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 position is 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-Employee/Labor Relations Section at 954-357-6006 for information on the applicable procedures as procedures and time limits for filing grievances vary among the different bargaining units.
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 permit no 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 their rights should report such actions to OIAPS immediately.
Health Insurance (See Your Benefits & You)
Health Reimbursement Account (HRA) (See Your Benefits & You)
HIPAA (Also See Your Benefits & You)
HIPAA stands for the “Health Insurance Portability and Accountability Act” of 1996. The original purpose of HIPAA was to make health insurance more “portable” so that workers could take their health insurance with them when they moved from one job to another, without losing health coverage. The scope of HIPAA was broadened to require the health care industry to adhere to uniform codes and forms when sending electronic transactions. Uniform transactions were designed to help streamline the processing and use of health data and claims, and contribute to better, more accessible care. The scope of HIPAA was also broadened to better protect the privacy of people’s health care information, while allowing individuals to obtain greater access to their own health care information.
Broward County respects the privacy and security of legally protected health information and understands the importance of keeping this information confidential and secure. Certain divisions or division sections within the County have access to Protected Health Information or “PHI.” PHI is generally any individually identifiable health information that is transmitted or maintained by electronic or other media that relates to an individual’s past, present or future physical or mental health, treatment, payment for services or health care operations. The following divisions or division sections are called “covered components” because they have access to the PHI, conduct specific electronic transactions and are covered by the HIPAA rules and regulations: the Elderly and Veterans Services Division, the Employee Benefits Section of the Human Resources Division, and the Broward Addiction Recovery Division (BARC).
All Broward County employees receive basic awareness training on HIPAA, which will be updated as required by law. Employees who work for the covered components and certain support or significantly impacted agencies receive more extensive training to better enable them to comply with HIPAA.
For more information about HIPAA, or to get a copy of the County’s HIPAA Policies and Procedures, employees may contact Broward County’s HIPAA Privacy Officer at 954-357-6500.
Benefit-eligible employees receive up to nine paid fixed holidays and two personal days each year, including most national holidays. Personal days are calculated as follows for each personal day:
- 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, employee’s 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. The annual holiday schedule for 2013 is:
New Year’s Day:Tuesday, January 1
Martin Luther King, Jr. Day: Monday, January 21
Memorial Day: Monday, May 27
Independence Day: Thursday, July 4
Labor Day: Monday, September 2
Veterans Day (Observed): Monday, November 11
Thanksgiving Day: Thursday, November 28
Day after Thanksgiving: Friday, November 29
Christmas Day: Wednesday, December 25
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 and Personal Days provisions.
Housing Finance Assistance
Broward County sponsors programs, which 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 broward.org/Housing 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 • 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 • 408 N.E. Fourth St., Fort Lauderdale, FL 33301
Responsible for: assessment and referral services, crisis intervention, transformation development, prevention/education services and supervisory consultation.
Employee Benefit Services • 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.
Employee/Labor Relations • 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 • Room 516, Governmental Center
Responsible for: Facilitation Skills program, Broward County Facilitators, Computer Based Learning, Educational Leave, Employee Essentials New Hire Orientation, Fast-Forward, Employment Issues, mandatory training, specialized training, Positive Start, SUNsational Service®, training calendar, training resource approver, training registration and records management, tuition reimbursement and workforce development.
Staffing Services • 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.