Broward County policies require that all County employees be paid wages in accordance with their position. If you have questions regarding the Wage Recovery Program, County employees may contact the Office of Intergovernmental Affairs and Professional Standards, Professional Standards Section at 954-357-6500 or visit Broward.org/intergovernmental for information on the program.
Possession, use or threat of use of firearms, knives, or other weapons in or on County property, except to the extent preempted by Chapter 790, Florida Statutes, or other applicable state or federal rules, regulations or laws, or where such possession or its use is otherwise a necessary or approved requirement of the job, are grounds for disciplinary action up to and including termination. Possession of firearms in County-owned garages or parking lots shall be in a manner consistent with state law. Weapons, as used in this Policy Opposing Workplace Violence, shall mean any firearm or destructive device (such as explosives) or other weapons, including any dirk, knife, metallic knuckles, chemical weapon or device, or any other deadly weapon, as defined in Chapter 790, Florida Statutes. Other objects or tools such as other cutting utensils, bats, mace, pepper spray, axes, screwdrivers, hammers, et cetera, may be considered weapons when, in the County’s judgment, these objects are brandished or used in a violent, threatening, aggressive, or offensive manner in relation to the facts of a given situation..
In an effort to enforce state laws and County ordinances and policies related to firearms, knives, and other weapons, the County may request the cooperation of an employee in agreeing to the conduct of a search of personal property such as packages, briefcases, purses, and similar containers on County property if the County has reasonable grounds, such as credible reports of witnesses, to believe that an employee may be in violation of this Policy. Searches of private vehicles parked on County property may only be conducted by on-duty law enforcement and must comply with state law and constitutional protections. Unattended packages and containers, such as those described above, are subject to removal by law enforcement personnel when they are felt to be suspicious in nature and possibly dangerous. To the extent permissible by state and federal law, employees may be asked or directed to remove personal property from County property should the employee be unwilling to agree to a search. Refusal to comply with such an order to remove the personal property from County property may result in disciplinary action.It is the County’s intent to strongly enforce this Policy Opposing Workplace Violence. Possession of a firearm, knife or other weapon in contravention of Chapter 790, Florida Statutes, and enabling County ordinances and policies, including this Policy Opposing Workplace Violence, even without its actual use, is a violation of County policy. Severe disciplinary action, including termination, is a possible consequence of violating this Policy, even following a first offense.
The WellBeing Program is designed to enhance the physical, financial and emotional well-being of Broward County employees by providing services that motivate employees and help them reach their wellness goal. Wellness services are designed to empower employees with the information, tools and support they need to take charge and move toward overall optimal health. Wellness programs, events, financial workshops and health fairs are scheduled around the County and all employees are encouraged to participate. Wellness resources can be found on the Wellness website at Broward.org/MyWellness and Broward.org/HealthyCounty website.
Wellness Resource Centers (see Benefits Book)
Employees are encouraged to bring allegations of wrongdoing or malfeasance on the part of Broward County, its officers, employees and independent contractors, to the attention of County government. Employees will be free from retaliation as a result of bringing forward such allegations or participating in investigations of such allegations. No employee will be discharged, suspended, demoted or subjected to other adverse personnel action because they acted in good faith to bring allegations of wrongdoing to the attention of the County pursuant to this policy. Retaliation based on opposition to unlawful discrimination in employment or promotion, or based upon participation in any proceeding of inquiry into allegations of such discrimination, is expressly prohibited and should be reported in writing to the County Administrator or the Office of Intergovernmental Affairs and Professional Standards (OIAPS) – the office designated by the County Administrator to investigate whistleblower complaints. Contact OIAPS at 954-357-6500.
The work schedule of most County agencies is either:
- Five days a week, eight hours per day, with an unpaid meal break daily.
- Four days a week, 10 hours per day, with an unpaid meal break daily.
Some agencies have a different length workday and workweek. Meal periods are not considered time worked. Schedules for operations staffed around the clock vary according to the services provided by the unit. Questions about work schedules should be directed to the appropriate supervisor.
If an on-the-job injury or illness occurs, the employee should notify their supervisor and report it to the County’s contracted Workers’ Compensation Medical Care Coordinator, AmeriSys. AmeriSys will provide the injured worker with the closest network primary care facility and report the new claim to the County’s Risk Management Division. AmeriSys may be reached at 800-455-2081.
Employees are required to report all work-related injuries or illness to their supervisor as soon as possible no matter how minor the injury or illness. The Agency should report the work related injury or illness to Risk Management within 24 hours after the employee notifies them of their injury.
Employees with work-related injury or illness arising out of, and in the course of their employment with the County, will receive workers’ compensation benefits, in accordance with the Florida Workers’ Compensation Act. Benefit-eligible employees will be able to supplement workers’ compensation benefits by utilizing all of their own accrued leaves to keep their salaries whole.
Benefit-eligible employees on workers’ compensation should contact the Human Resources Division - Employee Benefits Services Section at 954-357-6700 or firstname.lastname@example.org for information on continuation of benefits.
It is the County’s policy to maintain a workplace free from violence or the threat of violence by any employee, customer, vendor, or member of the general public. It is the goal of the County to provide a workplace which is safe and free from attacks, harassment, property crimes, threats, or acts of violence. Nothing is more important to Broward County than the safety and security of its employees and residents. Opposing workplace incidents involving violence or the threat of violence is a top organizational priority for Broward County.
The County is committed to taking reasonable steps to reduce the risks of workplace violence and to provide a coordinated, prompt and effective response to such incidents. These incidents are among the most serious faced by managers. Reported threats, threatening behavior, or acts of violence against employees, residents, or other individuals by anyone on County property or work sites will not be tolerated or ignored. All employees, and especially managers, law enforcement personnel, and employee organization representatives are encouraged to act individually and collectively to prevent, defuse, or mitigate actual or threatened violent behavior at work. Violations of this Policy Opposing Workplace Violence by County employees may lead to serious disciplinary action which may include dismissal, even following a first offense. The County is also committed to full cooperation with law enforcement agencies to support criminal prosecution of anyone within or outside of the organization who commits violent or threatening acts against County employees.
Since this Policy is subject to state law regulating weapons, including firearms, all inquiries regarding the County’s position related to weapons, including employee, visitor, and guest inquiries, must be referred to Human Resources Division and/or Facilities Management Division, which shall confer with the County Attorney’s Office, as needed, prior to providing the County’s response.
Enforcing and supporting this Policy is a shared responsibility between the County and every County employee. Every employee is expected to understand this Policy, and cooperate with County officials in policy enforcement. Every employee is also expected to report acts or threats of violence to their supervisor or to the Director of Human Resources who is the County’s designated Critical Incident Coordinator and is responsible for the coordination of the County’s response under this policy.