What’s New?

1. What’s New?

2. Meet the Staff Sonya Stephenson, HR Director John Jones, HR Assistant Alanna Sullivan, HR Generalist Linda Carter-Herzler, Wellness Coordinator

3. Sonya - Ext 129 Labor Issues Unemployment Claims Budget/Financials Legal Issues Community Affairs ADA Coordinator Alanna - Ext 128 New Hire Process Orientation FMLA Training Employee Recognition Change of Status Nationwide 457b John - Ext 131 Job Description Physical Demands Post Jobs Process Applications Linda - Ext 130 GetRutherFit Biggest Loser RevIt Up Wellness Committee Rutherford Co. Wellness Council Who to Call?

4. Job Openings • Postings • Deadline (2 weeks customary) • Rate of Pay • Preferred Hours or Set Hours • Special Request or Preferences • Additional Certifications or Job Skills • Applications • Copy of all Applications or Top 10 Candidates • Applicant Tracking Sheet • Applicant Rating by Qualifications • Demographics • Can not require but request of all applicants • Should be kept separately from Application

5. Applicant Log

6. Interview & Offer Letters • Goal Eliminate Confusion • After a verbal offer has been made to a candidate the hiring manager needs to • Call HR immediately • Send over the New Hire Form • Send new Employee to HR Office • HR will send a formal offer letter by mail with start date and details of employment • Employee can not start to work until all completed paperwork has reached HR and Finance. • Weekly Timesheets for those Paid Monthly

7. New Hires • New Hire Paperwork(Full time and Part time) • Completed 2 weeks PRIOR to first day of work in the HR Office • Forms • New Employee Form • W-4 • I-9 (New Employee Verification Program) • Direct Deposit • Retirement • Copy of Driver’s License and Social Security Card • Copy of Insurance Card if will be driving a County Vehicle • Application (If not posted by HR)

8. New Employee Form

9. W-4 and I-9

10. Direct Deposit • Must attach a voided check or deposit slip • Bank of America Exception

11. Retirement Membership • Must be completed in BLACK ink only • Only one Beneficiary • Need beneficiary DOB and Social

12. Driver’s License & Social Security Card • Must be a valid Tennessee Drivers License • We need copies of updated license after expiration.

13. Welcome Letter • Invitation to Orientation • Job Description • Benefits Snap Shot • Employee Handbook • Opportunity for Questions

14. Orientation • Orientation • All Full Time Employees • All Full Time Re-hires • All Part Time Employees Transferring to a Full Time Position • Job Descriptions • Reviewed and Signed by Employee & Supervisor • Employee Handbook Acknowledgments • Full Time and Part Time Employees 2008 Orientation Dates

15. Change of Status • Documentation Needed • Resignation Letter • Written Warnings and Statements Supporting Termination • Copy of Separation Notice mailed to the employee

16. Unemployment Claims

17. Exit Interviews • On-Site Interviews • Within 24 hours of Resignation • Immediately Following Termination • 21 questions • Follow-Up Letter • Mailed 2 weeks after last day of work • 10 questions

18. Personnel Records • Employee File • Employee Medical File • Doctors Excuses • Insurance Renewals • Drivers License Renewals • All new documentations • Praise • Reprimand • Promotion/Demotion • Record Collection • Job Descriptions – Update • Physical Demands Analysis – New • Current Personnel File • Security

19. Standing and Walking Task: Surface: Estimated Total Hours Maximum Continuous Time Lifting and Carrying Objects: New Physical Demands Analysis

20. Training • Topics: • Communication • Diversity • Leadership • Interviewing Skills • Delegation • Supporting Change • Coaching Job Skills • Effective Discipline • Improving Work Habits • Managing Complaints • Resolving Conflicts • Developing Performance Goals and Reviews – Early Fall 2008

21. FMLA • Provisions of FMLA • 12 weeks of unpaid leave to eligible employees who have worked for the County for at least 1 year and for 1,250 hrs over the past 12 months. • Qualifying events • Birth of a Child or Placement of a Child for Adoption of Foster Care • Care for a Spouse, Child or Parent with a Serious Health Condition • Serious Health Condition of the Employee • Process • Application 30 days prior to leave signed by employee and supervisor • Medical Certification completed by attending physician • Final Approval letter mailed from HR Office

22. NEW FMLA Amendment • Amendment was passed to protect Military families • Two Types of Leave • Qualifying Exigency – 12 weeks • Service Member Family – 26 weeks

23. Qualifying Exigency Leave • Eligible Employee will have a spouse, son, daughter or parent on active duty (or notified of an impending call or order to active duty) in the Armed Forces in support of a contingency operation. • Examples of Qualifying Leave Request: • Arrange for child care • See child off or welcome home • Attend family support meetings • Attend reintegration briefings

24. Service Member Family Leave • An eligible employee who is the spouse, son, daughter, parent, or next of kin of a covered service member shall be entitled to a total of 26 work weeks of leave during a 12 month period to care for the service member who was seriously injured or sustained a serious illness in the line of duty.

25. Employee Suggestion Program • Rewards Employees who make Suggestions which Save the County money • Suggestions recommended for adoption and approved by the Award Committee are eligible to receive 10% of the first year’s estimated savings or $10,000, which ever is less. The Award Committee may increase the amount of the award for suggestions which result in extraordinary amounts of savings, pending County Commission approval. • Cash awards are subject to taxes.

26. Questions??? • What can we do for you?