Grievances, Appeals from Discipline or Resolution of Complaints

When misunderstandings develop, employees should make every effort to informally discuss and resolve concerns with their immediate supervisors. If issues cannot be resolved at that level, employees whose positions are covered by a collective bargaining agreement or who retain civil service status may be able to pursue matters formally through the appropriate grievance procedure. Contact the Human Resources Division - Labor Relations Section at or 954-357-6006, for information on the applicable procedures. Procedures and time limits for filing grievances vary among the different collective bargaining agreements.


Harassment is a form of misconduct that undermines an employee’s dignity, debilitates morale and damages the integrity of the employment relationship. The term refers to verbal and/or physical conduct that denigrates or shows hostility or aversion toward an individual because of one or more prohibited factors, such as race, color, religion, sex, (with or without sexual conduct), age, national origin, marital status, sexual orientation, political affiliation, disability, familial status, pregnancy, or gender identity and expression, and therefore interferes with an individual’s work effectiveness.

All employees have the right to work in an environment free from all forms of discrimination and conduct which can be considered harassing, coercive or disruptive, including sexual harassment. Such conduct is strictly prohibited and will not be tolerated. The County will take prompt, remedial action in response to employee complaints of harassment.

If you feel that you have been the recipient of harassing behavior by a supervisor, non-supervisor, vendor, client or member of the public, you should report it immediately to your supervisor, someone in the supervisory chain, or contact the Office of Intergovernmental Affairs and Professional Standards (OIAPS) at 954-357-6500. If your supervisor is the source of the harassing conduct, report the behavior to that person’s supervisor or to OIAPS. OIAPS will promptly investigate your complaint and take the appropriate steps necessary to remedy the situation.

The County will not permit employment-based retaliation against any individual who has made a complaint of harassment or who has testified, assisted or participated in any way in the complaint of harassment. Any employee who feels they have been retaliated against for exercising his or her rights should report such actions to OIAPS immediately.

Health Insurance (See Benefits Book)

Health Reimbursement Account (HRA) (See Benefits Book)

Health Savings Account (HSA) (See Benefits Book)

Health Stations (See Benefits Book)

High Deductible Health Plan (HDHP) (See Benefits Book)

HIPAA (Also See Benefits Book)

HIPAA stands for the “Health Insurance Portability and Accountability Act” of 1996. HIPAA imposed four major administrative requirements on private and government sponsored health plans; Portability; Nondiscrimination; Fraud and Abuse; and Administrative Simplification. The portability provisions generally require health plans to issue certificates of credible coverage that help individuals transfer to a new health plan without the imposition of pre-existing condition exclusions. The nondiscrimination provision prohibits discrimination in benefits eligibility and premiums based on health status-related factors. The fraud and abuse provision created a national data bank for fraud and abuse information and established new civil and criminal penalties. The administrative simplification provision encouraged the development of a health information system through the establishment of standards and requirements for the electronic transmission of certain health information.

Over the years, the scope of HIPAA was broadened to require the health care industry to adhere to uniform codes and forms when performing specific electronic transactions, established security and privacy standards to better safeguard people’s health care information, and allowed people greater access to their own health care information.

Broward County respects the security and privacy of legally-protected health information, and understands the importance of keeping this information confidential and secure. County agencies that perform HIPAA covered electronic transactions and use and disclose “protected health information” (PHI) when providing treatment, arranging for payment, coordinating benefits, or conducting health care operations are called “Covered Programs.” The following County agencies have been identified as Covered Programs and must comply with the HIPAA regulations: 1) Broward Addiction Recovery Center Division (BARC), 2) Behavioral Health Section of Elderly and Veterans Services Division (EVSD), and 3) Employee Benefits Section of the Human Resources Division.

Agencies that use or disclose PHI in support of one or all of the County Covered Programs are called “Internal Business Associates.” Internal Business Associates must comply with the HIPAA regulations when using or disclosing PHI on behalf of a Covered Program. All County workforce members receive annual HIPAA Privacy and Security awareness training. County workforce members who work for Covered Programs or Internal Business Associates receive more extensive training to better enable them to comply with HIPAA.

County workforce members who violate HIPAA regulations and/or County HIPAA policies and procedures may be subjected to disciplinary action, up to and including discharge from employment, and may be subjected to State and Federal civil and criminal penalties. All workforce members are required to report suspected violations.

For more information about HIPAA, or to report suspected violations, workforce members may contact: Office of Intergovernmental Affairs and Professional Standards, HIPAA Privacy Officer at 954-357-6500.


Benefit-eligible employees receive up to 10 paid fixed holidays and two personal days each year, including most national holidays. Personal days are calculated as follows:


  • Full time benefit-eligible employees on an eight-hour/five-day work schedule receive eight hours
  • Full time benefit-eligible employees on a 10-hour/four-day work schedule receive 10 hours
  • Part time 20-plus hour benefit-eligible employees receive four or five hours, depending on work schedules.


To provide increased flexibility for most, employees’ personal days are in the form of annual leave which may be used in less than full day increments. Bargaining unit employees should consult the applicable collective bargaining agreement for their holiday schedules and personal day provisions. The annual holiday schedule for 2015/2016 is:

2015 Holiday Schedule

New Year's Day Thursday, January 1

Martin Luther King, Jr. Day Monday, January 19

Presidents' Day  Monday, February 16

Memorial Day Monday, May 25

Independence Day (Observed) Friday, July 3 

Labor Day Monday, September 7 

Veterans Day Wednesday, November 11

Thanksgiving Day Thursday, November 26

Day After Thanksgiving Friday, November 27 

Christmas Day Friday, December 25

2016 Holiday Schedule

New Year's Day Friday, January 1

Martin Luther King, Jr. Day Monday, January 18

Presidents' Day Monday, February 15

Memorial Day Monday, May 30

Independence Day Monday, July 4 

Labor Day Monday, September 5 

Veterans Day Friday, November 11

Thanksgiving Day Thursday, November 24

Day After Thanksgiving Friday, November 25 

Christmas Day (Observed) Monday, December 26

16 hours Annual Leave – 2 Days, Employee Choice* (Personal Days)

*Unrepresented employees will receive a credit of 16 hours of annual leave which will be reflected in the annual leave balances for a pay period in January established by Accounting/Payroll Central.

Pursuant to Administrative Code, Section 4-6: Whenever a holiday falls on a Saturday, the preceding Friday shall be designated as a substitute holiday and observed as the official holiday for that year. When the holiday falls on a Sunday, the following Monday shall be designated as the official holiday for that year. Benefit-eligible employees whose positions are covered by a collective bargaining unit should consult their applicable collective bargaining agreement for the Holiday schedule and Personal Days provisions.

Housing Finance Assistance

Broward County sponsors programs that are administered by the Housing Finance and Community Development Division, to provide guidance and financial assistance with low interest loans to help qualified individuals purchase a home. You are welcome to visit the website at to select a registered lender to start the process or you may call the office at 954-765-5311 for additional information.

Human Resources, Division of

The Division of Human Resources is the central human resource agency for all organizational units under the jurisdiction of the County Commission and the County Administrator. In addition to the administration unit, there are six sections in the division. The locations and responsibilities of each area are described below:

Administration • Room 508, Governmental Center

Compensation Services Section • Room 508, Governmental Center

Responsible for: classification and compensation issues (proper pay, pay ranges, salary surveys, job classifications, Combined Pay Plan), BC 102 processing (pay increases and other personnel transactions); personnel file maintenance, FLSA, and service award recognition program.

Employee Assistance Program • 540 N.E. Fourth St., Fort Lauderdale, FL 33301

Responsible for: assessment and referral services, crisis intervention, prevention/education services and supervisory consultation.

Employee Benefits Services Section • Room 514, Governmental Center

Responsible for: County’s Section 125 Benefit Plan and all employee, retiree and COBRA insurance benefit and wellness programs, donated leave program, leave without pay premium billing and collection, health and lifestyle education programs, new hire benefit orientation, retirement planning and processing, and benefit related file retention.

Labor Relations Section • Room 508, Governmental Center

Responsible for: disciplinary actions, drug and alcohol testing, policy administration, criminal history review, grievance administration, labor contract negotiation and administration, FMLA and performance appraisal system administration.

Learning and Organizational Development Section • Room 516, Governmental Center

Responsible for: Facilitation Skills program, Broward County Facilitators, e-Learning, Educational Leave, OnBoard Broward New Hire Orientation, FastForward, Employment Issues, mandatory training, specialized training, Positive Start Flex, SUNsational Service®, training calendar, training resource approval, training registration and records management, and workforce development.

Staffing Services Section • Room 508, Governmental Center

Responsible for: vacancy filling process, employment on-line applications, applicant evaluation including testing, career counseling (including reduction-in-force counseling) and executive search management.