County of Riverside Employee Handbook

County of Riverside Employee Handbook
August 2015
Introduction
Leave Provisions
3…Message from the HR Director
37…Holidays
4…About this Handbook
38…Vacation
5…Important Contact Information
7…About the County of Riverside
39…Annual Leave and Bereavement
Leave
8…Board of Supervisors
40…Family and Medical Leaves
9…Organization Chart
44…Military Leave
10...Executive Office
46…Sick Leave and Jury Duty
11…Clerk of the Board
47...Voluntary Time Bank/Catastrophic
Leave
Employment
Employee Resources
12…MOUs and Code of Ethics
Beginning on page 48
13…Personnel Policies
25…Payroll and Salary
County Departments
27…Sample Paystub
Beginning on page 54
Appendix
Benefits
Beginning on page 89
29…Flexible Benefit Program
30...Medical, Dental & Vision
31…Exclusive Care, Flexible Spending,
Deferred Compensation
32...Post-Employment Plan, Money
Purchase Plan, Life Insurance
34...Educational Support Program
35...Workers’ Compensation
36…Retirement
2
County of Riverside
Mission Statement
Provide local government
services as mandated by
the State and Federal
law, and discretionary
services as requested by
County taxpayers, within
the bounds of available
fiscal resources, in a
manner which reflects
favorably upon the
profession of public
service and the American
form of democratic
government.
I am happy to welcome you to the
County of Riverside. Our employees
make up a dynamic pool of bright,
talented, motivated public servants.
Riverside County covers 7,303
square miles and has been among
the fastest growing areas in the United States during the past 50 years.
As the 10th most populous county in
the United States, we provide services to over 2.3 million residents.
We are constantly adapting and improving our way of business to provide the best possible service to our
residents.
Mike Stock
Assistant County Executive Officer
Human Resources Director
Riverside County will continue to attract new residents and we need flexible, innovative and dedicated public servants to help shape our growth.
You are now part of this exciting endeavor. Take this opportunity to explore all that the County of Riverside has to offer so that you can serve
us as well as be a representative to our public constituents.
As a valued employee, you will assist us in creating a model county
government. In return, you will gain valuable experience in any of our
40-plus diverse departments.
Thank you for joining us in creating a brighter future for us all.
Michael Stock
Assistant County Executive Officer /
Human Resources Director
3
Through this handbook employees are given an opportunity to gain insight about
County services and County employment. Included in Appendix A are the County of
Riverside’s Code of Ethics. The standards in this code reflect the Board of Supervisors’
expectations that all employees will conduct themselves professionally, honestly, and
with utmost integrity, in a manner that reflects positively upon their department and the
County as a whole.
In addition to the Code of Ethics, all employees are expected to adhere to department
and Board policies. Several key Board policies are outlined in the Personnel Policies
section of this handbook. The full text of these policies is included in the appendices
and also available on the Clerk of the Board’s web site at http://www.rivcocob.org/
board-policies/.
Your department may provide you with a number of department policies that you are
expected to understand and follow in addition to Board policies outlined herein. If you
have questions about any policies or procedures, it is your responsibility to clarify them
as soon as possible with your supervisor or manager. Employees are expected to understand and comply with all Board and departmental policies.
Other terms and conditions of employment are outlined in various negotiated Memorandums of Understanding (MOUs) with employee unions, as well as in the Resolution
for Exempt Management, Management, Confidential, and Other Unrepresented Employees. These documents are readily available on the Human Resources Department’s web site (www.rc-hr.com).
Handbook Updates and Replacements:
As part of your new employee orientation, you will be asked to sign a form stating that
you understand the policies and employee responsibilities discussed in this handbook.
If you have any questions in this regard, please address them with your supervisor or
with Human Resources at (951) 955-3500. As the County continues to grow, there may
be a need to revise, supplement, or rescind any policies or portion of this handbook as
appropriate. Updates and replacements will be available online for your convenience at
www.rc-hr.com. The HR Website is available both on the Intranet and Internet. If you
need assistance logging on or navigating the site, please call the County help desk at
(951) 955-9033.
4
The initial period on a new job can be challenging, with the need to learn new duties,
new names, where supplies are located, and where to get information. While your supervisor may be able to answer most of your questions, you may also refer to one of the
sources listed below.
The Human Resources Website www.rc-hr.com is an internet resource designed specifically for County of Riverside employees. The HR Site provides you access to
information regarding your employment with the County of Riverside, benefits
information, and forms (e.g., medical benefits claim form) relating to services provided
by the various divisions of Human Resources.
On the County Intranet http://intranet.co.riverside.ca.us, you can access many resources available to County Employees. You can listen to Board meetings access your
benefits portal, learn about training and educational support available to employees and
much more. The intranet can be accessed only from a County computer work station.
The official site of the County of Riverside is http://www.countyofriverside.us/.
The official site of the County’s Human Resources Department is www.rc-hr.com.
The following are websites for various divisions within Human Resources:
Accounting
http://accounting.rc-hr.com/
COR Learning Center
http://corlearning.rc-hr.com/
Classification and Compensation
http://www.rc-hr.com/HRToolbox/
ClassificationandCompensation.aspx
Commuter Services
http://rivcocommuter.rc-hr.com/
Culture of Health Program
http://cultureofhealth.rc-hr.com
Disability Access Office
http://dao.rc-hr.com/
Employee Benefits
http://benefits.rc-hr.com
Educational Support Program
http://esp.rc-hr.com
Employee and Labor Relations
http://www.rc-hr.com/HRToolbox/EmployeeRelations.aspx
Employee Assistance Services
http://www.rc-hr.com/eas/HOME/tabid/2695/Default.aspx
Employee Services
http://www.rc-hr.com/ForEmployees/
EmployeeServices.aspx
Leadership Initiative
http://leadership.rc-hr.com/
Risk Management
http://riskmgmt.rc-hr.com/
Safety
http://safety.rc-hr.com/
Temporary and Medical Assignment Program
http://www.rc-hr.com/HRToolbox/
TemporaryMedicalAssignmentProgram.aspx
Workers’ Compensation
http://workcomp.rc-hr.com/
5
Emergency Services, Office of - Disaster Preparedness
951-955-4700
Employee Assistance Services
Riverside
951-778-3970
Cathedral City
760-328-6863
Human Resources Department
COR Learning Center
951-955-3255
Disability Access Office (DAO)
951-955-5663
Benefits Information Line
951-955-4981
Educational Support Program (ESP)
951-955-2572
Employee Relations (ER)
951-955-3589
Exclusive Care
800-962-1133
Return-to-Work Program
951-955-3530
Ridesharing Division
Pager for Emergency Ride Home
951-955-1118
951-341-1177
Safety Division
Safety Tip Hotline
951-955-3520
951-955-5868
Workers’ Compensation On-the-Job Injury
Referral Hotline (for supervisors only)
888-826-7835
The Work Number® (Employment Verification)
800-996-7566
6
In your new job, you’ll be working in California’s fastest-growing county. With over
21,000 temporary and permanent employees, the County is one of the largest employers in the region.
Riverside County is the state’s fourth largest county by area. The County consists of
over 7,300 square miles and extends nearly 180 miles across Southern California,
from the Arizona border west to within 14 miles of the Pacific Ocean. Riverside County, which shares borders with Orange, San Bernardino, San Diego, and Imperial
counties, is home to over two million residents. Riverside, the area’s largest city and
the county seat, has over 300,000 residents. Other cities in the county include Cathedral City, Banning, Beaumont, Blythe, Calimesa, Canyon Lake, Coachella, Corona,
Desert Hot Springs, Eastvale, Hemet, Indian Wells, Indio, Jurupa Valley, Lake Elsinore, La Quinta, Menifee, Moreno Valley, Murrieta, Norco, Palm Desert, Palm
Springs, Perris, Rancho Mirage, San Jacinto, Temecula, and Wildomar.
The region’s explosive growth over the past two decades has been driven by affordable housing costs and a desire to escape the congested cities to the west. Our housing costs rank below those of San Diego, Los Angeles, and Orange counties. Over
the years, Riverside County has transformed from a group of suburban bedroom
communities into an economic powerhouse. Healthcare, Professional Business Services, utilities, infrastructure, and renewable energy are among the key industries
throughout the County.
The County of Riverside was formed in 1893 from a small bit of San Bernardino
County and a larger part of San Diego County. Native Americans, Spanish explorers,
Mexican farmers, gold miners, entrepreneurs, health-seekers, speculators, politicians, and adventurers have all played a role in the development of the County since
then.
County of Riverside Facts1
Established: May 9, 1893
Square Miles: 7,303
Population 2,292,507
Number of Cities 28
1
Source: www.rivcoeda.org “Demographics”
7
The Board of Supervisors (BOS) is the governing body of Riverside County. Its five
members are elected on a non-partisan ballot by supervisorial district to four-year
terms. As a legislative body, the Board enacts local laws through ordinances and resolutions. The Board legislates for the entire County, but most of its ordinances apply to
those areas outside the limits of the cities within the County.
The Board provides local government services such as law enforcement, fire services,
code enforcement, and animal control for residents in the County’s unincorporated areas and contract cities.
The Board appoints most County department heads, while some department heads
are appointed by the County Executive Officer, certain agency directors, and others
are elected officials. The Board also appoints members of special boards and commissions for regulatory purposes or to provide advice to the County government.
Since the Board of Supervisors functions as both the executive and legislative branch
of County government, there is no need for an elected executive like a mayor or governor to enforce legislative acts. The Board appoints a County Executive Officer to supervise most department heads, to exercise fiscal control, and coordinate the effectiveness of all departments.
See the Organizational Chart on page nine (9) for a depiction of the various agencies,
districts, and departments within the County family. For additional information about
each of the Board of Supervisors, please visit the web pages listed below:
Board of Supervisors:
http://www.countyofriverside.us/AboutTheCounty/BoardofSupervisors.aspx
8
9
The Executive Office is responsible to the Board of Supervisors (BOS) for the effective administration of all County offices. With the exception of elected officials, department heads report to the County Executive Officer, who reports to the Board of Supervisors. As the chief administrative arm of County government, the Executive Office
advises the Board of Supervisors on fiscal, policy, and operational issues. Under direction of the County Executive Officer, Executive Office staff members carry out
Board directives and monitor departmental compliance with Board-approved policy.
The Executive Office Staff develop and administer the County budget and capital improvement plans, monitor financing programs, and determine the impact of policy alternatives.
10
The Clerk of the Board provides administrative support to the Board of Supervisors
(BOS), the governing boards of certain districts and authorities, county departments, and
the Assessment Appeals Boards. The Clerk of the Board prepares and publishes agendas for the BOS and other authorities; records and publishes actions taken by the BOS;
maintains official rosters of Boards, Commissions, and Committees; processes legal
publications, postings, and notices; acts as filing official for Statement of Economic Interests Form 700 and manages the conflict of interest code for numerous governmental organizations; receives and processes claims and summonses and complaints against the
County; issues licenses and franchises and administers property tax appeals.
The Clerk of the Board maintains official files including the minutes of the meetings of
the BOS, ordinances, and resolutions. The Clerk of the Board provides support for payroll and personnel administration, purchasing, contract monitoring, and petty cash management; and prepares the budgets of the BOS.
The Clerk of the Board performs numerous duties to provide information to the public
including agendas, notices of public hearings, access to public records and the opportunity to attend the open meetings of the BOS, certain special districts, boards and authorities. The Clerk of the Board serves as the clearing house for all matters requiring
the review or executive action of the governing authorities of the County of Riverside.
The Clerk of the Board provides processing and dissemination of all board directives,
policies, and laws of the County’s legislative branch.
For more information: (951) 955-1060 or visit http://www.rivcocob.org
11
MOUs and Management Resolution:
Riverside County has documents which contain the wages, hours, and other terms
and conditions of employment for employees of the County. For employees who are
represented by a recognized employee organization this document is a negotiated
bargaining agreement, called a Memorandum of Understanding (MOU). Employees
who are not represented by a recognized employee organization are generally covered by the provisions of a County Resolution or Ordinance, which are approved by
the Board of Supervisors. Most employees who are not represented are covered by
the resolution titled A Resolution of the County of Riverside and Other Agencies
Providing Salaries and Related Matters for Exempt Management, Management, Confidential, and Other Unrepresented Employees and this document is commonly referred to as the Management Resolution.
It is important to read and become familiar with the provisions of the MOU or Resolution that applies to you. These documents cover a number of important areas, including but not limited to, Workweek, Overtime, and Premium Pay; Pay Practices; Leave,
Vacation, and Holiday Provisions; and Discipline. More particularly, the Discipline
section of these documents outline a number of causes for which employees can be
disciplined, including discourtesy, dishonesty, violation of County or department policies, neglect of duty, and others. The Management Resolution and all MOUs are
available on the Human Resources Department’s web site (www.rc-hr.com).
Code of Ethics:
The Code of Ethics outlines the Board of Supervisors’ organizational values that reflect professionalism of all County employees and the highest degree of public accountability for the benefit of County employees and the public. See Appendix A for
the complete Code of Ethics. The Riverside County Code of Ethics, approved by Minute Order by the Board of Supervisors on January 29, 1991, applies to each and
every County employee.
12
Salary Ordinance 440:
Salary Ordinance 440 sets forth the terms and conditions of employment for certain
groups of employees and provides for the creation/exchange of positions in the
County of Riverside. Salary Ordinance 440 can be found in the HR Toolbox tab within the www.rc-hr.com website.
Electronic Media and Use Policy (Policy A-50):
Employee use of any County electronic media system is not private, and employees
using these systems should not expect their communications to be private. All County employees are expected to abide by this policy. Any misuse of County electronic
media may result in disciplinary action. Electronic media includes, but is not necessarily limited to the following: e-mail (electronic-mail), Internet use, voice-mail, video
teleconferencing, fax, diskettes, storage media, bulletin boards, television, electronic
subscription services, electronic documents and any other forms of electronic communication. Full policy details are in Appendix B.
Alcohol and Drug Abuse Policy (Policy C-10):
Employees must be in a condition to perform their duties safely and efficiently. They
may not be at work, on-call or on standby duty while their ability to perform job duties
is impaired due to alcohol or drug use. Employees may not possess controlled substances or prescription drugs without a prescription while on duty. Employees shall
not consume alcohol or illicit drugs while on County property, or at work locations, or
while on duty. Taking medications which may affect performance of duties must be
reported to their supervisor before beginning work. Full details are in Appendix C.
All Board of Supervisors Policies can be accessed on the County intranet at
http://www.rivcocob.org/board-policies/
13
Non-Discrimination and Anti-Harassment Policy and Complaint Procedure
(Policy C-25):
All employees should be treated with respect and dignity. Sexual harassment, or harassment for any unlawful reason, such as that based on age, race, or national origin,
or any other protected class will not be tolerated. Harassment includes but is not limited to: speech, such as lewd propositioning, epithets, stereotypical or derogatory comments or slurs on the basis of race, color, national origin, ancestry, religion, sex, age,
disability, medical condition, genetic information, military and veteran status, gender
(including gender identity and gender expression), marital status, pregnancy, sexual
orientation, status as a victim of domestic violence, sexual assault, or stalking, denial
of family and medical leave, protesting illegal discrimination related to one of these categories or other protected classes. This might include inappropriate sex-oriented stories or jokes, or those based on the other protected classes (race, age, etc.). Such action(s) by an employee may lead to disciplinary action up to and including termination
of employment. Full policy details are in Appendix D.
Workplace Violence, Threats, and Securities (Policy C-27):
The County of Riverside does not tolerate any type of workplace violence committed
by or against employees. Employees are prohibited from making either direct or indirect threats or engaging in violent activities. The County has a Zero Tolerance standard. Any potentially dangerous situation must be reported immediately to a supervisor
and the County Human Resources Department Safety Office at (951) 955-3520. Full
policy details are in Appendix E.
Disciplinary Process (Policy C-23):
The County of Riverside established the Disciplinary Process Policy to ensure countywide consistency and improve the disciplinary process by ensuring that all agency/
department heads, managers, and supervisors receive the necessary training and support to implement appropriate disciplinary action when it is warranted. Policy C-23,
Full policy details are in Appendix I.
14
Safety (Policy C-12):
The County strives to provide a safe working environment for you. It is your responsibility to learn the safety rules that apply to your job and report to your supervisor any conditions that you think may be unsafe. Your department maintains a description of all
workplace hazardous materials to which you could be exposed. If you become aware
of any unsafe condition, whether it is in a building, parking lot, or on County grounds,
you must immediately report it to HR - Safety Division at (951) 955-3520.
If you are injured on the job you must report it to your supervisor immediately. Your supervisor will report the injury to the Injury Referral Hotline at (888) 826-7835. Timely reporting of your injury is an important part of the required safety program administered
by the County. Per state law, if an injury is reported late, benefits can be delayed, and
in some cases denied altogether. If you are unable to work because of a job-related injury or illness, you will need to file a claim for Workers’ Compensation. Full policy details are in Appendix F.
Vehicle Use and Safety:
Effective January 1, 2009, the Wireless Communication Device Law makes it an infraction to write, send, or read text-based communication on an electronic wireless communication device, such as a cell phone, while driving a motor vehicle. Employees are personally responsible for any traffic citations issued while operating vehicles on County
business. All County employees who are or may be required to drive on County business, must meet all vehicle and safety requirements before authorization is given to operate a County vehicle or personal vehicle while on County business.
If you have a vehicle accident or incident, no matter how minor, you must immediately
report to your supervisor—follow the instructions provided in Safety Manual Document
4001, Vehicle Use and Safety Guidelines, Section IV, Vehicle Accident –Procedures.
Prior to Driving Private or County Vehicle:
Each employee must have an Agency/Department/District written authorization to drive
a County vehicle on County business. The employee must complete General Form
#30, “Authorization to Drive a Riverside County Vehicle or Private Vehicle for County
Business.” All employees who seek authorization to drive must have a valid and appropriate class California Driver’s License for the type of vehicle being operated and for
those driving their private vehicles for County business proof of insurance equal to or
greater than required by the State of California. All County employees authorized to
operate County vehicles or their private vehicles to conduct official County business
must attend a Driver’s Training class sponsored by the County HR-Safety Division within the first six months of hire. Full policy details are in Appendix G.
15
Parking and Vehicle Use:
Parking is provided at most County facilities. Your department will advise you of the
parking lots you may use, and Fleet Services will provide you with an employee parking sticker for your car. Please note: once you have an employee sticker on your car,
you may not park it in public parking areas at County facilities.
Parking spaces are available at all County facilities for employees and members of
the public with a Disabled Person Placard. If all designated spaces are full, parking in
a public space is permitted as long as the placard is displayed. County vehicles are
usually available if your job duties require driving. Be sure you find out where you may
legally park a County vehicle, since you may be cited for parking in an area marked
for public or employee parking, unless you have a temporary parking permit. Whether
you drive a County vehicle or your own car on County business, you must sign an authorization form and sign up for Driver Training during your first six months.
If you have a vehicle accident or incident, no matter how minor, you must immediately
report it to your supervisor. You may use your private vehicle on County business if
your department allows it and you are properly insured. Mileage may be reimbursed if
you travel using your own vehicle on County business. Contact your Human Resources representative or Supervisor for details about mileage reimbursement instructions. Travel to and from home to work may not be claimed as County business mileage.
Health Privacy and Security Policy (B-23):
The County creates records of health care to provide quality care and comply with legal requirements. The County understands health information is personal and private,
and is committed to safeguarding individually identifiable health information in accordance with state and federal regulations. This policy outlines the limits within which the
County will handle individuals’ electronic and non-electronic protected health information.
Generally, the County may use and disclose health information as allowed under state
and federal law, including the Health Insurance Portability and Accountability Act
(HIPAA), for the following purposes: treatment; payment; health care operations;
health plan administration (except for genetic information which by law the County
health plan may not use or disclose for underwriting purposes); and for fundraising,
provided that legal requirements are satisfied. All County employees are expected to
comply with this policy and state and federal law with regard to the use and disclosure
of individually identifiable health information maintained by the County for both County
employees and the public. The full text of Policy B-23 can be viewed on the County Intranet at http://intranet.co.riverside.ca.us/.
16
Outside Employment Guidelines:
All County employees who are employed in a paid status in off-duty work or serving in
membership on outside governing boards, advisory boards, steering or planning committees, and similar bodies, related to or compatible with their County employment,
must have the approval of their supervisor or the designated departmental representative prior to accepting outside activities as provided in the Government Code Sections
1126 and 1127.
Any employee who fails to file an Outside Employment Request may be subject to discipline. Employees are to review applicable departmental guidelines/procedures/
policies in order to ensure specific departmental considerations are met. See Appendix H for the Outside Employment Guidelines and a sample Outside Employment Request form. If these guidelines pertain to you, contact your supervisor for departmental guidelines/procedure. Full policy details are in Appendix H.
Personal Profit and Conflict of Interest:
Employees must devote their time to County business, and may not engage in private
activities for profit or otherwise during working hours. Any fees, commissions, or mileage received by an employee by virtue or function of his or her County position are
the property of the County and must be deposited with the Treasurer. Whether on duty or off duty, no employee or officer shall accept any gift or favorable treatment which
could reasonably be perceived as potentially influencing any decision or action of the
officer or employee in his or her official capacity, or any decision or action of the
County agency that he or she represents.
Political Rights and Prohibitions:
As a County employee, you are subject to the California Government Code, Sections
3201 and following, regarding political activities. If you are employed in a department
that receives federal revenue, you are probably also covered by legislation in U.S.
1501, Title 5. This may limit the type of elected office you may seek while employed in
your department. In general, employees may not:



Use their status as a County employee to improperly influence the vote or
candidacy of any person;
Solicit political contributions from other employees;
Participate in political activity while in uniform.
Employees are responsible for seeing that their political actions do not violate the law.
17
Disaster Assignments:
Government Code Sections 3100 and 3101 and County Ordinance 533.5 declare
that all public employees are “disaster service workers subject to such activities as
may be assigned to them by their supervisors or by law.” In the event of declared local or state disaster, all employees of the County, by law, may have an emergency
response assignment. In such instances, all County employees are expected to report to work with their County ID badge on their person, or contact their department
as soon as they can during such an event. They may be assigned duties to help carry out plans to protect persons and property.
Probationary Period:
Employees in regular and seasonal positions serve an initial probationary period of
six (6) months, twelve (12) months, or eighteen (18) months, depending on the classification and representation unit. Most clerical, technical, and inspection classes
have an initial probationary period of six (6) months. Most supervisory, professional
and paraprofessional classes, and those which are exempt from collective bargaining, generally have a one-year initial probationary period. Positions that include an on
-the-job training period generally have an 18-month initial probationary period. The
probationary period is a test period of on-the-job performance. Employees need to
demonstrate that their work and conduct meet the standards established for the job.
Upon completion of the initial probationary period, and any extensions of it, an employee will have permanent status, and cannot be separated without cause. (If the
position is "at-will," the initial probationary period does not apply, because an “at-will”
employee may be separated at any time at the discretion of the employer.) During
the initial probationary period, an employee may be released from service by the department without cause, and without any right of appeal. It is possible that the department may have to terminate an employee on their initial probation for administrative
reasons; this could be to accommodate an employee who is being returned to their
former class or department.
If an employee is released during initial probation, or if an employee resigns in lieu of
release, it is not necessarily a negative reflection on the employee. Usually it has to
do with job-person match, and the job may not be as rewarding as had been expected. Employees who are released are still eligible to apply for other County positions. If an employee promotes, demotes, or transfers to another department after
completing the initial probationary period, the department may, at their discretion, return the employee to the former classification and department within the new probationary period that occurred with the change.
18
Probationary Period (continued):
If you promote within your initial probationary period and do not successfully complete that probationary period, you can be released without return rights to the former
position.
Merit System:
Human Resources administration in the County of Riverside is designated as a local
merit system, meaning that appointments and promotions are made on the basis of
merit and ability.
Equal Opportunity Employer:
The County of Riverside is an Equal Opportunity Employer. It is the policy of the
County of Riverside to provide equal employment opportunity for all qualified persons. All applicants will be considered without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender, gender identity, gender expression, marital status, ancestry, medical condition (cancer and genetic characteristics), genetic information, or denial of medical and family care leave, or any other non
job-related factors.
Types of Employment:
Most positions in County service are "regular," meaning the appointee is employed
on a continuing basis. Regular and seasonal employees can obtain permanent status
when they have completed the time required for their initial probationary period. Permanent employees have a right to continued employment unless they are terminated
for just cause or laid off. By contrast, temporary, per diem, and at-will employees may
be released from employment at the discretion of the hiring authority. The benefit descriptions in this handbook generally pertain only to regular employees.
19
How to Apply:
The County of Riverside utilizes automated applicant tracking software to post jobs
and review applicant qualifications. Employees are encouraged to review information
about job opportunities on the Human Resources Department’s website at www.rchr.com. The Human Resources Department utilizes JobMatch to match job openings
with available resumes, and employees are encouraged to keep an active resume in
JobMatch if they are interested in pursuing other job opportunities with the County. Information about JobMatch can be found on the Human Resources Department
website. In 2014, the County began implementing a new applicant tracking system, Job Gateway. Employees can view and apply for job opportunities that are recruited in the Job Gateway system by accessing their Employee Self Service accounts.
Employees are encouraged to become familiar with their Employee Self Service account, and to upload resume(s) in their Job Gateway account if they should wish to
apply for new job opportunities. Employees are also encouraged to create a saved
“job search” in their Employee Self Service account, so they can be automatically notified of job openings that meet their career interests. Employees should not create
an external applicant account while employed by the County of Riverside, and doing
so may cause them to miss job opportunities that are only available to county employees.
Classification of Jobs:
The Human Resources Department Classification and Compensation Unit is responsible for the overall design, implementation, communication and administration of the
organization’s classification and compensation programs. This unit ensures that compensation programs support the organization’s strategic objectives and meet all legal
requirements. The position classification plan provides a framework for the organization’s human resource management objectives and activities, as well as assures that
employment practices comply with federal and state laws. The classification plan,
with associated class specifications, facilitates other human resource functions such
as recruitment and selection, pay structuring, training and development, performance
evaluation, and workforce/employment planning. Positions which are similar in the
kind of work performed and in level of difficulty and responsibility are placed in the
same class and compensated on the same salary range. Human Resources reviews
all County 1,800 job classifications on a five-year cycle.
20
Opportunities for Promotions and Transfers:
Job postings are listed on the Internet, and can be found on www.rc-hr.com. Not all
job opportunities are posted, so be sure to have an active resume in JobMatch or an
active job search agent in Job Gateway at all times. When a vacancy occurs, a list of
candidates will be sent to the hiring department for interviews. Positions recruited using Job Gateway require that the applicant apply for the position and answer screening questions in order to be considered.
Once you are in a new position as a result of a new hire, transfer, or promotion, if you
are interested in other job opportunities, you must resubmit a new resume to JobMatch to reactivate your file in the JobMatch database. Your resume is active for
JobMatch recruitments for one year, so it is a good idea to “pick a date to resubmit”
every year. Positions filled using Job Gateway require that applicants apply to each
job opening.
To submit a new resume to Job Match, access the Human Resources website at
www.rc-hr.com, select the careers tab and follow the instructions under “How to Apply,” or choose the "APPLY" link located within the job posting. Failure to reactivate
your resume in the JobMatch system may result in lost opportunities for promotions
or career moves. If you wish to be considered for lateral transfer opportunities, be
sure to reflect that in your resume or cover letter. Additional Information on JobMatch
and Job Gateway can be found on the Human Resources Department’s website at
www.rc-hr.com.
21
Under fills:
If you were hired in an under fill class, such as Accountant I, you may be eligible to
be promoted when you meet the minimum requirements and are performing satisfactorily at the higher level. Promoting from under fill does not normally require that you
compete for the position through recruitment. You may need to bring it to your supervisor’s attention when you meet the requirements for promotion. If you are not sure if
you are in an under fill position, check with your supervisor or Department Representative.
Reassignment/Shift Change:
Your department, like any other employer, has the authority to reassign you to work
in any of its locations. If your department is within an agency, the agency can reassign you to a different department. They can also change your working shift or days
off within the work period.
Attendance:
Regular and punctual attendance is an important requirement of every job in the
County of Riverside. If it is necessary for you to be absent from work for any reason,
you should notify your department as soon as possible. Be sure you know and follow
your department's policies and procedures for notification of absences. If your department does not have a more strict policy, you must notify your department within one
hour before or after the start of your shift when calling in sick. An unreported absence
may be grounds for disciplinary action.
Overtime:
Depending on the workload in your department, you may be asked to work beyond
your normal shift. Although an attempt will be made to give you advance notice when
it is feasible to do so, this is not always possible. The County reserves the right to require overtime as needed. You must have your supervisor’s approval before any
overtime may be worked. For information on how overtime is paid, please see the
appropriate current growing document for your representation unit.
22
Disciplinary Action Appeal Rights:
If you have obtained permanent status, and are involuntarily terminated, suspended,
demoted, or reduced in pay, you have the right to a hearing in accordance with the
disciplinary review procedures of the County, to determine whether the action was
warranted. Before you receive any of these disciplinary actions, the department will
issue a written notice of intent to take disciplinary action. The notice of intent is accompanied by a description of the actions that led up to the discipline, and the expected effective date(s) of the disciplinary action. You have the opportunity to respond to the information in the notice, either verbally or in writing. After your response has been considered, or if the time to respond has elapsed without you responding, then you will receive a written notice and the effective date of the proposed
action that will be taken in consideration of your response. Complete information on
disciplinary appeal rights is spelled out in the actual disciplinary notice, as well as in
the appropriate current governing document for your representation unit. If you fail to
appeal the disciplinary action within the time frame specified, the right to review is
waived.
Grievances:
If you have a complaint that the MOU that applies to you has not been followed correctly, you must first attempt to resolve the matter through your immediate supervisor. If that doesn’t work, you may seek to resolve your issue through the grievance
procedure. Grievance procedure rules and forms are available from your Union Representative or the Human Resources Employee Relations Division. Reprisal or retaliation for the good faith filing of a grievance is prohibited.
Discrimination/Harassment:
The County of Riverside is committed to providing a workplace free of discrimination
and illegal harassment. If you feel that you have been harassed or illegally discriminated against, you may be able to resolve the issue through the discrimination complaint procedure. Discrimination complaint procedure and forms are available from
the Human Resources Employee Relations Division and are also available online by
clicking on the Employee Relations tab of the Human Resources homepage. Reprisal
or retaliation for the good faith filing of a complaint of discrimination or illegal harassment is prohibited.
23
Resignation:
If you intend to resign from County employment, you should give your supervisor a
written notice. A two-week notice or longer is preferred. You must return any County
property which you may have before receiving your final paycheck. Your final pay will
normally be on the next regular payday following your date of separation.
Exit Interview:
Exit interviews are required by Board of Supervisors Policy C-22. Employees who
leave the County, regardless of the reason, are encouraged to participate in an exit
interview. You or your supervisor may arrange an exit interview appointment with
your department head or designated representative. This interview allows you to
communicate your views on your work with the County and the job requirements, operations, and training needs. Your comments, based on first-hand experience, can be
extremely helpful in improving County services.
Labor-Management Committees:
Labor-Management work groups are tools to help improve the workplace. Labor and
management work together to resolve problems and/or develop innovative strategies
to produce work more efficiently, save the County money, or improve services.
Agency Shop Requirements/Union Membership:
Riverside County, like many other California public employers, has negotiated a modified agency shop provision with several of our employee unions. Section 3502.5 of
the California Government Code provides that employees who are hired into a job
classification that is represented by a union who has negotiated an “agency shop
provision” must, generally as a condition of employment, either join that union or pay
a service fee to the union which includes an initiation fee, periodic dues, and general
assessments as determined by the union.
Failure to join the appropriate union, or pay the applicable service fee, within 30 days
from your date of hire may result in your termination for failure to meet the requirements of your position. For more information, or if you have not already received a
membership and dues deduction card, please contact your departmental payroll clerk
or the appropriate union for your classification.
24
Paychecks and Deductions:
The County pays employees bi-weekly. There are 26 paydays each year, although we
sometimes have 27 because of the way the weeks fall. Paydays are every other
Wednesday, and pay days may change due to a County holiday.
Deductions from your pay are listed on your pay advice (paycheck stub). Some deductions, such as federal taxes, Medicare taxes, social security and wage assignments may be mandatory. Other deductions, such as payments for health insurances
and deferred compensation, may be made with or without your consent, depending on
the appropriate current governing document for your representation unit.
Sample Pay Stub/Pay Advice:
Electronic copies of your personal pay stubs can be viewed and/or obtained on the
Internet. To access your pay advice, go to http://www.auditorcontroller.org/, click on
Divisions, then click on Payroll; a menu of pay related items are available. To access
your pay stub, select the Employee Self-Service (ESS) link; a user name and password will be required. If you do not have a default user name and password contact
the PeopleSoft help desk via email [email protected] or by phone
at: (951) 955-5900.
A sample pay advice is available on the pages that follow.
Automatic Deposit of Payroll:
Generally, the County pays by direct deposit and to enroll, you need to complete the
Direct Deposit Request form and forward it to Auditor-Controller Payroll division or you
can enroll via Employee Self-Service (ESS). You may also have your pay deposited to
a Payroll Pay Card. To access the forms go to http://www.auditorcontroller.org/, click
on Divisions, click on Payroll, click on My Paycheck, select the form or click on ESS.
Arranging your electronic deposit will take approximately two pay periods. In the
meantime, you will receive a paper check. Changing banks also requires lead time.
County employees are able to view their pay stubs and advices online each pay period through Employee Self-Service. If you have any questions about direct deposit,
contact the Auditor-Controller Payroll Division, send an e-mail to:
[email protected] or call the main Payroll Information line at (951)
955-3810.
25
County Vehicle Program:
Other benefits provided by the County, that eligible employees may participate in, is
the use of County vehicles. Some of these benefits may be taxable per IRS regulations. The reporting of these benefits and programs is orchestrated through the Payroll
function. Available programs may include Van-Pool, Rideshare, Executive Vehicle
program, and/or day use or overnight retention of County vehicles. Policies, procedures and guidelines have been established to allow the County to remain in compliance with IRS and other regulated mandates. The ACO has issued a Standard Practice Manual (SPM 222), providing direction and instruction for those participating in
any of the programs.
To access this information go to http://www.auditorcontroller.org/, click on Policies &
Procedures, click on SPM Procedures, and select SPM 222. If you have any questions send an e-mail to: [email protected] or call the main Payroll
line at (951) 955-3810.
Salary:
Pay rates for the various classes of positions are established by the Board of Supervisors. The Human Resources Department conducts surveys of other agencies' pay and
benefits in an effort to ensure that County compensation is competitive in the labor
market. Pay increases for classes in represented units are based on periodic negotiations with the employee unions.
Most positions have a range of pay in which the employee can progress through merit
increases by demonstrating competence and on-the-job performance.
Premium Pay:
Shift Differentials: Many employees who work swing or night shift may receive an
hourly shift differential. The amount of premium varies for different classifications.
Check the appropriate current governing document for your representation unit.
Standby and Call Back:
When an employee is specifically assigned to be on standby or professional call duty
and when explicitly stated in the appropriate governing document for the employee’s
representation unit, he or she may generally receive one hour’s pay for each eight
hours of such duty. Some classes are paid varying hourly premiums for standby, and
many classes are exempt from this premium. Check the appropriate current governing
document for the employee’s representation unit for specifics related to premium pay.
26
Sample Paycheck & Paystub
27
Reading Your Paycheck & Paystub
28
Employee Benefits
The County of Riverside offers a comprehensive, balanced, and very competitive
benefits package as part of your total compensation. The County’s benefits programs
address both your immediate needs, such as medical coverage, vacation and sick
leave accruals, and your long-term needs, such as retirement and deferred compensation savings. The County’s benefit programs are designed to attract and retain talented employees.
For more information about the benefits offered, refer to your Benefits Enrollment
Guide, visit the benefits website at http://benefits.rc-hr.com, or contact the Employee
Benefits Division at (951) 955-4981 and select Option 1 for Health & Welfare or Option 2 for Retirement inquiries.
Flexible Benefit Program:
Regular employees may participate in the County's Flexible Benefit Program. You
may be eligible to receive a "flexible benefit credit” from the County that may be used
towards the cost of medical, dental, and vision coverage. The amount of the flexible
benefit credit varies by bargaining or employee unit. Employees generally receive a
contribution at least sufficient to cover the employee-only cost for the lowest cost
medical plan. Medical, dental, and vision coverage costs and contributions to the
Flexible Spending Accounts are deducted from your paycheck on a pre-tax basis. If
the cost of your selected health coverage is less than the total flexible benefit credits
you receive, remaining credits will be paid to you as taxable cash.
The Flexible Benefit Program gives you the ability to pay your health, dental, and
vision premiums and contributions to a Flexible Spending Account before taxes are
withheld, thereby increasing your net take-home pay. Benefits are provided through
the Flexible Benefit Program automatically on a pre-tax basis, unless you specifically
request that your contributions be taken after taxes are computed.
Once your health plan and Flexible Spending Account contributions have been selected, you may not change your pre-tax deductions until the next annual enrollment,
unless you have a qualified change of status as defined by the Internal Revenue Service (IRS). IRS regulations permit mid-year changes for specific status changes such
as loss or gain of a spouse’s employment, marriage, divorce, death, and when a dependent becomes ineligible due to reaching the maximum eligibility age. The provisions for mid-year changes are outlined in the Benefits Enrollment Guide, which is
available from your Department Representative or the Benefits website.
29
Flexible Benefit Program (continued):
The County offers a variety of health plan options so that you may choose the type of
plan(s) best suited to your specific needs. Your Department Representative will provide you a Benefits Enrollment Guide, which outlines and compares your health plan
options and the cost and enrollment requirements based on your specific bargaining
or employee unit. Additional information about the plans offered is available from
your Department Representative and on the specific plan websites. Plan websites
are located in the “Contact” section of the Benefits Enrollment Guide or through the
Benefits website at http://benefits.rc-hr.com.
Enrollment:
You have 60 days from your date of hire to elect medical, dental, and/or vision coverage or to elect participation in a Flexible Spending Account for healthcare or dependent care expenses. If you do not enroll within 60 days of first becoming eligible, you
must wait until the next annual enrollment period to enroll yourself and/or your dependents, unless you have a qualifying status change covered under IRS regulations.
During annual enrollment, you will have the opportunity to change health plans and/
or add or remove dependents from your health plans. You will receive an annual enrollment guide describing your plan options and notifying you of the enrollment dates,
your responsibilities, and enrollment deadlines.
Premiums for your medical, dental, and employee-paid vision plan elections are deducted from your pay warrant one month in advance of coverage. Coverage will
begin on the first day of the month following receipt of your enrollment paperwork by
Human Resources. Note: New employees or employees who have a mid-year
status change are required to pay any owed premiums not collected in the
month prior to the effective date of the plan enrollment change.
Your enrollment will be reported to the carrier at the time of your first premium deduction. If you need to receive services after your insurance effective date and before
your premiums are deducted from your pay advice, please call the Benefits Information Line at (951) 955-4981, Option 1. A Benefits Representative will assist to establish your eligibility with the insurance carrier.
30
Exclusive Care EPO Health Plan:
Exclusive Care, Riverside County's self-administered medical plan, is an Exclusive
Provider Organization (EPO) medical plan available to all regular County employees
and their eligible dependents. Exclusive Care is administered by the County and was
developed to offer high quality, affordable coverage to those employees who live or
work within 30 miles of Riverside County. The plan provides enrollees with the opportunity to receive comprehensive preventative, medical, hospital and other health care
services at hospitals and health care clinics and from physicians in the local community. Further details about Exclusive Care are available on the plan’s website at
www.exclusivecare.com and in the Benefits Enrollment Guide.
Flexible Spending Accounts (FSAs):
The County's Flexible Spending Accounts, Dependent Care and Health Care, allow
you to set aside money on a pre-tax basis for anticipated medical related expenses.
The Dependent Care Flexible Spending Account is used to reimburse your expenses
for the care of children under age 13 or your dependents who are physically or mentally unable to care for themselves.
The Health Care Flexible Spending Account is used to reimburse your medical, dental, vision, and hearing expenses, and those of your dependents, including copayments, deductibles, and other health care expenses not covered by your health
plans. Health plan premiums are not reimbursable under a Health Care Flexible
Spending Account.
Deferred Compensation:
The County offers a voluntary Deferred Compensation Plan (457 Plan) to assist you
in meeting your financial goals in retirement. Per IRS regulations, some of your income can be set aside through payroll deductions and invested on a pre-tax or aftertax basis in the Deferred Compensation Plan.
To participate, you must set up your account and make an investment election with
one of the County’s Deferred Compensation vendors. While your funds are in this
plan, you will not pay taxes on your pre-tax contributions or gains. See the booklets
in your benefits package for more information or go to http://benefits.rc-hr.com and
select “Retirement” to find more information on the Deferred Compensation Plans.
31
Post Employment Plan (PEP):
Employees with five or more years of service with the County of Riverside can participate in the PEP, based on their bargaining or employee unit. PEP provides employees who are ending employment with the County the opportunity to save money on
taxes.
When you separate from the County, your leave balances are contributed to the PEP
and deposited into a tax-deferred account instead of being paid directly to you and
taxed at a higher rate. One of the options available to all PEP participants is the Voluntary Employees’ Beneficiary Association (VEBA) Post Employment Health Savings
Plan. The VEBA Health Savings Plan provides employees with tax-free postemployment health expenses reimbursement that may be used for qualified medical,
dental, or vision and other qualifying healthcare out-of-pocket expenses.
Employees in Management, Confidential, Unrepresented, Law Enforcement Management and the Deputy District Attorney Association bargaining or employee units are
also eligible for the PEP Special Pay Plan Option.
The Special Pay Plan Option allows eligible employees to defer taxation of their eligible final leave accruals by depositing the balance up the IRS limit into a 401(a) Money Purchase Plan. For more information regarding your PEP options, contact the
Benefits Information Line at (951) 955-4981, Option 2 for the Retirement Division.
Money Purchase Plan:
Employees in Management, Confidential, Unrepresented, Law Enforcement Management, and Deputy District Attorney Association bargaining or employee units are eligible to receive a County-paid contribution to a supplemental retirement plan, known
as a 401(a) Money Purchase Plan.
The County contributes on your behalf; no employee contributions are allowed. To
receive this benefit, you make a 401(a) investment election with one of the County’s
401(a) vendors. Once you have established your 401(a) account, the County will
make the retirement contribution each pay period. The contribution amount is specified by your bargaining or employee unit. Retroactive contributions will not be made,
so you are encouraged to establish your 401(a) account as soon as possible. Your
Department Representative can provide you with the enrollment forms and vendor
choices.
32
Life Insurance Plans:
Most employees are covered by a County-paid Basic life insurance program, depending
on their bargaining or employee unit. Additionally, employees may purchase Supplemental life insurance for themselves or eligible family members at a cost.
You will receive a Benefits Enrollment Guide from your Department Representative that
outlines and compares your supplemental group life insurance plan options, their costs,
and the enrollment requirements based on your specific bargaining or employee unit.
Within the first 60 days of employment, eligible employees may enroll themselves and
their eligible dependents in a supplemental life insurance program—usually without evidence of insurability. Further details are available in the Benefits Enrollment Guide or
from your Department Representative.
Disability Insurance:
Most employees are covered by either Short-term (STD) or Long-term Disability (LTD)
insurance, depending on their bargaining or employee unit. This benefit provides some
income for the employee who is unable to work due to a non-occupational injury or illness. You may coordinate your existing leave balances with your short-term or long-term
disability benefit. When you become ill or injured, call your Department Representative
for instructions on how to file a claim or go to http://benefits.rc-hr.com for more detailed
information.
33
Educational Support Program:
The County is interested in “growing our own” and doing what we can to keep good
people. The Educational Support Program assists employees in getting the training
they need to effectively perform their current job duties, and it encourages them to
further their education and pursue careers that are in high demand. Employees
have access to professional career and educational counselors that assist with developing education plans that fit each individuals’ specific situation and ensures individuals are selecting “best fit”, realistic career goals. Employees are provided
with an array of resources to assist with reaching their career goals, including career and personality assessments, financial aid resources, tuition discounts, onsite
degree programs with partner universities, and much more.
The following benefits may be available when a formalized plan is developed by the
County’s Educational Support Program and approved by the employee’s participating County department:
 Reimbursement
for the cost of textbooks, tuition, registration, and laboratory fees
for courses required to obtain a college degree or a professional license or certification, from a regionally accredited institution of higher learning;
 The
ability to work a reduced schedule while continuing to be paid as a full-time
employee, to allow time to complete clinical or fieldwork requirements, for degree
programs sought by the County;
 Alternative
support and resources to achieve educational and training goals or assistance with educational loan repayments, to meet the County’s hiring and retention needs.
As a County employee, you will be provided with the tools to earn a college degree
and/or change careers to a high demand field you always dreamed about, but did
not think was possible. For more information, go to the Educational Support Program’s website at http://esp.rc-hr.com or call the Educational Support Program at
(951) 955-2572.
34
Workers’ Compensation:
If you have an injury or illness resulting from your employment, you may be entitled
to workers’ compensation benefits provided to you at your employer’s expense.
In the case of a work-related injury or illness, report the incident immediately to your
supervisor, who will report the injury to the Injury Referral Hotline. You will be given
two forms to complete. One form acknowledges receipt of the paperwork for filing
your claim. The other form is an Employee Claim Form that requires you to complete
the top portion with information about the injury/illness you have and how it occurred.
There is also a pamphlet outlining your rights under the workers’ compensation system.
If you need medical treatment, you will need to obtain treatment from one of the physicians or clinics in the Medical Provider Network. Your supervisor will provide a
Medical Service Order for you to take to the clinic on your first visit.
State law permits you to treat with your primary care physician for your work-related
injury or illness, but there are several specific requirements. For example, only your
primary care physician can be pre-designated, and this physician must be both a
physician and a surgeon under the Business and Professions Codes. This means
your physician is licensed to perform minor surgeries such as giving injections, sewing up a laceration, or removing something from your eye. Chiropractors, for example, do not meet these criteria. Additionally, you must submit this request in writing
prior to your date of injury and your primary care physician must accept this predesignation prior to your injury. For additional information about these requirements,
contact your Department Representative.
If your injury or illness qualifies for workers’ compensation benefits, you will receive
all medical treatment reasonably necessary to cure or relieve the effects of your work
-related injury or illness. Treatment is provided exclusively through the County’s Medical Provider Network per the Medical Treatment Utilization Schedule as the standard
of care for industrial injuries or illnesses. Treatment can include physician’s services,
hospitalization, physical therapy and/or chiropractic care up to 24 visits, prescriptions,
X-rays, laboratory studies, and all other necessary and reasonable care ordered by
the physician. All prescriptions will be filled through the County’s Pharmacy Network,
Express Scripts. You will be provided a card to give to your pharmacy when having
work-related prescriptions filled as part of the treatment of the work-related injury.
35
Workers’ Compensation (continued):
If the designated physician determines that you cannot work because of your workrelated injury or illness and the County is unable to provide modified or alternate work
through the County’s Return-to-Work Program, you may be eligible for disability benefits in accordance with your MOU-negotiated salary continuation. Once those expire, the Workers’ Compensation Division will pay disability benefits along with your
accrued sick leave balances to equal your full pay, in accordance with your MOU. After you have exhausted your leave balances, you will be entitled to disability benefits
for Workers’ Compensation until your physician releases you to return to work or determines that you have reached a maximum medical improvement status. There is a
cap of 104 weeks allowed for Temporary Disability Benefits. For more information,
please visit: http://workcomp.rc-hr.com/
Retirement:
As an employee of Riverside County, you have one of the best retirement plans
available. The County’s retirement plan not only provides for service retirement, but
also offers disability, and survivor and death benefits. Upon employment as a regular
employee, you become a member of the California Public Employees' Retirement
System (CalPERS). Most employees are also covered by Social Security; Safety
members are not, but do have a substitute Survivor Benefits provision in their retirement plan.
Your contribution toward the cost of the CalPERS plan is based on your bargaining
or employee unit and is computed as a percentage of your salary. For additional information or to address any questions you may have, please contact the Benefits Information Line at (951) 955-4981 and select option 2, or contact CalPERS at (888)
225-7377 for your specific retirement information. When you retire, the benefit
amount you receive will depend on the length of time you worked for the County,
your age at retirement, and your average monthly salary during your highest oneyear earning period. You must have at least five years of service in the CalPERS
system for either a service or disability retirement. Safety members have no minimum
service requirement for an industrial disability retirement.
If you leave County service before you are eligible to retire, you may request a refund
of your employee contributions (the money deducted from your paychecks) or you
may leave your account on deposit with CalPERS and your service credits may continue to accrue if you become employed with another CalPERS-covered employer. Annual statements are available from CalPERS, which show your employee contributions and service credits. For additional retirement information, please visit:
http://benefits.rc-hr.com/RetirementPlans.aspx or contact CalPERS at (888) 2257377.
36
Holidays
The following are recognized holidays:
Consult the appropriate current governing document for your representation unit for
specifics related to holidays and holiday pay (if applicable).
37
Holidays (continued):
Only Regular and Seasonal employees in a current paid status shall be eligible for
paid holidays. How you will be compensated for a holiday is determined based on
the governing document for your representation unit. Check the current governing
document for your representation unit.
Vacation:
Most regular employees earn vacation based on their length of service hours with the
County. Vacation is credited to your pay stub bi-weekly. Vacation may be taken at
times approved by your department. All of us need a periodic rest from our jobs, so
vacations are intended to be taken. The maximum employees are allowed to accumulate is contingent upon their representation unit. Consult the appropriate current
governing document for your representation unit for vacation specifics. Generally, the
annual allowance is:
Years Completed
Annual Vacation Hours Earned
Zero to three years
80 hours (10 eight-hour days)
Beginning of fourth year
120 hours (15 eight-hour days)
Beginning of tenth year
160 hours (20 eight-hour days)
38
Annual Leave:
Some employees earn Annual Leave in lieu of vacation and sick leave. Annual Leave
may be used to restore pay otherwise lost due to absence from work for personal
reasons or illness. When unscheduled usage of Annual Leave occurs, the employee
may be required to provide verification of the reason(s) for the absence.
Employees who accrue Annual Leave may request to receive pay in lieu of Annual
Leave per calendar year. The amount of Annual Leave that may be requested as pay
in lieu of Annual Leave varies by representation unit. For the specific accrual schedule, maximum number of hours to be paid in lieu of Annual Leave, and the maximum
accrual allowed, please refer to the appropriate current governing document for the
employee’s representation unit, as these may vary between units. Any regular employee who terminates or is terminated from County employment shall be credited
with all accrued Annual Leave at the same rate as that received on the last day
worked or last day of approved leave with pay.
Bereavement Leave/Death or Critical Illness in Family:
In accordance with the applicable current governing document for your representation unit, you may use up to five days of leave if you are in an active payroll status
and compelled to be absent due to the death or critical illness where death appears
imminent, of your father, father-in-law, mother, mother-in-law, brother, sister, spouse,
child, grandparent, grandchild, step-relationships of the same categories or equivalent relationships through a lawfully registered domestic partnership. The County has
a right to require proper documentation in support of the requested leave. All or part
of the leave may be taken from your accrued sick leave or annual leave balances;
check the appropriate current governing document for your representation unit for
additional information.
39
Leave Section of Employee Handbook
Note: It is the intent of the County of Riverside to comply with all applicable family,
medical, and other leave laws and regulations. With that goal in mind, the County of
Riverside Human Resources Department has provided a broad array of helpful information and resources for employees, supervisors, and managers, including forms,
templates, guidelines and other information. This information, including all of the documents referenced in this handbook section, is available by selecting the Leave
Forms and Information option from the HR Toolbox on the Human Resources web
site, or by clicking the following link: http://www.rc-hr.com/ForEmployees/Leaves.aspx.
Family and Medical Leave:
The County of Riverside has established family and medical leave practices that conform to the requirements of state and federal laws, including the Family and Medical
Leave Act (FMLA), California Family Rights Act (CFRA), California’s Pregnancy Disability Leave law (PDL), and other regulations. Notices regarding these laws, along
with the County’s comprehensive Family and Medical Leave Guide and numerous
other helpful resources, are available by selecting the Leave Forms and Information
option from the HR Toolbox on the Human Resources web site, or by clicking the following link: http://www.rc-hr.com/ForEmployees/Leaves.aspx
Employees should consult with their HR/Department Designee if they have questions
regarding their eligibility for leave under these regulations. Leave forms and information are available from your Department Representative as well as by selectingLeave Forms and Information from the HR Toolbox tab located at: http://www.rchr.com/HRToolbox.aspx.
FMLA and CFRA:
Under the California Family Rights Act (CFRA) and the federal Family and Medical
Leave Act (FMLA), qualified employees are entitled to take unpaid leave for up to 12
work weeks in a given 12-month period for a qualifying event.
40
FMLA and CFRA (continued):
The employee must have been employed for at least 12 months within the previous
seven years with the County (including temporary/TAP employment), and have
worked at least 1,250 hours during the previous 12-month period. The leave may be
taken for any of the following qualifying events:
 the
 the
employee's own serious health condition;
care of a family member (child, spouse [including same sex spouse], parent, registered domestic partner, or child of a registered domestic partner)
with a serious health condition;
 the care of (bonding with) the employee’s child after birth, or after placement
of a child for adoption or foster care;
 a qualifying exigency arising out of the fact that a family member (spouse,
son, daughter, or parent) who is a “covered military member” (Regular Military
and Reserves) is on or being called to active duty in support of a contingency
operation (FMLA only).
In addition, FMLA provides qualified employees with up to 26 work weeks of leave
time to care for a seriously ill or injured family member (spouse, son, daughter, parent,
or next of kin) who is a covered service member in the Armed Forces, including the
National Guard, Reserves or eligible Veterans. This leave may be taken to care for a
covered service member who has incurred a serious injury or illness in the line of duty
on active duty, for which the service member is undergoing medical treatment, recuperation, or therapy; is in an outpatient status; or is on the temporary disability
retired list.
Although FMLA and CFRA basically provide for unpaid leave, in many instances employees are either required or allowed to use their applicable leave balances, in accordance with regulations and MOUs. For more information regarding the use of leave
balances, employees should consult the Use of Accruals for Paid Family and Medical
Leave chart, available from the HR Toolbox/Leave Forms & Information page at http://
www.rc-hr.com/ForEmployees/Leaves.aspx. It should be noted that when employees
are receiving paid disability benefits (e.g., through Workers’ Compensation, ShortTerm Disability or Long-Term Disability), the use of leave balances to supplement
such payments requires mutual agreement between the employer and employee.
41
FMLA and CFRA (continued):
In general, an employee on FMLA/CFRA leave also is entitled to have health care benefits maintained while on that protected leave. Employees are required to pay their share
of the premiums for such benefit coverage. An employee generally has a right to return
to the same or an equivalent position at the conclusion of the leave, subject to any exceptions that are allowed by the law.
For additional information, please consult the County Family and Medical Leave Guide
(available from the Leave Forms and Information page referenced above) or talk to your
Department Representative.
Eligible employees must provide at least 30 days advance notice for FMLA/CFRA leave,
whenever the need for such a leave is foreseeable. When 30 days notice is not possible,
the employee must provide notice as soon as practicable and must comply with the employer’s call-in procedures. Employees must provide complete and sufficient information
for the County to determine if the leave may qualify for FMLA/CFRA protection, including
the anticipated timing and duration of the leave. A more complete list of employee responsibilities related to FMLA/CFRA and PDL is available from the HR Toolbox/Leave
Forms & Information page at: http://www.rc-hr.com/ForEmployees/Leaves.aspx.
When medically necessary, FMLA, CFRA, and PDL also provide for leave on an intermittent or reduced work schedule basis. Employees must provide complete and accurate medical certifications specifying the estimated duration and frequency of anticipated
intermittent leave. If you are on intermittent leave, in order to receive leave protections,
you must identify any applicable time off as FMLA/CFRA time at the time of notification
to your department. Please note that a more complete list of employee responsibilities
related to FMLA/CFRA and PDL is available from the HR Toolbox/Leave Forms & Information page or by clicking the following link: http://www.rc-hr.com/ForEmployees/
Leaves.aspx.
Pregnancy Disability Leave (PDL):
Under state Pregnancy Disability Leave law, pregnant employees are entitled to up to
four months (i.e., 17 1/3 weeks or 693.2 hours for full-time employees) of unpaid leave
time (prorated for part-time employees) for disability due to pregnancy, childbirth, and
pregnancy-related conditions, including prenatal care and severe morning sickness.
Pregnancy Disability Leave usually runs concurrent with Family Medical Leave Act
(FMLA) time. This leave may be paid or unpaid, depending on the employee’s selection
and available leave balances; however, it should be noted that the use of accrued sick
leave is required. For more information regarding the use of leave balances, please consult the Use of Accruals for Paid Family and Medical Leave chart, available from the HR
Toolbox/Leave Forms & Information page at: http://www.rc-hr.com/ForEmployees/
Leaves.aspx.
42
Pregnancy Disability Leave (PDL) (continued):
Employees who are requesting Pregnancy Disability Leave must furnish appropriate
Medical Certification substantiating the need for leave and specifying the leave duration. Leave forms and additional PDL information are available from Department Representatives and from the HR Toolbox/Leave Forms & Information page or by clicking
the following link: http://www.rc-hr.com/ForEmployees/Leaves.aspx
Leave Time as Accommodation under ADA/FEHA:
Qualified individuals with disabilities may apply for accommodation, including requesting additional leave time beyond that provided by other leave laws, under the Americans with Disabilities Act (ADA) and/or California’s Fair Employment and Housing Act
(FEHA). For additional information or to apply for reasonable accommodation under
ADA/FEHA, contact your Human Resources Services Team and/or visit the Disability
Access Office webpage at http://dao.rc-hr.com/. To ensure confidentiality of your
health condition, completed forms are returned to the County Disability Access Office,
and any diagnostic information that is received will not be shared with your department. It should also be noted that an employee’s health care provider is not required
to provide protected health information such as the employee’s diagnosis in order for
the County to determine whether the employee is a qualified individual with a disability. For additional information, including forms and other resources, please refer to the
Human Resources website/Disability Access Office web page at the following link:
http://dao.rc-hr.com/
Official Leaves of Absence (LOAs):
In accordance with applicable MOUs and with proper approval, an official Leave of
Absence may be taken for a period not to exceed one year for the following reasons:

Illness, disability, or pregnancy (when FMLA/CFRA and/or PDL has been exhausted or doesn’t apply);

To take a course of study which will increase the employee's usefulness on return;

Other personal reasons acceptable to the authority whose approval is required.
43
Official Leaves of Absence (continued):
Employees who are not on protected leaves (e.g., FMLA, CFRA, and/or PDL) and
need additional medical leave time must apply for a Leave of Absence (LOA), regardless of whether the origin of the illness/injury is work-related or non-work-related.
Leaves of Absence must be requested in writing, and only fully completed requests
will be considered for approval. It is the employee’s responsibility to submit a completed leave request in a timely manner in order to obtain approval.
It is important to note that approval of a Leave of Absence request is not automatic.
Leave requests will be evaluated based on your department’s operational needs,
workload demands, and ability to accommodate your continued absence.
Leave of Absence request forms are available on the Human Resources Department’s website at www.rc-hr.com in the HR Toolbox tab or from your Department
Representative. During any Leave of Absence, it remains your responsibility to communicate with your supervisor regarding your leave status and anticipated return to
work date.
Returning to Work from FMLA/CFRA/PDL or other Medical Leave:
In accordance with applicable MOUs, employees returning to work from medical leave
are required to present a statement from the treating physician releasing the employee to full duty, prior to being allowed to return to work. However, if an employee has
work restrictions, a release to less than full duty may be allowed as a reasonable accommodation under the Americans with Disabilities Act/Fair Employment and Housing
Act (ADA/FEHA). Work Accommodation Request forms are available from your HR
Designee or from the Human Resources/Disability Access Office web site at the following link: http://dao.rc-hr.com/.
Military Leave:
Under the Uniformed Services Employment and Reemployment Rights Act of 1994
(USERRA) and California Military and Veterans Code, reservists and other employees
who are members of the Armed Forces of the United States, the National Guard or
the Naval Militia and who are called to ordered military duty are entitled to a military
leave of absence.
44
Military Leave (continued):
For military leave information and request forms, including the County’s Military Leave
Guide, refer to the HR Toolbox/Leave Forms and Information Page, at the following
link: http://www.rc-hr.com/ForEmployees/Leaves.aspx
For additional support and information, you may also contact your Department Representative or Human Resources.
Military Spouse Leave:
California Military and Veterans Code (Section 395.10) provides for up to 10 days of
unpaid leave for spouses or registered domestic partners of military personnel who
are home on leave from deployment during a period of military conflict. With supervisory approval, employees may use applicable leave banks such as vacation and compensatory time during this leave. Employees must work an average of 20 hours or
more per week to qualify for this type of leave; there is no length of County service requirement.
In order to apply for this leave, you must provide notice of your intention to take leave
within two business days of receiving official notice that the military member will be
home on deployment leave. You must also submit written documentation certifying
that the military member’s deployment leave will occur simultaneously with your requested leave time.
For military leave information and request forms, including the County’s Military Leave
Guide, refer to the HR Toolbox/Leave Forms and Information Page, at the following
link: http://www.rc-hr.com/ForEmployees/Leaves.aspx
For additional information, contact your Department Representative or Human Resources.
45
Sick Leave:
Employees may earn paid sick leave each pay period or as governed by the law. You
may use sick leave for preventive medical or dental care, meaning routine physicals
or check-ups. You are also allowed to use sick leave to care for a member of your
family, domestic partner, or child of a domestic partner who is disabled by illness or
injury. For additional information regarding which family members are covered by your
sick leave, please refer to the MOU or Resolution for your bargaining unit. If the department has good reason to suspect an employee may be abusing sick leave, proof
of illness or injury that prevents the employee from being able to work may be required, in the form of a doctor's certificate or equivalent. See the appropriate current
governing document for your representation unit for details.
Upon retirement, disability retirement, or death of an employee, a percentage of accumulated sick leave may be paid, up to a certain maximum number of hours. Check the
appropriate current governing document for your representation unit for specific information pertaining to sick leave.
Jury Duty and Court Appearances:
Regular employees who are summoned for attendance to any court for jury duty during normal working hours are considered to be on duty and there will be no loss of salary. Employees must submit proof of jury duty to supervisors/managers upon request.
Mileage fees may be retained, but any jury fees received must be turned in to their
department’s accounting unit. Temporary employees are entitled to retain their jury
fees, since their jury time is not considered to be time actually worked.
Employees who are called as witnesses arising out of and in the course of their County employment are deemed to be on duty and there shall be no loss of salary. However, any witness fees received must be turned in to their department’s accounting unit,
as well as any mileage allowed, if County transportation is used.
46
Voluntary Time Bank/Catastrophic Leave:
Employees who suffer a catastrophic illness or injury may ask their supervisor or department head if a Voluntary Time Bank may be created for them. Under the Voluntary Time Bank program, other employees who have large leave balances may anonymously donate vacation, holiday, or annual leave to the employee in need.
Catastrophic illness or injury is generally defined as a severe illness or injury of the
employee which is expected to completely and totally incapacitate the employee for
at least two weeks and which creates a financial hardship because the employee has
exhausted all of his/her accumulated leave at the time the application is submitted.
Catastrophic illness or injury is further defined as a debilitating illness or injury of an
immediate family member that results in the employee being required to take time off
from work for at least two weeks to care for the family member, creating a financial
hardship because the employee has exhausted all of his/her accumulated leave at
the time the application is submitted. For more information, see your supervisor or
Department Representative.
47
Employee Resources
To cultivate a healthy work-life balance, the County of Riverside facilitates a variety of
services that employees can customize to fit their individual life, health, and employment needs.
Human Resources Website:
The County’s central communication gateway to a wealth of information regarding your
employment with the County of Riverside can be found at: www.rc-hr.com. The site offers extensive information about Human Resources, which includes benefits, safety,
risk, leadership and division information. Information is also provided about employee
discounts offered by other businesses.
On www.rc-hr.com, the Human Resources Toolbox tab is your one-stop shop for a
wide variety of information and forms related to services provided by Human Resources divisions. Available information includes Memorandums of Understanding
(MOUs), a variety of useful forms for employees and managers, and whom to contact
with questions. www.rc-hr.com is available on both the Internet and the intranet. If you
need assistance logging on or navigating the site, please call the County Help Desk at
(951) 955-9900.
Accommodation under ADA/FEHA:
The Americans with Disabilities Act, as amended (ADAAA), and California’s Fair Employment & Housing Act (FEHA) both prohibit discrimination based on disability. In
compliance with these laws, Riverside County provides reasonable accommodation to
qualified employees or applicants with disabilities, unless doing so would cause undue
hardship to its operations. A reasonable accommodation is a change to a job, the work
environment, or the way things are usually done that enables a qualified individual with
a disability to enjoy an equal employment opportunity and perform the essential functions of the position.
If you believe you may need an accommodation for a disability, you may request accommodation by talking to your supervisor or manager, or by contacting your Human
Resources Services Team. If you need additional information, there are a number of
helpful resources available online, accessible by visiting the HR Toolbox at http://
www.rc-hr.com/HRToolbox.aspx and choosing Disability Access Office. Additionally,
you may contact the Human Resources Department’s Disability Access Office at (951)
955-5663 or via email at [email protected].
48
Career Counselor:
The Human Resources Department’s Educational Support Program’s Career Counselors are available to assist employees in identifying and maximizing future employment
and development opportunities, thus enabling them to thrive in today’s competitive
workplace. Individualized services are provided, including skill and career assessment
tools; review of resumes, education, and positions; and interfacing with departments
regarding potential career opportunities. For more information, go to the Educational
Support Program’s website at www.rc-hr.com/esp or call the Educational Support Program at (951) 955-2572.
Combined Charities:
Through the annual Employee Campaign, the County offers you the opportunity to
contribute to various charitable causes by payroll deduction. Non-profit public service
organizations are screened by a committee to ensure that your contributions reach the
intended need.
Commuter Services - Rideshare:
The mission of Commuter Services is to assist County of Riverside employees in promoting a broad range of commuter transportation alternatives to driving to work alone.
Through creative planning and partnerships with other public entities such as Riverside
County Transportation Commission and under the guidance of South Coast Air Quality
Management District (SCAQMD), and our desire to comply with Rule 2202 as mandated by the SCAQMD, Commuter Services strives to lead Riverside County in meeting
its goal to reduce air pollution, improve traffic congestion and make Riverside County a
better place to live and work.
Commuter Services provides incentives for registered participants at no cost to the employee, with the exception of the County Vehicle Program which is employee subsidized. Participant incentives include an opportunity for new participants to earn $2 a
day in the first 3 months of participation in the form of Stater Bros. gift card(s), participation in the Rideshare Plus incentive, monthly drawings, and preferred carpool parking is available at some County facilities for employees who are registered to carpool.
Complimentary parking structure passes in downtown Riverside may also be available
for two or more County employees at the same worksite. Walking and biking to work is
also greatly encouraged, and information about transit options (RTA, Sunline or OmniTrans) along with Metrolink information is also available. In addition, all registered participants are eligible for participation in the Guaranteed Ride Home (GRH) Program,
which provides participants a ride home in the event of an emergency.
49
Commuter Services - Rideshare (continued):
For more information about Commuter Services and the services that we offer for our
employees which include more detailed information on incentives, answers to frequently asked questions, and forms available for easy reference, please visit us at http://
rivcocommuter.rc-hr.com/ or call (951) 955-1118.
COR Learning Center:
County of Riverside (COR) Learning Center is Riverside County’s learning and organization development function serving all County departments and employees countywide. COR Learning Center provides learning and performance solutions to enhance
public service outcomes that support the CEO’s county-wide vision, goals, and his desire for Riverside County to become a service-focused, learning organization. COR
Learning Center’s goal is to improve public service outcomes by enabling greatness in
County departments, divisions, organizations and individuals through a multifaceted
approach including:

Organization Development and Consulting Services - COR Learning Center
provides departments with high quality organization development and consulting
services to enable the County Departments and Divisions to increase effectiveness
and achieve their performance and goals. Services include but are not limited to
organizational change and transition management, organizational assessment,
strategic planning, strategy implementation, process improvement team development, meeting facilitation and coaching.

Support for County-wide Goals set by Executive officer through planning and facilitation of County Department Head meetings, ongoing facilitation of County-wide
goal work groups, and planning development and deployment of Executive Officer
videos to deliver important organizational messages.

County-wide Learning Management - COR Learning Center Administers the
County’s Learning Management System for course scheduling, online enrollment,
records tracking, data maintenance, report generation, system maintenance and
fielding customer calls for all courses. COR Learning center provides learning administration services for all courses offered through COR Learning Center, Legally
Required and Mandated courses, the Safety office, Disability Awareness Office, The Culture of Health Program, Department of Mental Health, Information Security Office, Auditor Controller Recorder and Assessor Clerk Recorder.
50
COR Learning Center (continued):

Focused Learning Cohorts including the Executive Leadership Initiative, Management Academy, Supervisory Academy and Professional Assistant academy to prepare participants for increased levels of responsibility and improve performance
through proven and innovative ideas to meet the challenges of our changing business environment.

World-class Live Courses for employees based on the work of some of the
world’s most revered executives, authors and thought leaders Stephen Covey,
Peter Block, Patrick Lencioni, Ram Charan, Larry Bossidy, Joseph Grenny and
many more. Courses are available to all employees for the low cost of materials, a
savings of up to 85% off retail.

County-wide E-Learning makes learning freely accessible to all county employees
from any computer or mobile device, anywhere anytime 24/7 at exactly when employees need it. Learning offerings include thousands of online courses resources,
short videos, job aids, simulations, certification pre courses, ebooks and book summaries on a wide variety of topics including Leadership, Supervision, Customer
Service, MS Office Suite and much more.

Professional Certifications - Preparation for professional Certifications is available in the areas of Nursing, Project Management, Six Sigma, Human Resources
Management, Information Technology and much more at your fingertips, exactly
when you need it.

Academic Degree Credit and CEU eligible courses are available through which
employees earn academic credit toward undergraduate degrees, professional certification programs or continuing education units (CEU). Degree credits are available
through the University of Phoenix, Drexel University and George Mason University.

Information Technology Professional Certification is available including over
1,500 courses and several thousand hours of course instruction, simulated practice
and practice certification exams ensuring that RCIT staff can keep skills current
while saving thousands per person on equivalent courses taken externally.
Find out more at: http://corlearning.rc-hr.com/.
51
Culture of Health:
The Human Resources Department’s Culture of Health Program will provide opportunities to assist all interested County employees in making voluntary behavior changes to improve health and well-being, enhance individual productivity and maintain a
healthy lifestyle.
For more information, go to: http://cultureofhealth.rc-hr.com/
Employee Assistance Services:
At some point in your life, a personal or work-related problem can begin to have an
impact on your happiness, personal well-being, work performance and career. When
you have come to that point and need to talk, call EAS. The EAS staff is here to help
in a professional, confidential and knowledgeable manner. EAS staff are California
Licensed Psychologists and Licensed Marriage and Family Therapists, and Licensed
Clinical Social Workers who are experienced in helping individuals, couples and families address a wide range of personal and work-related difficulties. Together we help
you identify practical solutions and develop a plan to help you achieve your personal,
family, work-related and career goals. Employees and eligible family members may
self-refer. Since opening its doors in 1983, EAS has been helping Riverside County
employees and their family members lead happy, fulfilling and productive lives. EAS
offers a variety of services which are free and confidential. For additional information,
call the EAS office at the numbers listed on the Important Phone Numbers page of
this handbook. You can also access EAS on-line on the Human Resources Website
http://www.rc-hr.com/eas
Employee Referral Program:
The employee referral program (ERP) rewards regular County employees when an
external applicant is referred and hired into certain difficult-to-recruit positions. Bonus
amounts vary and begin at $300. For more details about this program, view the ERP
web page at: http://www.rc-hr.com/ForEmployees/EmployeeReferralProgram.aspx.
Board Policy C-30 describes the complete details of this program.
52
Employment Verification - The Work Number®:
Buying a home or a car? Applying for a loan? Leasing an apartment? You will need
proof of your employment and/or income. For fast, secure, anytime-anywhere proof of
employment or income via the Web or phone, use The Work Number®. This valuable
service is available when you apply for a loan, need a reference check, lease an
apartment or any other instance where proof of employment or income is required.
You benefit from having control of the process by authorizing others access to your
information. For further details, go to www.theworknumber.com or call 800-996-7566.
Floater Program:
This program is designed to meet the County’s staffing needs by offering on-the-job
training opportunities for employees who lack actual work experience to compete for
positions that are in demand. By “floating” into a position for six to 12 months, employees will gain the specialized skills, knowledge, and experience they are lacking in
order to successfully compete. This is a department-driven program where opportunities arise based on department requirements. Employees who are interested in the
floater program should contact the Human Resources Services Team assigned to the
department where they are employed to inquire about current floater opportunities.
Return-to-Work Program:
The County’s award-winning Return-to-Work (RTW) program provides temporary
modified duty assignments to employees with temporary work restrictions resulting
from work-related injuries or illnesses. If the employee cannot perform his or her regular duties but can perform other tasks, the Return-to-Work Coordinator assists in identifying and designing transitional/modified assignments to help the employee recover
more quickly while contributing towards department productivity.
Research consistently shows that employees who return to work as soon as medically
possible benefit both psychologically and physically, and experience quicker recovery
times. Departments also benefit by reducing lost workdays while utilizing a skilled and
valuable employee. If you have temporary work restrictions from a work-related injury
or illness, the Return-to-Work Program may be able to provide you with modified/
transitional duty during your recovery period. While participating in this program, you
will earn your regular, hourly wage for hours worked and accrue benefits as applicable
in your regular assignment. To contact a Return-to-Work Coordinator, call (951) 9553530.
Additional information and referral forms for the County’s Return-to-Work Program are
available online at: http://workcomp.rc-hr.com/ReturntoWork.aspx.
53
County Departments
Riverside County’s departments and agencies employ staff members who perform a
wide variety of functions and services in over 1,500 different job classifications. As a
new County employee, you should become thoroughly familiar with your department’s
mission and business operations. As you peruse the following information about the
County’s many departments and agencies, you will learn about their innovative approaches to public service and the extensive variety of services they offer.
Many County departments interact with each other on a regular basis or as members
of interdepartmental project teams. If your job involves such interaction, learning more
about these County departments will enhance your ability to work cooperatively and
effectively with them.
54
Assessor-Clerk-Recorder’s Office:
The Assessor-County Clerk-Recorder’s mission is to fulfill the legally mandated function of the Assessor, County Clerk, Recorder, and Records Management Program in
an accurate, timely, professional, and courteous manner and to ensure high quality
service.
The Assessor’s Office:
By law, the Assessor locates all taxable property in the county, identifies the owners,
and describes the property. The Assessor also determines a value for all taxable property and applies all legal exemptions and exclusions. However, the Assessor is not responsible for setting tax rates or collecting taxes.
The County Clerk’s Office:
Files fictitious business name statements, statements of abandonment of use of fictitious business name, and withdrawals from partnership operating under a fictitious
business name. The County Clerk also issues public and confidential marriage licenses; performs civil marriage ceremonies (by appointment only). Provides certified copies
of confidential marriage licenses (with proper identification). Registers notary public
oaths and commissions and authenticates the notary public signatures; registers process servers, unlawful detainer assistants, professional photocopiers and legal document assistants. Receives negative declarations, notices of determination, notices of
exemption, and admitted surety insurer statements. The County Clerk also files surety
insurer powers of attorney and Grand Jury final reports.
The Recorder's Office:
Records, as mandated by law, all recordable documents in connection with ownership
and titling of properties and other negotiated items within the County of Riverside. The
office also maintains permanent records of recorded documents, vital statistics (birth,
death, marriage), and real estate documents, which serve as the legal basis for determining ownership of land. The Recorder’s Office has the task of examining documents
to ensure that they meet the legal requirements, imaging the documents, indexing
them, and archiving all official records recorded and filed within Riverside County.
55
The Records Management and Archives Program (RMAP):
The Records Management and Archives Program (RMAP) is charged with developing
consistent standards for managing records and information across all county departments. These standards provide a framework for departmental transparency, accountability and adherence to related government codes and directives. RMAP also promotes technological efficiencies that enhance the ability of departments to safeguard
data and perform their mission.
RMAP offers an array of professional record management and storage services to
county departments through its centrally managed record centers. In addition, the Program operates the County Archives which serves as the central repository for county
records of permanent value and historical significance.
For more information, please visit http://www.asrclkrec.com/
Office of the Agricultural Commissioner:
The Riverside County Agricultural Commissioner's Office is entrusted with the mission
of protecting and promoting the agricultural industry of the County, ensuring the health
and safety of the County's citizens, and fostering confidence and equity in the marketplace through education and the fair and uniform enforcement of laws, regulations, and
ordinances enacted by the people of the State of California and the County of Riverside. Its mission is accomplished through the management of various programs utilizing a combination of public outreach, industry education and coordinated statewide
regulatory programs.
In agriculture, as in other professions, information technology is an increasingly important tool. Whether it is using geographic information systems to assist with planting
or pest control decisions, or surfing the web to learn more about developing new marketing strategies, the amount of information available to agricultural producers has
grown by leaps and bounds.
The department is involved in the following programs: Pest Detection and Exclusion;
Seed Certification; Nursery Inspection; Egg, Fruit and Vegetable Quality Control; Direct
Marketing/Certified Farmers Markets; Organic Crop Inspection; Apiary Inspection; Crop
and Livestock Statistical Reporting; and Weights and Measures Consumer Protection
related Programs.
For more information about the Agricultural Commissioner, please visit
56
Auditor-Controller:
The Auditor-Controller’s Office is staffed by professional financial managers, accountants, and clerks who provide the County of Riverside with preeminent financial management and fiscal leadership. They provide flexible, innovative, and proactive financial
management solutions to County departments, divisions, and special districts in the following areas:






financial accounting, disbursement, and auditing services;
payroll processing, distributions, and financial reports;
maintenance of County ledgers, operating budgets, and reconciliation statements;
appropriation and budget controls for disbursement and allocation of County funding;
financial and operational audits of departments, offices, boards, and institutions
governed by the Board of Supervisors;
advice and consultation in compliance with financial policy, mandates, and regulatory
procedures.
Additionally, the Auditor-Controller’s Office is committed to improving its image and effectiveness through incorporating high professional, ethical, and moral standards as the
cornerstone of its administration.
For more information, please visit www.auditorcontroller.org.
Cooperative Extension:
The University of California Cooperative Extension is a partnership department between
the University of California Agricultural and Natural Resources Department and the
County of Riverside with a mission for improving the quality of life of the citizens of Riverside County by conducting and extending multidisciplinary research and education in
food and fiber production and consumption, public wellness, and 4H youth development.
The Cooperative Extension, which includes University academic and programmatic personnel and county support personnel, has its offices in three locations including Moreno
Valley, Indio and Blythe.
The areas of agricultural research and education include: agronomy, vegetable crop production, integrated pest management, entomology, field crop production, viticulture,
plant pathology, subtropical crop production, agricultural economics, animal sciences,
natural resources and environmental horticulture.
57
Cooperative Extension (continued):
Academic and program personnel in these fields serve a diversified and viable agricultural industry. The areas or research and education in Nutrition and Consumer Sciences include nutrition, physical activity, health, and money management. The 4H youth
development program educates and trains youth in leadership and good citizenship.
Cooperative extension collaborates with hundreds of volunteers in the 4H youth development programs and the Master Gardener education in urban gardening, environmental enhancement and community development. For more information, please visit
http://ceriverside.ucanr.edu/
County Counsel:
The Office of County Counsel is a full-service law office, tasked with handling the
County's civil law needs, including proactive participation in all phases of governmental
decision-making. The office provides advisory and litigation support to the Board of
Supervisors, County departments, County officers, boards, and commissions. The office also represents the County in juvenile dependency and conservatorship matters.
For more information, please visit http://www.countyofriverside.us/countycounsel/
Home.aspx. The mailing address: 3960 Orange Street, Suite 500, Riverside, CA
92501; Phone: (951) 955-6300.
Department of Animal Services:
The Department of Animal Services’ mission is to work together to improve Riverside
County for people and animals. The department promotes safe, healthy, and humane
animal/human coexistence through public education, humane sheltering, responsible
pet placement, progressive law enforcement, and pet overpopulation reduction. The
Department of Animal Services is working toward the goal of 100% adoption of all
healthy and adoptable animals. To that end, the department is actively involved in proactive adoption, as well as collaboration and strategic alliances with adoption partners.
Animal Services provides and maintains shelters in Blythe, San Jacinto, Thousand
Palms, and Western Riverside County (Jurupa Valley).
58
Department of Animal Services (continued):
In keeping with California health and safety laws, codes, and statutes as well as County
of Riverside Ordinances, the department provides a number of services which include:
barking dog complaints; rabies/bite reports; dog licensing; leash law violations; kennel
and cattery licenses; adoptions; license inspections; investigation of cruelty cases; animal quarantines; emergency response and investigations; vaccinations; upkeep and
care of impounded animals; administrative hearings pursuant to restraining orders for
potentially dangerous, dangerous, or vicious dogs; euthanasia; rabies clinics; low cost
spay/neuter clinic; education and community outreach; and animal behavior classes.
These services are provided to residents of the unincorporated areas of Riverside
County as well as cities contracting with the County. In addition, Animal Services recognizes the link between animal cruelty and more serious crimes. The department is currently striving to become a leading agency in the early education and prevention of
these horrific crimes. For more information, please visit http://www.rcdas.org/
Department of Child Support Services:
The Department of Child Support Services promotes the well-being of children and the
self-sufficiency of families by delivering effective, quality child support collection and
other services for meeting children’s needs. The department’s enforcement actions are
designed to ensure that both parents share in the obligation to provide support for their
children. The department identifies and locates a child’s parents, then establishes or
modifies child and medical support. The department employs all civil, inter-jurisdictional,
and criminal legal enforcement actions necessary to help children and families get the
support they need for the present and to build a better future. The department also obtains repayment from non-custodial parents of County-provided support for their minor
children. The Department of Child Support Services strives to provide the highest level
of service, maintain effective communication that keeps families well-informed about the
availability of child support services, and to meet the needs of customers with respect.
For more information, please visit http://www.dcss.co.riverside.ca.us/
59
Department of Environmental Health:
The department’s primary responsibility is the enforcement of mandated California environmental health laws, rules, and regulations, as well as Riverside County ordinances.
This enforcement responsibility covers Riverside County and the 24 incorporated cities
within the County. The Department’s programs are organized under three divisions with
an administrative support unit. The basic department program elements include retail
food protection; mobile home park & organized camp inspection; vector control; land
use; small water supply systems; public swimming area safety; liquid, solid and medical
waste management; hazardous materials management; household hazardous waste;
and emergency response to hazardous materials incidents. For more information,
please visit http://www.rivcoeh.org.
Department of Public Health:
The mission of the Department of Public Health (DOPH) is to promote and protect the
health of all County residents and visitors. The Department strives to accomplish this
mission through State of California mandated services and programs and community
based public health programs.
Here is some examples of what the department does:
 Provides
public health services including family planning, immunizations, a treatment of Tuberculosis (TB) and sexually transmitted illnesses.
 Provides
public health programs, including Public Health Nursing, Public Health
Laboratory, and Maternal, Child, and Adolescent Health services.
 Provides
quality medical care in the pre-hospital setting through the oversight of
County Emergency Medical Services (EMS) providers. This ensures a structure for
consistent quality care and compliance with State EMS legislation and regulations.
 Monitors
the health status of the community and maintains birth and death infor-
mation.
The department’s programs are organized under three divisions and thirteen branches
with an administrative support unit. The branches include: Children’s Medical Services,
Community Outreach, Disease Control, Epidemiology and Program Evaluation, Family
Planning/Immunization Program, HIV/AIDS and STD Program, Injury Prevention Services, Nutrition Services/WIC Program and Health Promotion, Public Health Laboratory,
Public Health Nursing/Maternal Child and Adolescent Health, and Vital Records. For
more information, visit http://www.rivcoph.org/
60
Department of Public Health (continued):
In partnership with the community, is designated to address poverty by offering opportunities for the county's low-income residents with a variety of support mechanisms as
they move toward self-sufficiency. Partner with community-based organizations, faith
based organizations, local, state and federal governments and the private sector for
program delivery in the following fields:

Individual and Family Development and Asset Building

Volunteer Income Tax Assistance/Earned Income Tax Credit

Project B.L.I.S.S. (Building Links Impacts Self-Sufficiency)

Dispute Resolution Center

Project L.E.A.D. (Linking Education, Advocacy, and Development)

Pre-Apprenticeship Business Mentoring

Community Action Academy

Cool and Warm Centers

Utility Payment Assistance

Home Weatherization

Public Notary Services

Riverside County Mentor Collaborative

Delegate Agencies

Capacity Building
Its primary funding source is the federal Community Services Block Grant (CSBG) that
is administered through the California Department of Community Services and Development (CSD).
The Low Income Home Energy Assistance Program (LIHEAP) funds the energy programs and is also administered through CSD. Program eligibility is based on poverty
level guidelines established by the federal government. Some programs are designed
for specific target groups: single women with children, youth, or families working toward
self-sufficiency. All programs focus on helping people and changing lives.
For more information, please visit: www.capriverside.org
61
Department of Public Social Services:
The Department of Public Social Services (DPSS) provides a broad array of programs
and services to at-risk citizens of Riverside County. With a staff of almost 4,000, DPSS
administers dozens of programs that promote the safety, well-being and self-sufficiency
of the community’s most vulnerable populations. With community partner agencies
numbering in the dozens, the department provides services and support to abused and
neglected children and adults, the elderly, the disabled, and individuals and families
who are experiencing a temporary period of financial hardship. DPSS continually seeks
innovative ways to help people reach their full potential. From cutting-edge technology
that streamlines service delivery to promising new initiatives such as Family to Family, a
community-based team approach to child welfare, the department provides advocacy
and support that epitomizes the highest standard in government service.
The department’s philosophy is exemplified in the award-winning Curtailing Abuse Related to the Elderly (CARE) and Greater Avenues for Independence (GAIN) programs.
Both of these exemplary programs have been recognized across the nation because of
the department’s strong belief in the capacity of the human spirit to overcome adversity
and attain self-sufficiency. A winner of the coveted “Innovations in American Government Award,” given by the John F. Kennedy School of Government at Harvard University, Riverside County GAIN is a model for both federal welfare reform and successful
welfare-to-work programs around the world.
The CARE program, a runner-up for the Innovations award, has been extensively covered in the media as one of the most praiseworthy programs in the state dedicated to
protecting the elderly from financial abuse. DPSS strongly supports staff personal and
professional growth. The agency offers a variety of education and training programs to
employees at all levels that add to the depth and breadth of their knowledge, resulting
in improved customer service and greater promotional opportunities.
For more information, please visit: http://dpss.co.riverside.ca.us/
62
District Attorney:
The Riverside County District Attorney’s Office represents the People of the State of
California in all criminal matters arising in Riverside County. With a staff of about 700,
including about 250 attorneys, the District Attorney’s Office is one of the largest district
attorney’s offices in California, filing more than 40,000 criminal cases each year. The
prosecutors and support staff serve from six branch offices across Riverside County
with main division offices in Riverside, Indio and Murrieta. The mission of the office is to
protect the public and serve Riverside County through the ethical prosecution of criminal and civil offenses while safeguarding the rights of victims and witnesses. With assistance from its Bureau of Investigations and other support personnel, prosecutors handle
felony, misdemeanor, and juvenile matters. The Division of Victim Services staff help
victims and witnesses navigate the criminal justice system and also assists victims to
recover expenses incurred as a result of crime. Victim Services staff provide services to
more than 10,000 victims and witnesses each year while also staffing three Family Justice Centers across the county. As the public prosecutor of criminal and some civil cases, the District Attorney’s Office strives to ensure that justice prevails and that the rights
of all are safeguarded. For more information, please visit the DA’s Office website at
www.rivcoda.org
63
Economic Development Agency:
The mission of the Economic Development Agency (EDA) is to enhance the economic
position of the County and its residents while maintaining the environment and quality of
life. EDA does this by encouraging business growth and building a positive business climate, developing a trained workforce, improving existing communities, offering a variety
of housing opportunities, providing cultural and entertainment activities, and maintaining
aesthetically pleasing County-owned and leased buildings. Programs operated by EDA
include:
Administrative Services: The administrative services team is comprised of Finance,
Purchasing, and Human Resources teams that provide support to all the various EDA
programs and over 900 employees.
Aviation: Riverside County owns and operates 5 airports throughout the county, providing services such as hangar rentals, flight schools, fueling, ground services, and restaurants. For more information, please visit Aviation.
Business Intelligence: Plays a vital role in the information infrastructure of EDA by
conducting research, maintaining demographic reports, and business data and mapping needs of the county. Data collected assists with planning, policy, grant writing, decision-making, and reporting requirements.
Community Services: The Community and Cultural Services Division (CCSD) is made
up of special district, federal and state funded community and cultural activities to enhance the quality of life for Riverside County residents. The CCSD oversees the operation of 60 County Service Areas (CSAs), Community Development Block Grants Emergency Solutions Grants, Neighborhood Enhancement Unit, Riverside County Library
System, Edward-Dean Museum & Gardens, and the Perris Cemetery District. The
CCCSD is dedicated to enhancing Riverside County through quality community services.

The Riverside County Economic Development Agency assumed operational control
of the County Service Area’s (CSA’s) in July 2002. The Community Services Division oversees the operation of 60 County Service Areas, including 5 CSA’s with
community advisory boards appointed by the Riverside County Board of Supervisors. In unincorporated areas, basic services like street lights, street sweeping, sewer, fire protection, and landscaping are provided by the county. Because counties
often consist of large and diverse geographical areas, providing a consistent and adequate service level across all areas can be difficult. Residents of urban communities may want more services than those residing in rural areas. The County Service
Area Law (Government Code 25210.1 et seq.) was created in the 1950’s to provide
a means of providing expanded service levels in areas where residents are willing to
pay for the extra service.
64
Economic Development Agency (continued):

The Community Development Block Grant (CDBG) is federally funded block grant
program created by Congress in 1974, with the overall goal to develop viable urban
communities by providing decent housing and a suitable living environment and expanding economic opportunities, principally for persons of low and moderate income.

The Homeless Emergency Assistance and Rapid Transition to Housing Act
(HEARTH Act), enacted into law in May 2009, revised the Emergency Shelter
Grants program and renamed it the Emergency Solutions Grant (ESG) program.
The ESG program builds upon the existing Emergency Shelter Grants program, but
places a much greater emphasis on helping people quickly regain stability in permanent housing after experiencing a housing crisis and/or homelessness. The key
changes to the program reflect a shift in focus from addressing the needs of homeless people in emergency or transitional shelters to the expansion of the homelessness prevention component of the program and the addition of a new rapid rehousing assistance component.

The Neighborhood Enhancement Unit’s (NEU) mission is to enhance the quality of
life for citizens who reside in Riverside County neighborhoods. NEU administers
versatile programs that help develop neighborhood leaders, administer sustainable
community programs, and encourage residents to participate in the County’s Community Development Block Grant (CDBG) Neighborhood Programs. NEU builds
partnerships with neighborhood leaders to ensure that there are strong connections, not only between neighborhood residents and the county, but between all
neighborhood stakeholders that may have an impact on improving Riverside County’s neighborhoods.

The Riverside County Library System (RCLS) is a public library system composed
of 35 libraries and 2 bookmobiles that service more than 7 thousand square miles
and 2 million residents of Riverside County. RCLS operates several Literacy Services, including Basic Adult Literacy, English as a Second Language, Family Literacy and, since 2002, a county-wide early literacy program called Project Read with
Me. For more information, please visit: http://rivlib.info/riverside-county-librarysystem/.
65
Economic Development Agency (continued):

The Edward Dean Museum is located in Cherry Valley; the museum offers cultural
activities and is also the perfect venue for weddings and special events. With the
support of staff and the Friends of the Edward-Dean Museum, non-profit organization, preserve and promote advocacy, conservation of art, and public education.
For more information, please visit: http://www.edward-deanmuseum.org

In 2009, the Perris Valley Cemetery District came under the management of the
County of Riverside Economic Development Agency. The pristine memorial park
sits on19 acres. This beautiful and peaceful final resting place will continue to serve
the community for generations to come.
For more information, please visit Community Services.
Custodial Services Division (CSD): Provides the labor, supplies, and equipment necessary to maintain all county facilities in a clean, safe, and sanitary condition. This division also handles pest control service requests for the County.
Economic Development: The Economic Development team retains and attracts business to the county by helping with small business consulting and startup assistance,
site selection, international and domestic financing options, expedited permit processing, state tax credit coordination, utility incentives, and workforce recruitment and
hiring incentives. Additionally, the team promotes tourism and coordinates special
events throughout the County. For more information, please visit: Economic Development.
Energy Division: Implements energy efficiency projects and installs renewable energy
systems for county owned and leased facilities, and processes utility bills for all county
departments.
Fair & National Date Festival: Each year, the agency also hosts the Riverside County
Fair and National Date Festival, which draws more than 300,000 festival-goers to the
Coachella Valley. For more information, please visit: Fair & National Date Festival.
Film & Television Office: Provides a single resource to the film community to find locations and apply for permits within Riverside County. Dedicated to providing professional, expedited, concierge service, ensuring you have a pleasant experience while
filming in Riverside County. For more information, please visit: http://www.rcfilmtv.org/.
Housing Authority: The Housing Authority’s mission is to transform and promote
healthy, thriving communities re-ignite hope and restore dignity through the creation
and preservation of innovative housing and community development programs which
enhance the quality of life and revitalize neighborhoods to foster self-sufficiency.
66
Economic Development Agency (continued):
To accomplish this objective, the Housing Authority administers the following housing
programs and initiatives:








The Housing Choice Voucher (HCV) Program (aka Section 8): is a large scale federally-funded rental assistance program that provides rental subsidies to nearly
9000 Riverside County residents. Over $67 million annually is paid to landlords via
a direct rental subsidy on behalf of qualified low-income families.
The HCV-assisted family is responsible to pay at least 30% of their income towards
rent and utilities and the HCV program pays the gap. Preferences are in place to
assist Riverside County low-income veterans, persons with disabilities, persons 62
and older and working families that are rent-burdened;
Affordable Public Housing: provides 469 rental units in various communities
throughout the County for low-income families;
Resident Opportunities and Self-Sufficiency (ROSS): facilitates the successful transition of residents from public housing residency to economic independence or from
welfare dependence to increased earning capacity or sustained work via various
support services;
Housing Opportunities for Persons with AIDS: provides long and short term housing
assistance by contracting with a network of local nonprofit organizations;
Capital Fund Program: used to improve the physical condition and to upgrade the
management and operations of existing public housing developments;
Shelter Plus Care (SPC): assists the chronically homeless mentally ill through a
tenant-based housing assistance program;
Family Self-Sufficiency (FSS): an employment and savings incentive program
which consists both of case management services that help participants pursue
employment and other goals and of escrow accounts into which the Housing Authority deposits the increased rental charges that a family pays as its earnings rise;
Family Unification Program (FUP): provides HCV rental subsidies to families with
children, or youth aging out of foster care, who are under case management with
the Department of Public and Social Services (DPSS) and lack adequate housing.
Families are homeless and lack adequate housing in order to reunify with their children, or are at risk of homelessness and risk being separated from their children
due to lack of adequate housing;
67
Economic Development Agency (continued):

Homeownership Program (HCV): Assist 14 HCV households through the Mortgage
Voucher Program and instead of rental assistance the qualified families are assisted with mortgage assistance. This program has reached its full capacity and no
new households are being added;

First Time Homebuyer (FTHB) & Mortgage Credit Certificate (MCC): provides down
payment assistance or mortgage credit to qualified households in the purchase of
their first home;

Provides assistance to low income-based households to purchase a new replacement mobile home;

Provides funding to developers to acquire and rehabilitate foreclosed properties in
the communities that have suffered severe foreclosure and abandonment; and

Provides assistance to developers in the creation or preservation of multifamily affordable housing.
For more information, please visit http://www.harivco.org/.
Maintenance Services Division (MSD): A skilled team committed to providing efficient, safe, and aesthetically pleasing facilities in over 7 million square feet of diverse
county-owned properties. Professional and comprehensive facilities maintenance services in; customer service, HVAC, plumbing, electrical, carpentry, construction, landscape and environmental compliance. For more information, please visit: MSD.
Marketing: The Marketing team showcases the best in Riverside County by facilitating
more than 35 events throughout the county and assists county departments with marketing efforts.
Office of Foreign Trade: Assists with international investment, exports, underwriting,
banking with the Export-Import Bank of the United States, EB 5 Regional Investment
Centers & programs, and international investment programs abroad.
The Office of Foreign Trade also maintains the county’s official diplomatic relationship
with 180 nations in an effort to increase trade, investment, and build lasting international partnerships that help the private sector create jobs and investment in the County of
Riverside. For more information, please visit: http://www.rivcoeda.org/oft.
68
Economic Development Agency (continued):
Parking Division: Operates, maintains, and improves five county-owned parking
structures in Riverside County and also provides security patrols in and around County
lots. This division also offers county ordinance enforcement services. For more information, please visit: Parking.
Project Management Office (PMO): Oversees projects from the development of the
initial concept through the final acceptance of construction and occupancy. The PMO
provides comprehensive project management and advanced technical services for
County facility construction projects including new facilities, major alterations, additions, and renovations; the division manages capital improvements and new construction. This division offers services for environmental planning, project support, plan
check and construction inspection, and project management. For more information,
please visit: Project Management Office.
Real Estate Division: Handles the acquisition and disposition of real property, which
may include site analysis, environmental analysis, negotiations, contract formation, relocation, title, and escrow services. The division also provides leasing services such as
lease administration and property management services. For more information, please
visit: Real Estate Division.
Workforce Development: The Workforce Development Division, in partnership with
the Workforce Investment Board, administers four comprehensive Workforce Development Centers and three satellite offices as well as five (soon to be six) Youth Opportunity Centers. Through this group of centers we support our mission to provide leadership to the workforce development system in Riverside County by linking resources,
people, business and education resulting in a globally competitive workforce.
EDA and its workforce development partners provide a comprehensive array of services to over 30,000 residents and over 750 businesses in Riverside County each
year. These services are supported by federal Workforce Investment Act funds and the
funding sources of our partners, such as the Employment Development Department,
the community college system and Department of Vocational Rehabilitation. Our
programs are also preparing our youth for work, higher education and leadership in our
communities. For more information, please visit: http://www.rivcoworkforce.com/
For more information about the Economic Development Agency, please visit:
http://www.rivcoeda.org/.
69
Emergency Management Department:
The Emergency Management Department is responsible for disaster preparedness &
mitigation, and post disaster recovery. The department plans for and responds to the
health and medical aspects of disasters, including floods, fires, earthquakes, bioterrorism, and other forms of mass casualty events.
Enterprise Solutions Division (ESD):
The Enterprise Solutions Division (ESD) of the Business Systems Bureau within RCIT
supports the County of Riverside’s Enterprise Solutions Systems.
These systems apply advanced technologies to enable County administrative and
management functions supporting countywide human capital services and enterprise
financial services. The Enterprise Solutions Systems are based on Oracle products
known as the PeopleSoft Human Capital Management (HCM) system and the PeopleSoft Financial Management System (FMS).
HCM services focus on applications for Human Resources, Payroll, and Benefits. FMS
services encompass applications for General Ledger, Commitment Control, Budget
Management, Asset Management, Accounts Receivable, Accounts Payable, Billing,
Project Costing, Contracts/Grants, Deposit Based Fees (DBF), Purchasing, Inventory
and the County’s Budget Administration System for the Enterprise (BASE).
Our County ESD team provides day to day production support for these services, systems, and applications. This includes detailed analysis, configurations, testing, validation and application of recommended patches/fixes from Oracle. Our County ESD
team additionally performs Enterprise Solutions System development, upgrades,
maintenance, and detailed technical support as necessary to sustain effective County
business operations. For more information, visit our website at http://
esd.co.riverside.ca.us/ or call 951-955-9900.
Fire:
The Riverside County Fire Department (RCOFD) is a Regional, Integrated, Cooperative Fire Protection organization that serves the unincorporated areas of the County,
21 incorporated cities, and one community service district. The County of Riverside
has a cooperative contract with CAL FIRE to provide fire protection services. What this
means is, the County owns all of the stations and fire engines but they contract with
CAL FIRE to provide all of the firefighters and chiefs. There are approximately 850
state employees working under this contract and there are approximately 250 County
employees in the Fire Department filling administrative and support functions.
70
Fire (continued):
The RCOFD operates out of fire department headquarters in Perris and 97 fire stations
throughout the county providing fire suppression, paramedic emergency medical, rescue, and fire prevention services.
The department’s equipment, which has the versatility to respond to both urban and rural emergencies, includes structural fire engines, brush engines, ladder trucks, rescue
squads, paramedic ambulances, hazardous materials response units, incident command units, breathing support units, fire bull dozers, and firefighting aircraft.
The RCOFD is the Operational Area Coordinator for the California Fire and Rescue Mutual Aid System for all fire service jurisdictions in the County of Riverside. It also has
several automatic aid agreements with other city fire departments as well as the adjacent National Forests. The Fire Department is a collaborative effort between the County of Riverside, the State of California, and all of the contract partner cities.
For more information please visit the department’s web site http://www.rvcfire.org
First Five:
First 5 Riverside, the Riverside County Children & Families Commission, is a division of
the Riverside County Department of Public Social Services and is funded by Proposition 10 tobacco tax revenues. First 5 Riverside supports early childhood development
through educational outreach, partnerships and limited funding for early education,
health and child care services that benefit children, 0 through 5 years of age. Research
shows that such support helps children develop a strong foundation for success in
school and through out their lives.
For more information, call 951-248-0014 or visit www.rccfc.org.
Flood Control:
The mission of the Riverside County Flood Control and Water Conservation District
(District) is to protect people, property and watersheds from damage or destruction from
flood and stormwaters and to conserve, reclaim and save such water for beneficial use.
The District was formed in 1945 by the State Legislature following a series of catastrophic floods. The jurisdiction covers 2,700 square miles from the western boundary
to portions of Desert Hot Springs, Palm Springs and Cathedral City in the east. As a
special district, the Flood Control District has jurisdiction within cities and the unincorporated area of County.
71
Flood Control (continued):
Today, through effective planning, engineering design, construction, floodplain regulation, interagency partnerships and public education, much of the flood risk in Riverside
County is well managed. The District continues to support its mission by addressing
those remaining areas still subject to flood hazards; working with local water agencies
to develop ways to capture stormwater and other water sources to help augment local
water supplies and thereby reduce reliance on imported water sources. The District
partners with local, state and federal agencies, as well as businesses and residents, to
implement best practices necessary to protect our local lakes, rivers and streams from
impacts of pollution associated with stormwater runoff.
The District is comprised of nine divisions: Planning, Design, and Construction, Regulatory, Surveying and Mapping, Watershed Protection, Operations and Maintenance, Information Technology, Administration and Finance and provides the following services:











Develop master drainage plans that address both regional and local flood hazards and provide for the orderly development and flood protection of communities within Riverside County.
Plan, design, construct, operate and maintain flood control and stormwater management facilities within incorporated and unincorporated areas.
Review development proposals for flood hazards.
Support sustainable building policies with the construction of the Low Impact Development (LID) demonstration project at the District facility and develop LID
Standards Manual.
Serve as subject matter expert to the County’s floodplain manager and coordinate with the Federal Emergency Management Agency (FEMA) to update and
maintain the Flood Insurance Rate Maps and maps flood risk areas within the
County.
Manage Municipal Stormwater Permits and administer the stormwater program
on behalf of the Cities and County.
Provide access to an extensive library of historic aerial photography and detailed
topographic mapping of Riverside County.
Provide historic rainfall data and stormwater records.
Implement public education and outreach programs regarding flood hazards, pollution prevention and water conservation.
Issue encroachment permits for access and modification of District facilities.
Maintain and distribute Hydrology Manuals and design standards that provide
guidance for consistent, maintainable drainage infrastructure throughout the
County.
For additional information, please visit: www.rcflood.org.
72
Human Resources:
The County of Riverside Human Resources (HR) Department has a centralized staff of
325 members providing support services to all County departments and agencies. The
HR Department’s teams serve the public and the County’s 21,000+ employees in each
of the following specialized areas (detailed information about each specialized area can
be found on www.rc-hr.com.
Disability Access Office: Coordinates Countywide compliance with complex disability
and employee leave laws to help ensure equal access and freedom from discrimination.
For additional information: click here.
Employee Benefits Division: Administers employee health and welfare benefit plans
and all transactions relating to medical, dental, vision, flexible spending accounts, life
insurance and disability insurance. For additional information: click here.
Employee Relations: Conducts labor negotiations and advises departments on contract and disciplinary matters, with the goal of ensuring consistent and fair application
throughout the County. For additional information: click here.
Exclusive Care: Exclusive Provider Organization (EPO) health plan owned and operated by the County of Riverside, providing quality health care at a lower cost for employees and their families. For additional information: click here.
Human Resources Service Teams: Provide direct support services to the 40+ departments and agencies of the County. Team members serve as liaisons to the leaders,
managers, employees, and the public of Riverside County. They coordinate a variety of
tasks, including recruiting and testing for employment, employee relations, employment
policy administration, and training.
Leadership Initiative/COR Learning Center: Seeks to identify, train, develop, mentor,
and shape future leaders. The ultimate goal is to develop a work culture that encourages and supports innovation, service, teamwork, and a quality government while growing our own leaders within the existing workforce. For additional information: click here.
Occupational Health: Performs pre-employment physical examinations for all County
employees and annual physical examinations for employees in designated positions. Occupational Health offers Flu Vaccines during the designated Flu Season to all
current Riverside County employees.
Retirement Division: Administers all employee inquiries related to the County retirement plans such as CalPERS, 401(a) Temporary and Part-time Employees Retirement
Plan and the Deferred Compensation plans. For additional information:click here.
73
Human Resources (continued):
Return-to-Work Program: Seeks to bring employees back to work after an injury or
illness (work-related) that physically restricts them from performing their regular duties.
The Return-to-Work team partners with physicians, the injured employee, and Workers’
Compensation, and assists departments in identifying and designing transitional/
modified assignments to help during the recovery period. For additional information
click here.
Risk Management: Provides insurance to meet the required needs of the County;
handles insured claims management, policies, procedures, risk identification, and analysis and treatment. For additional information click here.
Safety Office: Strives to ensure that employees have a safe and secure place to work.
This office also provides ergonomic assessments and safety training for County employees. For additional information click here.
Temporary Assignment Program (TAP) and Medical Assistance Program (MAP):
Provides an in-house staffing agency of temporary and per diem staff that are ready to
be sent on assignments to County departments on an as needed basis. For additional
information click here.
Workers’ Compensation: Ensures that injured workers receive the amount and type of
care to which they are entitled, and assists them in returning to work. For additional information click here.
Information Technology:
The world is changing rapidly, and it has been a very long time since anyone could
know everything. The trick now is to know where to get the information you need and
how it is stored, organized, and accessed. Therefore, it is all about communication, and
the Riverside County Information Technology department (RCIT) is making sure that
the transmission of information is done in a speedy and secure manner.
RCIT provides a full range of enterprise technology and telecommunications services
throughout the county. Examples include e-mail support, voice and data communications, wide area networks, telephone and radio services, computer hosting services, application development, systems and business analysis, project management, web development and hosting, interactive voice response systems, research and development,
internet support, help desk, and business consulting.
74
Information Technology (continued):
All our services are provided to county departments and agencies, and they complement the technology services maintained within departments. For more information,
please visit the RCIT webpage at http://www.riversidecountyit.org/
Mental Health:
The Department of Mental Health’s goal is to provide culturally sensitive communitybased services for people experiencing a mental illness or addiction to substance(s); for
children with serious emotional problems; and for people needing the protection of public guardianship. The Department exists to help consumers achieve and maintain an
optimal level of personal and social functioning.
The Administrative Division includes Program Support/Materiel Management, Contract
Administration, Management Information Services/Research, Payroll, Fiscal Services/
Patient Accounts, Quality Improvement/Managed Care, Patients’ Rights, Outreach Services, and Advocate Services.
Mental Health treatment programs are provided for children, adolescents, transitionaged youth, adults, and older adults through a county-wide network of providers. Mental Health and Substance Use Services are available to those with Medi-Cal and those
who have been ordered by a court of law to seek treatment. The Public Guardian’s Office provides services to individuals incapable of maintaining their finances or personal
well being.
The Substance Use Program offers a wide range of treatment, intervention, and prevention through both County-operated and contracted programs, including Outpatient
Services, Perinatal Day Treatment (MOMS Program), Adolescent and Family Services
(Friday Night Live Program), Drinking Driver Program, Aftercare Programs, Narcotic
Treatment (NTP), Dual- Diagnosed Persons, Incarcerated Offenders, Consumers with
HIV/AIDS, and Residential Treatment for chemically dependent men and women. Referrals and Community Services are available to increase public awareness and support
prevention strategies in combating the problems of substance abuse.
For more information, please visit the Mental Health website at http://www.rcdmh.org/
75
Office on Aging:
Riverside County Office on Aging, under the Federal Older Americans Act and Older
Californians Act, is charged to provide leadership in developing a system of care services for older persons and adults with disabilities in Riverside County. Under the governance of the Riverside County Board of Supervisors and an advisory council, The Office on Aging provides home and community based services including information and
assistance, preventative health, material aid, employment, volunteer opportunities, outreach, transportation, adult day care, legal services, insurance counseling, home delivery meals, and community elder abuse education. The department additionally provides
advocacy initiatives, forums, and technical assistance to the community, along with information on planning and program, development. For more information, please visit
http://www.rcaging.org/
Parks:
Riverside County may be getting more and more crowded, but the Riverside County
Regional Park and Open-Space District is working hard to keep our parks, nature centers, open spaces, and trails looking their best. The department has a staff dedicated to
this goal. The staff includes professionals in the field of accounting and finance, biology,
building and grounds maintenance, carpentry and construction, historic preservation,
environmental restoration, interpretation, park planning, landscape architecture, museum and cultural management, personnel administration, recreation, security, trails planning and construction, weddings and special events, wildlife habitat management, and
other disciplines.
76
Parks (continued):
The Park District/Parks Department offers an extraordinarily broad range of services for
the public including:
 68,529 total recreation acreage
 13 Regional Parks with campsites, picnic areas, multi-purpose trails, playgrounds and other recreations facilities
 5 Regional Parks and Recreation Areas with camping and fishing opportunities
 6 Lakes and Lagoons
 3 Historic Sites, each on the National Register of Historic Places
 4 Nature Centers, offering environmental education programs
 167 miles of trails
 7 Archaeological sites with some of the most important cultural resources in
Riverside County
 6 Wildlife Reserves and Natural Areas dedicated to the preservation of flora
and fauna in Riverside County
 1 Recreation Center which promotes young adult and youth boxing activities
(boxing club)
 2 Waterparks
 1 Regional Sports Park
 6 Community Centers
 15 Community/Neighborhood Parks featuring playgrounds, dog parks, walking paths, and scenic views
A landmark Park District headquarters facility, located just outside the city limits of Riverside, offers a prime location for indoor and outdoor weddings, special events, meetings, and community events.
For more information, please visit http://www.rivcoparks.org/
77
Probation:
The Riverside County Probation Department is a progressive criminal justice agency
that believes in continuous improvement, searching for and applying "best practices,"
using measurable outcomes to evaluate programs, and making every effort to fulfill our
mission and make Riverside County a safe and law-abiding community for its citizens.
We recognize the value of a qualified, professional, high energy, and diverse workforce
and building an organization that reflects the progressive community we serve. We
highly regard ethical behavior, values and traits in our staff such as integrity, honesty,
accountability, commitment, compassion, creativity, excellence, and respect and we
constantly strive to uphold the public trust and provide the best quality service to our
constituents.
Riverside County Probation is one of the most diversified law enforcement agencies in
the county with a budget of $118.8 million and 1,127 sworn and non-sworn allocated
permanent and temporary positions. Our department enjoys an excellent reputation for
working in a collaborative manner with law enforcement, public and private social services agencies, mental health, schools, and other county departments. Our dedicated
sworn-personnel enjoy a wide variety of assignments that range from conducting investigations on adult and juvenile criminal offenders; providing intensive supervision and
early intervention and treatment services in the community to both adult and juvenile
offenders; participating in high profile task force assignments (Drug, Gang, Sex Offender) county-wide; and providing juvenile institutional detention and treatment programs
for males and females throughout the county. The support staff, in all specialties, are an
integral and valued component of our department.
In 2011, the Riverside County Probation Department assumed responsibility for supervising specified lower level parolees from the California Department of Corrections and
Rehabilitation as a result of the Public Safety Realignment Act (Assembly Bill 109). AB
109 was signed into law on April 4, 2011, and transferred responsibility for supervision
to counties in an effort to reduce the prison population. The Probation Department supervises these offenders and is an integral part of the Community Corrections Partnership Executive Committee (CCPEC). This committee, in conjunction with the court, public defender, district attorney, mental health, local police and the sheriff, is charged with
the development of Riverside County’s realignment implementation plan.
We are eager to accept the challenge and opportunity that the rapid growth of Riverside
County and changes in state legislation have posed. We will continue to provide the
constituents of Riverside County with the first rate services they have come to know
and expect from the Riverside County Probation Department.
Together, we truly can make a difference in the lives of others. For more information,
please visit http://www.probation.co.riverside.ca.us/index.html or call (951) 955-2830.
78
Public Defender:
It is the mission of the Law Offices of the Public Defender to provide the highest quality
legal representation to any person unable to afford such representation in criminal, juvenile, or certain civil proceedings, upon the request of the client or the appointment of
the Court. The Public Defender strives to preserve human dignity in all cases where citizens’ liberties are at stake. The department’s main divisions include Felonies, Misdemeanors, Juveniles, Mental Health and the Investigative Bureau. Legal representation
is provided for indigent defendants charged with felonies and misdemeanors, minors
facing delinquency proceedings, and persons alleged to be mentally ill. Paralegal services, including expungement of criminal records, are also provided.
The Public Defender is headquartered in Riverside, with additional offices providing
support to residents in Banning, Blythe, Murrieta, and Indio. The department’s goal is to
continue to meet the needs of Riverside County’s rapidly expanding population and the
challenges brought about by major changes in the recent past to the laws regarding
sentencing. The Public Defender is dedicated to the principle that no citizen shall be deprived of life, liberty, or property without competent, professional, and vigorous representation so that due process is implemented fairly, equitably, and without prejudice.
For more information, please visit http://publicdef.co.riverside.ca.us/
79
Purchasing and Fleet Services:
The Purchasing and Fleet Services Department provides centralized materials and internal support services to all County departments and agencies and other political entities as requested. This department has five divisions that provide common services:
The Purchasing Services division is responsible for procuring all goods and services
utilized throughout the County, from office supplies to fire trucks to pharmaceuticals to
consulting services. This division annually procures over $800,000,000 worth of goods
and services through the issuance of purchase orders and/or contracts.
The Supply Services division is a warehousing and redistribution operation that buys
and stocks commonly used items in bulk, such as office or janitorial supplies, and redistributes them to other County departments. This division also handles disposal of surplus property, moving, and storage services.
The Central Mail Services division is tasked with handling countywide mail and courier
needs. Staff in this division visits approximately 400 mail stops across the County each
day, and processes outgoing USPS mail, UPS, and overnight requests. This division
also provides folding and inserting services for payroll stuffers, flyers, and pamphlets.
The Printing Services division performs high-volume printing for the County, including
both offset and high-speed copying/digital printing services. Printing requirements, including multipart forms, full-color brochures, envelopes, business cards, and variable
data printing, are handled efficiently by this division. Complete bindery services are offered and the division operates two shifts a day to provide fast delivery to the customers.
The Fleet Services division owns and maintains the County fleet of passenger vehicles
and light trucks. With over 4,300 vehicles in the fleet, this division offers a wide range of
choices to meet the specific needs of the departments, from new fuel-efficient hybrid
vehicles to passenger vans and Sheriff Patrol vehicles. This division staffs eight maintenance service centers throughout the County, as well as several fuel centers. Fullservice maintenance and repairs are performed by the division’s certified mechanics.
For more information, please visit http://www.purchasing.co.riverside.ca.us/.
80
Registrar of Voters:
The Registrar of Voters is responsible for conducting fair and impartial elections within
Riverside County, including primary, general, special district, and school district elections, and municipal elections through contracts with the county’s cities.
Voter outreach programs also inform residents of the electoral process; ensure the
availability of voter registration materials; provide convenient locations for citizens to
register and vote; maintain the registered voter database; process state and local initiatives, referendums, and recalls; develop curriculum and train thousands of election officers/poll workers; and canvass and certify the results of all elections.
For more information, please visit www.voteinfo.net.
Riverside University Medical Center:
Riverside University Medical Center (RUMC) is located in the City of Moreno Valley, accessible from all areas of the county. As one of the largest employers in Riverside
County, RUMC is staffed with more than 3,500 dedicated and caring professionals.
Since 1893, RUMC (formerly known as Riverside General Hospital) has served a vital
role as the county’s only public hospital providing the highest level of care through its
commitment to the residents of Riverside County. RUMC is a Level II Trauma Center
for adults and is the only Pediatric ICU in Riverside County, receiving nearly half of the
county’s trauma patients each year; it is the only public Safety Net hospital in the County. Services include emergency services, medicine, spine, surgery, neonatology, neurosurgery, obstetric, orthopedics, pediatrics, surgery, and adult and pediatric critical care
units. RUMC also offers over 70 specialty care clinics, psychiatric care and emergency
treatment services, an on-site pharmacy, laboratory, radiology and rehabilitative services.
RUMC is an accredited teaching hospital dedicated to the education of medical residents, physician assistants, registered nurses, pharmacists, and allied healthcare professionals. For more information, please visit www.rcrmc.org
81
Riverside County Sheriff’s Department
The Riverside County Sheriff's Department is the state’s fourth-largest law enforcement
agency, with over 4,000 full-time employees and more than a thousand reserve and volunteer members. In addition to providing law enforcement services to county citizens,
17 of the county’s 28 cities, and 1 tribal community contract for police services from the
Sheriff’s Department. The County operates five separate jails with over 3,000 serious
offenders in our county corrections system. Riverside County has the 15th largest correctional system in the United States. Security of the courts is also the responsibility of
the Sheriff’s Department. The department processes and serves orders and warrants
issued by the courts and enforces the civil process prescribed by law.
The Riverside County Sheriff's Department is also the lead agency in the county for
Homeland Security. A full-time Special Enforcement Bureau is headquartered in Banning and serves the entire county in times of natural disaster, emergency, or compromised national security. The Sheriff's aviation unit flies over the county in a fleet of rotary and fixed-wing aircraft. The Eurocopter A-Star is the fleet’s mainstay and is capable
of airborne rescue and recovery operations. The Sheriff's Hazardous Device Team responds to calls for service on bomb threats, suspicious packages, and numerous other
highly technical incidents.
The department also oversees coroner and public administrator bureaus, special investigations, forensics, computer and technology crimes, technical services, media and
public relations, chaplain’s corps, dive team, K9 program, off-highway vehicles (OHV),
and lake and Colorado River patrols. Additionally, the department assists the public
through Drug Abuse Resistance Education (DARE) and Drug Endangered Children
(DEC). The Sheriff’s website is http://www.riversidesheriff.org/
The Ben Clark Training Center (BCTC) is a unique collaboration between the Sheriff’s
Department, the Riverside County Fire Department, and partners including California
Department of Forestry, California Highway Patrol, and Riverside Community College.
The center, located on 365 acres of land that were formerly part of March Air Force
Base, provides comprehensive public safety training programs to emergency response
personnel. The center offers basic academy training through advanced coursework
and specialized training for law enforcement, fire, and paramedic programs. BCTC is
recognized as a regional training center and is establishing relationships with federal
and academic institutions for the development of a Homeland Security degree program.
Future development at the center will include a scenario village for realistic training, a
student resource center, and an emergency vehicle operation center.
82
Riverside County Sheriff’s Department (continued):
The Riverside County Coroner’s Office has the responsibility of investigating and reporting on all sudden deaths within the County, particularly deaths resulting from all types of
violence. Deputy Coroners conduct investigations in order to ascertain how and why
death occurred. The Forensic Staff (Coroner Technicians and Forensic Pathologists)
retrieve any information from the body that will aid in establishing the means and mode
of death, as well as identification of the remains. During an autopsy – a key component
of the Coroner’s job – the body and all internal organs undergo a thorough examination.
The decedent’s medical history is reviewed, and a cause of death is determined. Normally, a complete autopsy will take between 45 minutes and two hours to complete, depending on the circumstances. Sometimes, in cases involving multiple injuries, the autopsy can last hours or days. The Coroner’s Office does not take its responsibilities
lightly. Coroners’ reports can, in many cases, provide the evidence to lock up a suspect
or set one free. The findings from an autopsy may be of value to family members faced
with the same disease, and to insurance companies and attorneys. For more information, please visit: http://www.riversidesheriff.org/.
83
Transportation Land Management Agency:
Building and Safety Department issues building permits that allow property owners to
construct new buildings or structures, or alter existing ones. The department has four
divisions:
Plan Review – Performs residential, industrial and commercial plan checks before
building permits are issued in order to provide approved construction documents for use
by Building Inspectors and the public. This division checks the submitted building plans
for compliance with life-safety, structural, electrical, mechanical, plumbing, and other
pertinent County and State regulations.
Grading – Involved with all facets of grading plan checks and permit issuance of single
family, commercial, and industrial grading plans, and site grading field inspections. The
Grading Division staff develops and directs programs necessary to enforce Federal and
State statutes, model codes, and County Ordinances specific to grading, location area
drainage, surface mines and landscaping for the purpose of mitigating the adverse effects of erosion.
Inspection – Responsible for processing and routing applications and plan revisions,
maintaining permits, and answering technical inquiries from the public. This division
also inspects structures during construction to ensure compliance with State and County codes.
Building Registration — This program provides a comprehensive inventory of businesses in unincorporated areas of Riverside County, enhances public safety and helps
achieve compliance with federal, state and local water-quality regulations.
Code Enforcement — Created in Fall of 2006 as a separate department within the
Land Management Agency, the Code Enforcement Department is responsible for protecting the health, safety and welfare of the residents in the unincorporated areas of
Riverside County. Code Enforcement staff responds to complaints regarding land use,
grading and building code violations related to public nuisances, zoning violations and
other issues that negatively impact the quality of life in our communities. This department works with other agencies and local residents to foster community spirit and enhance the appearance and character of our communities.
84
Transportation Land Management Agency (continued):
TLMA provides information and services pertaining to development and land use. Departments that function separately but are under the umbrella of TLMA include Planning, Environmental Programs Department, Building and Safety, Transportation and
Code Enforcement.
Services provided by TLMA include:
Counter Services: Provides information for obtaining permits and information for land
development, processes land use, planning and building applications.
Planning: The Planning Department is responsible for Riverside County’s General
Plan, a comprehensive long-range plan intended to guide the growth and development
of unincorporated areas within the County. This department formulates growth management plans and zoning for the County. Staff approves proposals for land development
for open space, agricultural preserves, housing characteristics, local government
boundaries, environmental features, air and water quality, energy, earthquake potential
and hazard waste.
The Planning Department strives to provide timely, responsive and helpful service to
the public and to promote innovative development that efficiently accommodates a balance of housing, employment and service opportunities.
The Environmental Programs Department (EPD) staff collaborates with members of
the community to ensure compliance with the County’s conservation policies. They also work closely with County departments as well as local, state, and federal entities to
develop and implement regional environmental procedures for programs. EPD responsibilities include the Western Riverside County Multiple-Species Habitat Conservation
Plan (MSHCP), which covers a 1.25 million acre plan area. EPD staff is responsible for
MSHCP implementation training and outreach for affected County staff, local constituency groups, and other land use consultants. The MSHCP conserves habitat for sensitive plants and animals. It protects 146 species and creates a system of reserves covering over 500,000 acres in Western Riverside County. Setting aside habitat today will
enable the County to efficiently plan for future roads, houses, schools, and parks while
simultaneously protecting our natural environment.
85
Transportation and Land Management Agency (continued)
Transportation — The County-maintained road system exceeds 2100 miles and provides service to over 2 million residents in Riverside County. The Transportation Department improves the safety of and maintains existing roads and bridges, and enhances roadway capacity to keep up with population growth. The Transportation Department is responsible for planning, designing, environmental clearance, traffic studies,
surveys, funding, construction, operating and maintaining all roads, bridges, and transportation facilities within the unincorporated County territory. The Department is also
responsible for the development of the general plan circulation element and the development of county road standards and assists developers through providing plan check,
inspection and survey review for new development roads, and administers the landscape and lighting maintenance districts.
Administration — In total, TLMA employs more than 600 dedicated public servants
who strive to meet the needs of the residents of Riverside County. The Administrative
Services Department of TLMA provides the following services: Human Resources/
Payroll, Purchasing and Facilities Support; Fiscal Services, including administration of
deposit-based fee accounts, accounts receivable, and accounts payable.
For more information about the Transportation Land Management Agency, please visit
http://www.rctlma.org/
86
Treasurer Tax Collector:
The Treasurer-Tax Collector’s Office performs the billing, collection, accounting and enforcement of real and personal property taxes. The office collects approximately $3 billion in taxes, processes approximately $11 billion dollars in total annual receipts, manages a $5.7 billion portfolio and investment funds on behalf of the County, schools and
special districts. The Treasurer-Tax Collector’s Office 0is committed to embracing technology as evidenced by being first in the country to auction tax delinquent properties
online. This office also provides taxpayers the ability to research and pay property taxes 24 hours a day, seven days a week via the internet, allowing them to process transactions at their convenience. For additional information, visit http://www.treasurertax.co.riverside.ca.us/.
Veterans’ Services:
The Staff of the Riverside County Department of Veterans’ Services takes seriously it
motto of “ Serving Those Who Served.” The departments mission is to promote and
honor all veterans and to enhance their quality of life and that of their dependents and
survivors through counseling, claims assistance, education, advocacy and special projects.
The department assists the counties 131,000 Veterans and over 196,000 dependents
and survivors through benefits identification, claims assistance, case management, and
information and referral. Areas of assistance include benefits counseling, and claims
assistance for disability compensation and pension, healthcare, education, VA home
loan guaranty, vocational rehabilitation, survivors benefits, and burial benefits. Claims
filed by the department annually generate an average of $25 million or more in new
benefits for veterans and their families. The department also works on special projects
highlighting and commemorating veterans and their role in our nation’s history.
For more information, please visit http://veteranservices.co.riverside.ca.us/opencms/
or call 844-737-8838.
87
Waste Management:
The Waste Management Department serves the County’s solid waste disposal needs
by providing for efficient and effective landfilling of County non-hazardous waste, protecting the environment, and promoting recycling in order to ensure a safe and healthy
community for current and future generations. The department operates six landfills,
has a contract agreement for waste disposal with an additional private landfill, administers several transfer station leases, and reviews and approves new construction projects to ensure waste diversion goals are met. Every effort is made to recycle and reuse disposable items with scrupulous attention to public health and safety.
It is the department’s mission to protect the general public health and welfare by efficiently managing Riverside County’s solid waste system. This mission is accomplished
by providing facilities and programs which meet or exceed all applicable local, State,
Federal and land use regulations; utilizing up-to-date technological improvements; and
developing and maintaining a system that is economically, socially and politically balanced in the recovery of waste materials.
The Department offers a wide variety of state and nationally recognized waste reduction/recycling programs and resources to unincorporated county area residents and
businesses with the goal of preserving landfill capacity through disposal reduction and
operational efficiencies. These include programs in recognizing, collecting, and recycling hazardous waste materials, including television and computer monitors, metallic,
mercury, and paint; education and outreach encouraging the community to recycle
green and food waste through composting and master gardener programs; an aggressive program to rid Riverside County’s unincorporated areas of abandoned appliances
and other unsightly — and potentially dangerous — illegally dumped trash along the
many byways that crisscross the County; assistance with and support of Community
Clean-up and Used Tire Collection events; and Graffiti Abatement using recycled paint
products. For more information, please visit http://www.rivcowm.org/.
88
Page 2 - Appendix A:
Code of Ethics
Page 3 - Appendix B:
Electronic Media Use Policy A-50
Page 12 - Appendix C:
Alcohol and Drug Abuse Policy C-10
Page 16 - Appendix D:
Non-Discrimination and Anti-Harassment Policy and
Compliant Procedures C-25
Page 29 - Appendix E:
Workplace Violence and Threats and Securities C-27
Page 49 - Appendix F:
Safety Policy C-12
Page 51 - Appendix G:
Vehicle Use and Safety Guidelines
Page 60 - Appendix H:
Outside Employment Guidelines and Request Form
Page 63 - Appendix I:
Disciplinary Process Policy C-23
Appendix 89
County of Riverside
Code of Ethics
Preamble: While it is recognized that a County-wide code of ethics cannot be prescribed to totally address each
department’s circumstances where variations occur in departmental missions and responsibilities, the purpose of these
universal standards reflects the Board of Supervisors’ expectations for organizational values that reflect professionalism
and the highest degree of public accountability for the benefit of those we work with and serve:
Š
PUBLIC’S INTEREST: We recognize that the principal function of County government is to serve the best
interests of all the people.
Š
DEDICATION: We are dedicated to the concepts of effective and democratic government by responsible elected
officials and believe that professional management is essential to the achievement of this objective.
Š
POLICY MAKERS: We submit policy proposals to our elected Board of Supervisors, provide them with impartial
facts and advice on which to base informed decisions, recommend establishment of community goals and
implement/uphold policies adopted by the Board.
Š
PUBLIC AWARENESS: We will keep the community informed on County programs and issues, encourage
communication between our citizens and all County officers; emphasize friendly and courteous service to the
public; and seek to improve the quality and image of public service.
Š
HONESTY: We are honest and truthful in all our dealings and do not deliberately mislead or deceive others. We
will seek no credit or favor, and believe that personal aggrandizement or profit secured by confidential information
or by misuse of public time is unacceptable and dishonest.
Š
INTEGRITY: We demonstrate personal integrity and the courage of our convictions. We will not sacrifice principle
for expediency, be hypocritical, or unscrupulous. We will respect and protect the privileged information to which
we have access in the course of official duties.
Š
TRUSTWORTHINESS: We are candid and forthcoming in supplying relevant information, and make every
reasonable effort to fulfill the letter and spirit of our promises and commitments. We will avoid any interest or
activity which is in conflict with the conduct of our official duties.
Š
FAIRNESS: We are fair and just in all dealings; we do not exercise power arbitrarily, and do not take undue
advantage of another’s mistakes or difficulties.
Š
CONCERN FOR OTHERS: We manifest commitment to justice, equal treatment of individuals; and tolerance for
and acceptance of diversity. We will support, implement, and promote merit employment and programs of
affirmative action to assure equal employment opportunity by our recruitment, selection and advancement of
qualified persons from all elements of society.
Š
LAW ABIDING: We abide by all legal rules and regulations relating to our business activities. We will work
together to eliminate all forms of illegal fraud and mismanagement of public funds, and support colleagues if they
are in difficulty because of responsible efforts to correct such mismanagement or abuse.
Š
COMMITMENT TO EXCELLENCE: We pursue excellence in performing our duties, and constantly endeavor to
increase our proficiency. We are also committed to encouraging the professional development of our associates
and those seeking to enter the field of public administration.
Š
LEADERSHIP: We are cognizant of our responsibilities and opportunities for leadership, and strive to be positive
role models. By our conduct we create an environment in which principled reasoning and ethical decisions are
made.
Š
REPUTATION AND MORALE: We seek to protect and build the County’s good reputation and the morale of all
associated with the organization by taking whatever actions are necessary to correct or prevent inappropriate
conduct of others.
Š
ACCOUNTABILITY: We acknowledge and accept personal accountability for the ethical quality of our decisions
and omissions to ourselves, our colleagues, and our citizens.
By Minute Order 3.17; Approved January 29, 1991 by the Board of Supervisors.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
ELECTRONIC MEDIA AND USE POLICY
A-50
Page
1 of 9
Purpose:
The purpose of this policy is to establish guidelines for proper use of all forms of
electronic media. As used in this policy, ”electronic media” includes, but is not
necessarily limited to, the following: e-mail (electronic-mail), Internet use, voice-mail,
video teleconferencing, fax, diskettes, storage media, bulletin boards, television,
electronic subscription services, electronic documents, and any other forms of electronic
communication. County employees with access to electronic media are required to
abide by this policy.
Policy:
1.
No Expectation of Personal Privacy for Use of County Systems
Employee use of any county electronic media system is not private; and
employees using these systems should not expect their communications to be
private. Employees should not have an expectation of personal privacy when
using any form electronic media.
Employees should also be aware that any electronic media communication might
be considered a public record subject to disclosure under California law.
2.
Appropriate Use
County electronic media systems are made available to employees for the
purpose of providing an effective method to communicate, increase productivity,
perform research and obtain information that will assist in performing job related
tasks.
Employees shall use good judgment at all times when using the Internet or other
electronic media. Electronic media shall be used only to send courteous,
professional and businesslike communications.
Certain electronic media (especially e-mail) may not be appropriate to transmit
sensitive materials, which may be more appropriately communicated by written
document or personal conversation.
Employees should always remember that persons other than the sender and the
recipient might read electronic media communications at a later date.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
ELECTRONIC MEDIA AND USE POLICY
A-50
Page
2 of 9
Accordingly, electronic media communications (such as e-mail messages) should
always be treated as written memos, which may remain on file in various
locations.
Electronic media shall not be used in any manner in violation of the law or county
rules, policies or procedures. Electronic media shall in no manner be used for
any improper, illegal, offensive or harassing purpose.
Activities prohibited by this policy include, but are not necessarily limited to the
following:
a. Transmittal of any material or communication in violation of any federal, state
or local law, ordinance or regulation;
b. Transmittal of any material or communication, which includes potentially
offensive material (such as; sexual, racial or ethnic comments, jokes or slurs);
c. Misrepresentation under any circumstance of an employee’s true identity;
d. Unauthorized access to any computer system;
e. Any action intended to accomplish or assist in unauthorized access to
computer systems;
f. Unauthorized or improper downloading, accessing or transmittal of
copyrighted information, documents or software;
g. Transmittal of unauthorized broadcast communications or solicitations (such
as; mass email transmittals). All broadcast or solicitation messages must be
approved in advance by the Chief Information Officer, Riverside County
Information Technology;
h. Any action that causes the county to incur a fee for which there has not been
prior approval;
i. Use of security code or password other than as authorized; or
j. Disclosing your username and password to anyone for any purpose.
3.
Notice of County’s Right and Ability to Store Communications
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
ELECTRONIC MEDIA AND USE POLICY
A-50
Page
3 of 9
Employees are notified that electronic media communication may not be deleted
from the system; and that the county may save such communications even
though it appears they have been deleted. For example, e-mail users should be
aware that when they have deleted a message from their mailbox it may not have
been deleted from the e-mail system and that every e-mail message might be
saved by the county.
All electronic media communications are considered at all times to be county
records. The county has the capability to access, monitor, review, copy, or
disclose any electronic media communications; and the county reserves the right
to do so for any proper county purpose. The use of security measures (such as
individual passwords) or deletion of electronic media communications (such as
deletion of e-mail messages by users) does not affect the county’s ability or right
to access, review, copy, or disclose such communications under appropriate
circumstances. Employees’ use of electronic media is consent to such action by
the county.
This policy shall not be interpreted to limit the county’s access to electronic
media communications under appropriate circumstances; and shall not in any
way limit the county’s control or ownership of its electronic media systems.
However, this policy is in no way intended to permit unauthorized access to
electronic media communications.
4.
Software
Employees shall use software only in compliance with license agreements and
copyright or other laws.
5.
E-Mail Retention
Riverside County email systems are transitory-communications systems and are
not intended as mechanisms for storing records.
A. Email Retention Period
i.
Email messages must be retained in the departments’ online email
systems no longer than 90 days after they are created in or
received into the email system.
ii.
Each department must implement an email retention period through
automatic electronic means. Each user’s email messages must be
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
ELECTRONIC MEDIA AND USE POLICY
A-50
Page
4 of 9
automatically saved in the department’s online email systems
during the email retention period.
iii.
Automatic archival of email messages is prohibited on Riverside
County email systems. Each department must configure its email
systems to prevent auto-archiving of email messages and each
user must not activate the auto-archiving features.
B. Email Deletion Schedule
i.
Each user’s email messages must be deleted from the
department’s online email systems after the email retention period
has expired.
ii.
Each department must establish and implement the Email Deletion
Schedule through automatic electronic means. Each user’s email
messages must be automatically deleted from the department’s
online email systems according to the following schedule:
a. All items in the “Trash” will be purged every 14 days.
b. All “In” and “Out” box items (whether read, opened or
unopened) will be purged after the 90-day email retention
period has expired.
c. Email “Trash”, “In” and “Out” box items will be backed-up
during routine server back-ups. Back-up tapes allow data
recovery in the event of a systems crash but must be
retained no longer than 30 days.
6.
Public Records
A. Notwithstanding Section 5.B. of this Policy titled Email Deletion Schedule, any
information transmitted by email that meets the definition of “public record”
under the California Public Records Act may not be deleted or otherwise
disposed of except in accordance with the Public Records Act and in
compliance with the Board of Supervisors Policy A-43 County Records
Management and Archives Policy. General guidelines as to whether or not
an email message contains information that constitutes a public record are
provided in Attachment 1.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
ELECTRONIC MEDIA AND USE POLICY
A-50
Page
5 of 9
B. Employees must be aware that an email message which constitutes a public
record (whether or not it is exempt from disclosure) may be subject to the
County’s records retention schedules and/or statutory retention requirements.
In that event, the email message may not be deleted without first being
reduced to paper copy or stored in an electronic format in a location other
than the department’s email systems.
7.
Litigation Hold Procedure
A. This email deletion policy and all supporting departmental policies and
procedures are subject to litigation holds. A “litigation hold” is the process
used to notify County departments about pending or reasonably anticipated
litigation involving the County of Riverside and the department’s potential
obligation to preserve relevant email information by suspending email deletion
policies involving any potentially relevant information transmitted by email.
B. The Office of Risk Management, or the Office of County Counsel, or the
Human Resources Department are authorized to direct any County
department to place a litigation hold whenever information transmitted by
email is or may be relevant to pending or reasonably anticipated litigation
involving the County of Riverside.
C. When any County department is directed by the Office of Risk Management,
or the Office of County Counsel, or the Human Resources Department to
institute a litigation hold, the department must promptly contact and
coordinate with personnel from Riverside County Information Technology or
internal information technology staff responsible for managing the
department’s email systems to implement the litigation hold.
D. Each department must establish and implement the litigation hold procedure
with the following general guidelines:
i.
Each department must designate “Litigation Hold / Public Records
Act” personnel to serve as a liaison with outside legal counsel, the
Office of County Counsel, the Office of Risk Management, the
Human Resources Department, information technology personnel,
and litigation hold personnel from other County departments.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
ELECTRONIC MEDIA AND USE POLICY
A-50
ii.
6 of 9
The departmental “Litigation Hold / Public Records Act” personnel
are responsible for the following:
a.
b.
c.
d.
8.
Page
Helping legal counsel place a litigation hold on emails
that are or may be relevant to pending or reasonably
anticipated litigation involving the County of Riverside.
Providing sufficient information regarding the subject of
the pending or reasonably anticipated litigation to allow
departmental employees to conduct a reasonable search
for potentially relevant email information.
Coordinating with informational technology personnel to
place a litigation hold on potentially relevant email
information.
Coordinating with litigation hold personnel from other
County departments, if any, involved in the pending or
reasonably anticipated litigation.
Auditing
A. Each department must conduct audits to ensure that email messages are
retained during the email retention period; that email messages are actually
purged from the department’s online email systems, and backed up, in
compliance with the email deletion schedule; and that the litigation hold
procedure is effectively implemented.
B. The first audit must be performed within two (2) years of establishing the
individual department’s policies and procedures on email retention, deletion
and litigation holds. Department heads may at their discretion conduct
subsequent audits when appropriate.
9.
Training and Education
Human Resources will be responsible for providing concurrent and ongoing
training and education to all County employees regarding applicable policies and
procedures for email communication, retention, deletion, litigation holds, and the
California Public Records Act, including any applicable retention requirements.
Written Acknowledgment
Department heads shall have all employees acknowledge in writing that they have
received and read this policy. Such written acknowledgment shall be retained in the
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
ELECTRONIC MEDIA AND USE POLICY
A-50
Page
7 of 9
department’s files. (Nevertheless, the failure to provide such written acknowledgement
shall not in any way limit the county’s ability to enforce this policy.) An Example form is
attached.
Reference:
Minute Order 3.8 of 10/22/1996
Minute Order 3.36 of 06/29/1999
Minute Order 3.7 of 11/07/2006
Minute Order 3.65 of 06/02/2009
Minute Order 3-2 of 11/05/2013
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
ELECTRONIC MEDIA AND USE POLICY
A-50
Page
8 of 9
ATTACHMENT 1
GENERAL GUIDELINES ON PUBLIC RECORDS
A.
B.
With respect to an email message that is prepared, owned, used or retained by the
County, the content of such email message determines whether or not it is a public
record.
1.
An email message is generally considered to be a public record if it contains
information relating to the conduct of the public’s business.
2.
An email message is generally not considered to be a public record if it contains
only purely personal information unrelated to the conduct of the public’s
business.
Some guidelines for making the determination as to whether or not an email message is
a public record or exempt from disclosure include:
1.
Email messages that are SPAM, or commercial solicitation, or are of a personal
nature which have no relevance to the conduct of County business shall not be
considered to be public records and do not need to be retained.
2.
Preliminary drafts, notes, or interagency memoranda or intra-agency memoranda
that are not retained by the County in the ordinary course of business are exempt
from disclosure if the public interest in withholding those records clearly
outweighs the public interest in disclosure.
a. These may generally include email messages that are pre-decisional
communications to the extent they contain advice, recommendations,
opinions, and deliberation in the policy-making processes and are not
customarily preserved or retained.
b. Insofar as the above-described email messages also contain purely factual
information, such information is generally not considered exempt from
disclosure.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
ELECTRONIC MEDIA AND USE POLICY
A-50
Page
9 of 9
ATTACHMENT 2
ACKNOWLEDGEMENT OF
COUNTY OF RIVERSIDE
ELECTRONIC MEDIA AND USE POLICY
I have received a copy of and am fully aware of the County of Riverside’s electronic media and
use policy; and I agree to abide by the terms of this policy. I also agree to remain apprised of
future revisions to this policy and to abide by the terms of all such revisions.
Employee Name:
______________________________________________
Employee Signature:
______________________________________________
Date:
______________________________________________
This form shall be retained in department files.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
ALCOHOL AND DRUG ABUSE POLICY
Policy
Number
C-10
Page
1 of 4
I. Purpose
It is the intention of this policy to eliminate substance abuse and its effects in the
workplace. While the county of Riverside has no intention of intruding into the
private lives of its employees, involvement with drugs and alcohol off the job can
take its toll on job performance and employee safety. The concern is that
employees are in a condition to perform their duties safely and efficiently, in the
interests of their fellow workers and the public as well as themselves. The
presence of drugs and alcohol on the job, and the influence of these substances
on employees during working hours, are inconsistent with this objective.
Employees who think they may have an alcohol or drug usage problem are urged
to voluntarily seek confidential assistance from the Employee Assistance
Program (EAP). While the county encourages employees to seek help
voluntarily, it will be firm in identifying and disciplining those employees who
violate this policy.
Supervisors will be trained to recognize abusers and become involved in this
control process. Alcohol or drug abuse will not be tolerated and disciplinary
action, up to and including termination, will be used as necessary to achieve this
goal.
The county will act to eliminate any substance abuse (alcohol, illegal drugs,
prescription drugs, or any other substance which could impair an employee's
ability to safely and effectively perform the functions of the particular job) which
increases the potential for accidents, absenteeism, substandard performance,
poor employee morale, or damage to the county's reputation. All persons
covered by this policy should be aware that violations of the policy may result in
discipline, up to and including termination, or in not being hired.
In recognition of the public service responsibilities entrusted to the employees of
the county and that drug and alcohol usage can hinder a person's ability to
perform duties safely and effectively, the following policy against drug and
alcohol abuse is hereby adopted by the county.
II. Policy
It is county policy that employees shall not be
a.
under the influence of alcohol or drugs while on duty or on a
standby or an on-call status;
b.
consume alcohol or illicit drugs while on county property or at work
locations or while on duty; or
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
ALCOHOL AND DRUG ABUSE POLICY
c.
C-10
Page
2 of 4
possess controlled substances or prescription drugs without a
prescription while on duty.
Employees shall not
a.
manufacture, sell, provide, distribute, or dispense prescription
drugs or controlled substances to any other employee or to any
person while on duty unless authorized by law; or
b.
sell, provide, distribute, or dispense alcohol to any other employee
while such employee is on duty.
While use of medically prescribed medications and drugs is not per se a violation
of this policy, failure by the employee to notify his/her supervisor, before
beginning work, when taking medications or drugs which could potentially
interfere with the safe and effective performance of duties or operation of county
equipment can result in discipline, up to and including termination. In the event
there is a question regarding an employee's ability to safely and effectively
perform assigned duties while using such medications or drugs, clearance from
the county medical director, or designee, may be required.
The county reserves the right to search, without employee consent, all areas and
property in which the county maintains control or joint control with the employee,
except the lockers of peace officers, or other space for storage that may be
assigned to peace officers. No peace officer shall have his/her locker, or other
space for storage that may be assigned searched except in the peace officer’s
presence, or with consent, or unless a valid search warrant has been obtained or
where the peace officer has been notified that a search will be conducted. This
section shall apply only to lockers or other space for storage that are owned or
leased by the county. The county may notify the appropriate law enforcement
agency that an employee may have illegal drugs in his or her possession or in an
area not jointly or fully controlled by the county.
Employees reasonably believed to be under the influence of alcohol or drugs
shall be prevented from engaging in further work and may be detained for a
reasonable time until they can be safely transported from the work site.
The county is committed to providing reasonable accommodation to those
employees whose drug or alcohol problem qualifies as a disability under federal
and/or state law.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
ALCOHOL AND DRUG ABUSE POLICY
C-10
Page
3 of 4
The county has established a voluntary EAP to assist those employees who
voluntarily seek help for alcohol or drug problems. Employees should contact
their supervisors or the EAP directly for additional information.
III. Application
This policy applies to all county employees and to all applicants for positions with
the county.
This policy applies to alcohol and to all substances, drugs, or medications, legal
or illegal, which could impair an employee's ability to effectively and safely
perform the functions of the job.
IV. Employee Responsibilities and as a Condition of Employment
An employee must:
a.
not report to work or be in a standby or an on-call status while
his/her ability to perform job duties is impaired due to on or off duty
alcohol or drug use;
b.
not possess or use controlled substances (illegal drugs or
prescription drugs without a prescription) at any time;
c.
not use alcohol at any time while on county property or while on
duty;
d.
not directly or through a third party manufacture, sell, distribute,
dispense, or provide controlled substances to any person, including
any employee, at any time;
e.
not manufacture, sell, distribute, dispense, or provide alcohol to any
employee while either or both are on duty;
f.
notify the supervisor, before beginning work, when taking any
medications or drugs, prescription or non-prescription, which may
interfere with the safe and effective performance of duties or
operation of county equipment; and
g.
notify the employee’s supervisor of any criminal drug statute arrest
or conviction no later than five calendar days after such arrest or
conviction.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
ALCOHOL AND DRUG ABUSE POLICY
Page
C-10
4 of 4
for
reasonable
V. Management Responsibilities and Guidelines
a.
Managers and supervisors
enforcement of this policy.
are
responsible
b
Except as otherwise lawfully permitted (e.g. search required for
entering a secured facility), no persons shall physically search the
person of employees, or shall they search the personal possession
of employees without the freely given consent of, and in the
presence of, the employee.
c.
Managers and supervisors shall notify agency/department head or
designee when they have reasonable suspicion to believe that an
employee may have illegal drugs in his or her possession or in an
area not jointly or fully controlled by the county. If the
agency/department head or designee concurs that there is
reasonable suspicion of illegal drug possession, the
agency/department head or designee shall notify the appropriate
law enforcement agency.
VI. Distribution
A copy of this policy was provided to every employee of the County of Riverside
upon its adoption and shall be provided to each new employee hired on or after
September 1, 1989.
VII. Supersession
This policy shall supersede any previous drug and alcohol policy of the county of
Riverside. However, the provisions of this policy are not intended to, nor is this
policy to be construed to supersede the drug and/or alcohol policy and/or general
orders of any agency/department of the county.
Reference:
Minute Order dated 07/10/75
Minute Order 3.126b of 08/29/89
Minute Order 3.10 of 02/26/91
Minute Order 3.3 of 04/10/07
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
Policy
Number
C-25
Page
1 of 13
PURPOSE: The purpose of this policy is to protect the right of employees to be free from
unlawful discrimination, harassment, and retaliation, and to set forth a procedure for promptly
investigating and taking appropriate remedial action in dealing with internal complaints of
unlawful discrimination, harassment, and retaliation.
SCOPE:
This policy is applicable to all County of Riverside employees, including, but not
limited to, contract workers, volunteers, interns, externs, and elected officials.
POLICY:
To implement a policy regarding discrimination or harassment of an applicant or
an employee by a supervisor, management employee, County Officer, or co-worker on the basis
of actual or perceived race, color, national origin, ancestry, religious creed, denial of family and
medical care leave, sex (including pregnancy and medical conditions related to pregnancy),
age, disability (physical and mental), medical condition, genetic information, marital status,
military and veteran status, sexual orientation, gender (including gender identity and gender
expression), status as a victim of domestic violence, sexual assault, or stalking, and/or
retaliation for protesting illegal discrimination and/or harassment related to one of these
categories, or any other legally protected classes under state or federal law.
It is also the Policy of the Board of Supervisors to provide a work environment free from sexual
harassment, including unwelcome sexual overtures, advances, or coercion although sexually
harassing conduct need not be motivated by sexual desire.
Any retaliation against a person for opposing unlawful discrimination or harassment, filing a
discrimination or harassment complaint, reporting discrimination or harassment, or participating
in a discrimination or harassment investigation or lawsuit is prohibited. Employees found to be
retaliating against another employee shall be subject to disciplinary action, up to and including
termination.
This policy applies to all workplace behaviors and terms and conditions of employment,
including but not limited to, hiring, placement, promotion, disciplinary action, layoff, recall,
transfer, leaves of absence, compensation and training. It applies to a County employee acting
on behalf of the County on or off the job site.
Disciplinary action, up to and including termination, will be instituted for unlawful discrimination,
harassment and/or retaliation as defined in this policy.
TRAINING: All non-management or non-supervisory employees shall attend Employee
Harassment Prevention Training (offered by Human Resources) within the first six (6) months of
hire and every four (4) years thereafter.
All supervisory and management employees shall attend Management Harassment Prevention
Training (offered by Human Resources) within the first six (6) months of the hire/promotion date
and every two (2) years thereafter.
The training provided shall include the prevention of abusive conduct.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
Policy
Number
C-25
Page
2 of 13
DEFINITIONS:
Discrimination – is the disparate or adverse treatment of a person or applicant based on the
group, class, or category to which that person or applicant belongs rather than on individual
merit. Group, class, or category includes, but is not limited to, race, color, national origin,
ancestry, religious creed, denial of family and medical care leave, sex (including pregnancy and
medical conditions related to pregnancy), age, disability (physical and mental), medical
condition, genetic information, marital status, military and veteran status, sexual orientation,
gender (including gender identity and gender expression), status as a victim of domestic
violence, sexual assault, or stalking, and/or retaliation for protesting illegal discrimination and/or
harassment related to one of these categories, or any other legally protected classes under
state or federal law.
Harassment – can be a form of discrimination if it is unwelcome and is sufficiently severe or
pervasive and objectively offensive so as to substantially interfere with terms, conditions, or
privileges of employment. Harassment may be verbal, physical, visual, or sexual. It may be
made in general or directed to an individual or a group of people. Even if actions are not
directed at specific persons, a hostile environment may be created when the conduct is
sufficiently severe or pervasive and objectively offensive so as to substantially interfere with or
limit the terms, conditions, or privileges of employment. Harassment may occur regardless of
whether the behavior was intended to harass. Harassers may be supervisors, managers, coworkers, contractors, or elected officials, or members of the public.
Verbal – speech, such as lewd propositioning, epithets, stereotypical or derogatory comments,
slurs, threats, offensive or degrading remarks, verbal abuse, or other behavior such as insulting,
teasing, degrading or ridiculing another person or group. This might include inappropriate sexoriented comments or appearance, including dress or physical features, stories or jokes, or
gender characteristics that do not conform to traditional or social expectations.
Physical Acts – unwelcome or inappropriate physical contact such as assault, impeding or
blocking movement, or offensive touching, or any physical interference within normal work or
movement when directed at an individual.
This includes pinching, grabbing, patting,
propositioning, leering, or making explicit or implied job threats or promises in return for
submission to physical acts.
Visual Insults - derogatory, prejudicial, stereotypical, or otherwise offensive email messages,
web pages, screen savers and other computer images; posters, photographs, cartoons, notes,
notices, bulletins, or drawings; and staring or leering.
Sexual Harassment – unsolicited or unwanted sexual advances, requests for sexual favors
and/or other acts of a sexual nature, whether or not the sexually harassing conduct was
motivated by sexual desire, where submission is made a term or condition of employment;
where submission or rejection of the conduct is used as the basis for employment decisions; or
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
C-25
Page
3 of 13
where the conduct is intended to or actually does unnecessarily interfere with an individual’s
work performance or creates an intimidating, hostile, or offensive working environment.
Retaliation – taking adverse employment action against an employee because of the
employee’s protected activities, including but not limited to opposing unlawful discrimination
and/or harassment, filing a discrimination or harassment complaint, reporting discrimination or
harassment, or participating in a discrimination or harassment investigation or lawsuit. Adverse
employment actions may include, but are not necessarily limited to denial of a promotion,
refusal to hire, and/or imposition of discipline.
COMPLAINT PROCEDURE: An employee or job applicant who believes he or she has been
discriminated and/or harassed has a responsibility to immediately make a complaint either orally
or in writing with any of the following:
-
Immediate supervisor;
-
Any supervisor or management employee/officer within the department, including
the department head;
-
Any supervisor or management employee/officer within the County of Riverside;
-
The Human Resources Department, Employee Relations Division.
Any supervisor or management employee, or County officer who receives a
discrimination/harassment complaint shall: (1) provide the employee and/or job applicant with a
copy of the C-25 policy and refer them to Attachment B, and (2) immediately notify the Human
Resources Department.
The employee or job applicant also has the right to file a complaint with the state Department of
Fair Employment and Housing (DFEH), the federal Equal Employment Opportunity Commission
(EEOC), or the Department of Industrial Relations (DIR). An employee or job applicant may file
a complaint with the DFEH by calling (800) 884-1684 or visiting the DFEH website at
www.dfeh.ca.gov. The employee or job applicant may file a complaint with the EEOC by visiting
the EEOC website for directions on how to file a charge of employment discrimination at
www.eeoc.gov. The employee or job applicant may file a complaint for retaliation with the DIR
by visiting the DIR website for direction on how to file a charge of employment discrimination at
www.dir.ca.gov.
Although the County recommends an employee who believes he or she may be the victim of
discrimination, harassment, and/or retaliation to report such conduct, the County will not tolerate
intentional false accusations of discrimination, harassment, and/or retaliation. The filing of any
intentional false claims is considered unlawful and may result in disciplinary action up to and
including termination.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
C-25
Page
4 of 13
COMPLAINT INVESTIGATION:
Upon receiving notification of a discrimination/harassment
complaint, the Department Head, the Human Resources Director or designee, shall:
1.
Immediately authorize and supervise the investigation of the complaint. The
investigation shall, at a minimum, include interviews with the complainant, the
accused harasser, and any other persons the Department Head or the Human
Resources Director has reason to believe may have relevant knowledge
concerning the complaint.
2.
Review the factual information gathered through the investigation to determine
whether the alleged conduct constitutes discrimination and/or harassment giving
consideration to all actual information and the totality of the circumstance,
including the nature of the visual, verbal, and/or physical conduct.
3.
Take or recommend prompt and effective remedial action against the harasser if
it is determined through the investigation that illegal discrimination and/or
harassment occurred.
4.
Take reasonable steps to protect the complainant from further discrimination
and/or harassment and any retaliation.
5.
Take action to remedy the victim’s loss, if any, which resulted from the
harassment.
COMPLAINT PROCEDURE FOR PUBLIC SAFETY AGENCIES: Public safety agencies
(Riverside County Sheriff’s Department, District Attorney’s Office, and Probation Department)
are charged with conducting investigations of allegations of violation of this policy. These
departments shall comply with the Peace Officer Bill of Rights (POBR), California Government
Code Sections 3300-3313, for peace officers employed in their departments.
In order to ensure consistency countywide the public safety agencies shall:
1. Upon receipt of verbal notification of a C-25 complaint, the public safety agency shall
cross-report in writing the name of the complainant(s), name of the accused,
allegation(s), and a brief summary of which the complaint is based to the Human
Resources Employee Relations Division. The public safety agency will provide a copy of
any written complaint received to the Human Resources Employee Relations Division.
2. The public safety agency will conduct the investigation pursuant to the requirements set
forth in POBR §3303, for peace officers employed in their departments.
3. At the conclusion of the investigation, the public safety agency shall provide the Human
Resources Employee Relations Division with the complaint disposition (i.e. sustained,
not-sustained, or unfounded) within 30 working days of the conclusion of the
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
C-25
Page
5 of 13
investigation.
4. For investigations conducted by the Sheriff’s Department or District Attorney’s Office
against an employee within their respective chains of command, any disciplinary action
taken shall be at the discretion of the Department Head. However, the level of discipline
must be consistent with countywide disciplinary actions taken with similar acts or
omissions related to this policy.
5. Pursuant to Penal Code Section 832.7, the completed investigation shall be maintained
by the public safety agency and only disclosed pursuant to Sections 1043 and 1046 of
the Evidence Code or other enforceable court process.
6. The Human Resources Department shall with work collaboratively with the public safety
agencies on responses to complaints filed with external federal or state agencies
including, but not limited to, the Department of Fair Employment and Housing, the Equal
Employment Opportunity Commission, and the Department of Labor.
REQUIREMENTS FOR MANAGERS AND SUPERVISORS:
-
Set the example;
-
Provide ALL personnel updated
discrimination or harassment;
-
Take initial complaints seriously;
-
Ensure that all managers and supervisors take immediate action;
-
Provide the employee with the C-25 policy and complaint, and report each complaint in
accordance with the County’s internal Discrimination Complaint Procedure (attached);
-
Disseminate this policy to all employees;
-
Post federal and state employment posters, “Harassment of Discrimination in
Employment is Prohibited by Law” in conspicuous places within the department; and
-
Disseminate the State of California “Sexual Harassment – The Facts About Sexual
Harassment is Forbidden by Law” brochure to all departmental employees.
training
and
information
concerning
illegal
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
C-25
Page
6 of 13
ACKNOWLEDGMENT OF AND MANDATORY COMPLIANCE
WITH THE COUNTY OF RIVERSIDE
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
I hereby acknowledge receipt of the County of Riverside Non-Discrimination and AntiHarassment Policy. I understand that compliance with this policy is mandatory and violation of
this policy may result in discipline up to and including termination. I also agree to remain
apprised of future revisions to this policy and to abide by the terms of all such revisions.
Employee Name:
_______________________________
Employee Signature: _______________________________
Date:
_______________________________
This form shall be retained in employee’s personnel file.
Reference:
Minute Order 3-12 dated 10.28.14
Minute Order 3-34 dated 4.8.14
Minute Order 3.67 dated 9.13.11
Minute Order 3.15 dated 12.8.98
(Resolution No. 98-363)
FOLLOWING ARE:
NON-DISCRIMINATION AND ANTI-HARASSMENT COMPLAINT PROCEDURE ATTACHMENT ‘A’
NON-DISCRIMINATION AND ANTI-HARASSMENT COMPLAINT FORM ATTACHMENT ‘B’
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
C-25
Page
7 of 13
ATTACHMENT A
COUNTY OF RIVERSIDE HUMAN RESOURCES DEPARTMENT
4080 LEMON STREET, POST OFFICE BOX 1569
RIVERSIDE, CA 92502-1569
PHONE: (951) 955-3510 / FAX: (951) 955-9816 / TTY: 711
NON-DISCRIMINATION AND ANTI-HARASSMENT COMPLAINT PROCEDURE
BASIS FOR FILING A COMPLAINT
Alleged illegal discrimination or harassment based on race, color, national origin, ancestry,
religious creed, denial of family and medical care leave, sex (including pregnancy and medical
conditions related to pregnancy), age, disability (physical and mental), medical condition,
genetic information, marital status, military and veteran status, sexual orientation, gender
(including gender identity and gender expression), status as a victim of domestic violence,
sexual assault, or stalking, and/or retaliation for protesting illegal discrimination and/or
harassment related to one of these categories, or any other legally protected classes under
state or federal law.
WHO MAY FILE
County employees or applicants for County employment who believe they have been adversely
affected by illegal discrimination or harassment concerning any term or condition of employment
such as hiring, promotion, leaves of absence, termination, etc.
COMPLAINT PROCEDURE
An employee or job applicant, who believes he or she has been discriminated against or
harassed, has a responsibility to immediately make a complaint either orally or in writing with
any of the following: immediate supervisors; any supervisor or management employee/officer
within the department, including the Agency/Department Head; any County of Riverside
supervisor or management employee/officer or the Human Resources Department. (Any
supervisor or management employee, or county officer who receives a discrimination or
harassment complaint shall immediately notify the County’s Human Resources Director).
The employee or job applicant also has the right to file a complaint with the state Department of
Fair Employment and Housing (DFEH), the federal Equal Employment Opportunity Commission
(EEOC), or the Department of Industrial Relations (DIR). An employee or job applicant may file
a complaint with the DFEH by calling (800) 884-1684 or visiting the DFEH website at
www.dfeh.ca.gov. The employee or job applicant may file a complaint with the EEOC by visiting
the EEOC website for directions on how to file a charge of employment discrimination at
www.eeoc.gov. The employee or job applicant may file a complaint for retaliation with the DIR
by visiting the DIR website for direction on how to file a charge of employment discrimination at
www.dir.ca.gov.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
Policy
Number
C-25
Page
8 of 13
WHEN TO FILE
A complaint which is determined to be appropriate for investigation should be filed with the
County of Riverside within 90 calendar days of the alleged incident or occurrence.
THE INVESTIGATION
The assigned investigator serves as a neutral third party in seeking the facts and attempting to
determine whether illegal discrimination or harassment did take place. Consequently, the
assigned investigator does not function as the advocate of the complainant or of the County.
The Human Resources Director, or designee, will evaluate the information gathered within the
investigation. If the complaint is substantiated, the Human Resources Director, or designee, will
advise the Agency/Department Head or other appropriate County official(s) in order to remedy
the situation and eliminate the practices which caused the problem. Complainants will be
advised, in writing, of findings and conclusions.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
RESET FORM
ATTACHMENT B
Page
C-25
9 of 13
PRINT FORM
COUNTY OF RIVERSIDE HUMAN RESOURCES DEPARTMENT
4080 LEMON STREET, POST OFFICE BOX 1569
RIVERSIDE, CA 92502-1569
PHONE: (951) 955-3510 / FAX: (951) 955-9816 / TTY: 711
DISCRIMINATION / HARASSMENT / RETALIATION COMPLAINT FORM
(Attach additional pages to this form as necessary)
I.
GENERAL INFORMATION
Last Name _____________________________ First Name ________________________ MI ________
Title __________________________________ Department __________________________________
Home Address ____________________________________________ City ______________________
State ______ Zip Code _____________ Preferred Email _____________________________________
Home Phone ___________________ Work Phone ___________________ Cell __________________
Preferred Contact Number: (Check all that apply)
Home ☐
Work
☐
Cell
☐
What is your relationship with the County of Riverside? ____________________________________
Current Employee ☐
Former Employee ☐ If former employee, last date of employment: ______
Applicant for Employment ☐ Other ☐ Specify: __________________________________________
II.
COMPLAINT INFORMATION
Indicate the type(s) of complaint being filed: Discrimination ☐
Harassment ☐
Retaliation ☐
For Discrimination or Harassment complaint, indicate the protected class(es) you belong to that
serve(s) as the basis(es) of the allegation: (Select all that apply)
Religious creed
☐
Race/Color
☐
National origin/Ancestry
☐
Age
☐
Disability
☐
Genetic information
☐
Sex
☐
Medical leave
☐
Medical condition
☐
Gender
☐
Marital status
☐
Sexual orientation
☐
Military/Veteran Status ☐
Victim of domestic violence/sexual assault/stalking
☐
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
C-25
Page
10 of 13
Retaliation for protesting illegal discrimination and/or harassment related to protected class(es) ☐
Other
☐ Specify: __________________________________________________________________
For Retaliation complaint, indicate the activity you engaged in that served as the basis for the
allegation.
Identify the Accused against whom this complaint is made.
Name of Accused:
Title of Accused:
Relationship to you:
Describe the incident(s), including dates, times and locations giving rise to your complaint.
For Harassment or Sexual Harassment complaint, please explain why the conduct was offensive
to you.
Describe the specific harm you have suffered resulting from the incident(s).
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
III.
Policy
Number
C-25
Page
11 of 13
WITNESSES
Identify individuals who may have witnessed or have knowledge of the incident(s). Attach
additional names as necessary.
Last Name ____________________________________ First Name ____________________________
Telephone ________________________ Email ____________________________________________
Relationship to you __________________________________________________________________
Last Name ____________________________________ First Name ____________________________
Telephone ________________________ Email ____________________________________________
Relationship to you __________________________________________________________________
Last Name ____________________________________ First Name ____________________________
Telephone ________________________ Email ____________________________________________
Relationship to you __________________________________________________________________
Last Name ____________________________________ First Name ____________________________
Telephone ________________________ Email ____________________________________________
Relationship to you __________________________________________________________________
Last Name ____________________________________ First Name ____________________________
Telephone ________________________ Email ____________________________________________
Relationship to you __________________________________________________________________
Last Name ____________________________________ First Name ____________________________
Telephone ________________________ Email ____________________________________________
Relationship to you __________________________________________________________________
Last Name ____________________________________ First Name ____________________________
Telephone ________________________ Email ____________________________________________
Relationship to you __________________________________________________________________
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
IV.
C-25
Page
12 of 13
ATTEMPTED RESOLUTION
Was an Informal Resolution sought?
No ☐
Yes ☐ If yes, with whom? _____________________________________ Date ____________
What was the outcome? _______________________________________________________________
Have you filed a grievance regarding this matter?
No
☐
Yes
☐
If yes, date grievance was filed _______________ Organization _______________________
Labor Representative __________________________________________________________
Do you have an attorney?
No
☐
Yes
☐
If represented by an attorney, please provide name, address and telephone number of attorney:
Have you filed a complaint relative to this matter with any other agency?
If yes, please check the appropriate box(es):
☐
EEOC
Date filed _________________
☐
DFEH
Date filed _________________
☐
DIR
Date filed _________________
V.
DOCUMENTATION
Do you have any documents that support your complaint? No
If yes, please list and attach relevant copies with this Complaint:
☐
No ☐
Yes
Yes ☐
☐
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Policy
Number
Subject:
NON-DISCRIMINATION AND ANTI-HARASSMENT POLICY
AND COMPLAINT PROCEDURE
VI.
C-25
Page
13 of 13
EXPECTED OUTCOME
What outcome(s) do you expect from filing your complaint? Be as specific as possible.
AUTHORIZATION
I certify that the information given in this complaint is true and correct to the best of my
knowledge/belief.
Print Name of Complainant ________________________________________ Date _______________
Signature of Complainant
________________________________________
RESET FORM
PRINT FORM
EMPLOYEE RELATIONS ONLY:
Received by __________________________________ Date _____________________
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
1 of 20
Policy:
It is the policy of Riverside County that there is a zero tolerance standard for all threats
and violent behavior in the workplace. To ensure a safe workplace and to reduce the
risk of violence, all employees should review and understand all provisions of this
standard. This includes threats and violent behavior, direct, indirect, implied or actual,
from any person, and directed toward any person, occurring at any county facility or in
connection with the conduct of county business without regard to location.
PURPOSE:
To implement a county wide zero tolerance standard with regard to
threats and violent behavior in the workplace.
OBJECTIVE:
1.
To assure that all workplace threats and violent behavior are
addressed promptly.
2.
To assure the level of physical/facility security in Riverside
County workplaces is sufficient to protect the health and
safety of county employees.
3.
To ensure that the County of Riverside is in complete
conformance with all Title 8, California Code of Regulations,
General Industry Safety Orders and mandates relative to
violence in the workplace.
4.
To ensure that all disciplinary action taken for behavior
prohibited under this policy is reviewed, evaluated, and
administered consistently and equitably throughout the
County.
SCOPE:
I.
All county employees.
GENERAL OVERVIEW
Cal/OSHA requires all employers to develop an Injury, Illness Prevention
Program (IIPP) for hazards unique to their place of employment. This IIPP
provides the framework for all Riverside County agency, department and special
district programs for preventing assaults – specifically, one of the hazards of
work in health care and community service, and perhaps the community as a
whole. Further, because of the potential for injury to workers, health care and
community service organizations must comply with Title 8 of the CCR, Section
3203. This regulation requires an IIPP, which stipulates that responsible persons
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
2 of 20
perform worksite analyses, identify sentinel events, and establish controls and
training programs to reduce or eliminate hazards to worker health and safety.
Circumstances associated with workplace violence events can be divided into
three major types, Type I, II, and III. It is important to keep in mind that a
particular occupation or workplace may be subject to more than one type. One
type is no more important than another.
Type I workplace violence involves a violent act by an assailant who has no
legitimate relationship to the workplace and usually enters the workplace to
commit a robbery or other criminal act.
The perpetrator of Type II incidents is either the recipient or the object of a
service provided by the affected workplace or the victim, e.g., the assailant is a
former client, patient, customer, passenger, criminal, suspect or prisoner.
Type III incidents of workplace violence predominately consist of assaults by an
individual who has some present or prior employment-related involvement with a
specific workplace. At Type III incident typically involves a threat or physical
action against an employee, supervisor, management, current or former spouse,
or an unrequited romantic interest. Perpetrators of Type III incidents are
customarily found to be current or former employees; a current or former spouse
or lover; spurned suitor; relative or friend; or some other person who holds a real
or imaginary grievance against an employee of that workplace.
II.
ZERO TOLERANCE STANDARD
The County of Riverside does not tolerate any type of workplace violence
committed by or against employees. Employees are prohibited from making
threats or engaging in violent activities. The list of zero tolerance behaviors with
regard to threats and/or violence shall include, but not be limited to, the following
proactive measures and/or prohibited behaviors:
1. Engaging or allowing engagement in violent conduct or making threats of
violence, implied, actual, direct, or indirect, or causing actual physical injury to
another person at a county workplace or in connection with the conduct of
county business.
2. Any aggressive or hostile behavior that creates a reasonable fear of injury to
another person or subjects another individual to emotional distress.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
3 of 20
3. Intentionally damaging County of Riverside property or the property of another.
4. Being in possession of an offensive or defensive weapon (firearm, knife, club,
mace, pepper spray, tear gas, etc.) unless specifically required or authorized
in the course of employment, at any county facility or in connection with the
conduct of county business without regard to location.
5. Committing acts motivated by, or related to, sexual harassment or domestic
violence.
Any potentially dangerous situation must be reported immediately to a supervisor
and the Human Resources Department – Safety Office, at telephone number
(951) 955-3520 or the 24-hour hotline (951) 955-5868. Reports can be made
anonymously and all reported incidents would be investigated. Reports or
incidents warranting confidentiality will be handled appropriately and information
will be disclosed to others only on a need-to-know basis. All parties involved in a
situation will be counseled and results of the investigation will be discussed with
them. The county will actively intervene at any indication of a possible hostile or
violent situation.
The supervisor to whom an incident is reported shall immediately provide
security for the threatened individual, co-workers, and the public at the worksite
by:
a. Immediately placing an employee alleged to have made threats or
engaged in violent behavior on paid leave pending the outcome of an
investigation;
b. Ensuring that any threatening or violent person, employee or member
of the public, leaves the work site; except for incarcerated (jail)
inmates, juvenile wards and mental health patients.
c. Immediately contacting an appropriate law enforcement agency if
necessary to ensure removal of the offender from the scene; and
d. Ensuring that an employee who has been the victim of a job related
threat or violence occurring away from county work site(s) does not
revisit the scene until an investigation has been completed.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
4 of 20
Enforcement:
a. Threats, threatening conduct, or any other acts of aggression or
violence in the workplace will not be tolerated. Any employee
determined to have committed such acts will be subject to disciplinary
action, up to and including termination. Non-employees engaged in
violent acts on county premises will be reported to the proper
authorities.
b. All reports of threats and violent behavior, implied, actual, direct, or
indirect, will be documented and investigated. Such documentation
shall include a narrative of the incident including names and other
appropriate identification of the parties involved, verbal comments
made or a description of the violent behavior, witness names, and
witness statements.
c. For incarcerated (jail) inmates, juvenile wards, and mental health
patient’s facilities, the following procedures should be followed by the
department:
•
•
•
•
Ascertain the behavior history of new and transferred patients to
learn about any past violent or assaultive behaviors.
Establish a system such as chart tags, logbooks, or verbal
census reports to identify patients and clients with assaultive
behavior problems, keeping in mind patient confidentiality and
worker safety issues. The log book/records are to be made
available upon request by Human Resources Safety Manager
and/or Human Resources Employee Relations Division.
Prepare contingency plans to treat clients who are acting out or
making verbal or physical attacks or threats.
Report any serious threat to the Safety Manager and then follow
up with a written report.
d. County employees who engage in threats or violent behavior, direct,
indirect, implied or actual, against co-workers or any other person in
connection with county business, are to be subject to legal action by
law enforcement authorities and disciplinary actions, up to and
including termination of employment.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
5 of 20
e. Managers and supervisors who fail to carry out their responsibilities in
accordance with this policy and procedure will be subject to disciplinary
action up to and including termination.
f. Unless specifically required or authorized in the course of Employment,
Riverside County employees are prohibited from possessing offensive
or defensive weapons (firearms, knives, clubs, mace, pepper spray,
tear gas, etc.) at any County facility or in connection with the conduct
of County business without regard to location as outlined in 171b of the
Standard California Codes Penal Code.
III.
RESPONSIBILITIES
A.
B.
Safety Division will:
1.
Direct and plan an effective Injury/Illness Prevention Program for
workplace violence on an agency/department-wide basis.
2.
Coordinate
workplace
violence
program
needs
with
agencies/departments by providing appropriate professional and
technical resources.
3.
Recommend engineering and administrative controls as needed.
4.
Ensure quality and timeliness of training programs.
5.
Ensure that appropriate reporting requirements have been met; i.e.
(federal and state).
6.
Conduct annual inspections of county (owned, leased, etc.)
premises to evaluate and determine any vulnerability to workplace
violence or hazards. Any necessary corrective action will be taken
to reduce all risks.
Sheriff’s Department will:
1.
Coordinate and assist in the direction and planning of an effective
Injury/Illness Prevention Program for workplace violence for the
county on an agency/department-wide basis.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
C.
D.
Page
6 of 20
2.
Coordinate
workplace
violence
program
needs
with
agencies/departments by providing appropriate professional
resources, technical resources, and investigative assistance when
necessary.
3.
Recommend engineering and administrative controls as needed.
4.
Coordinate and ensure quality and timeliness of training programs.
Human Resources will:
1.
Provide assistance and guidance to agency/department managers
and supervisors in the investigation of the incident.
2.
Provide advice and direction as to immediate action to be taken
with the employee alleged to have made a threat, including a
determination by the Human Resources Director or designee,
whether administrative leave is appropriate in the circumstances.
3.
Undertake assessment and evaluation of the incident in
consultation with agency/department head or designee for
determination of disciplinary action.
4.
At its discretion, initiate a threat assessment team to assess and
evaluate the circumstances and investigation findings.
5.
Recommend final disciplinary action.
6.
Prior to hiring, take reasonable measures to conduct background
investigations to review candidates’ backgrounds and reduce the
risk of hiring individuals with a history of violent behavior.
Agency/district/department heads must:
1.
2.
Ensure this policy is fully implemented in all work locations within
their area of responsibility.
Ensure that managers and supervisors are fully informed of the
zero tolerance standard.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
E.
Page
7 of 20
3.
Ensure that incident documentation is completed accurately and
prepared in a timely manner.
4.
Ensure that all managers and supervisors attend the county Human
Resources/Safety Office Workplace Violence Training Program.
5.
Ensure that all threats and violent behavior, direct, indirect, actual
or implied, are reported to appropriate law enforcement agencies,
Human Resources Employee Relations and the Safety Division.
6.
Ensure investigation materials and disciplinary letters are sent to
Employee Relations for review and approval in a prompt and timely
manner.
7.
Ensure that all work sites and work practices within the
agency/district/department areas of responsibility are reviewed for
the purpose of providing employee security and protection from the
potential of reasonably foreseeable violent action.
8.
Undertake appropriate discipline as determined by Human
Resources.
9.
Implement an effective safety and security program, which places
employee safety and health on the same level of importance as
patient/client safety.
10.
Ensure Riverside County’s commitment to security in for all
employees and assure employees that every effort is made to
prevent the occurrence of workplace violence.
Manager/supervisor must:
1.
Report all incidents of actual violence, persons with weapons and
other cases when deemed necessary to the local law enforcement
agency.
2.
Take steps immediately available to provide safety to the victim and
others.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
F.
Report all incidents immediately
Resources,and Safety Division
4.
Be knowledgeable of the zero tolerance standard.
5.
Ensure that all employees attend the Human Resources/Safety
Division Workplace Violence Training Program.
6.
Use resources and programs available within the county and the
Safety Division to address Workplace Violence Concerns.
7.
Immediately
investigation.
8.
Ensure that all reports of threats and violent behavior, direct,
indirect, actual or implied, are fully and formally investigated by
assisting the Safety Division and/or Human Resources staff.
the
matter
to
management,
8 of 20
3.
refer
to
Page
Human
Human
Resources
for
Employees must:
1.
Not make threats, either real or those that may be perceived as
real, or engage in violent behavior in connection with or during the
course of Riverside County employment.
2.
Immediately report all incidents of threats or violent behavior to
supervisors.
3.
Immediately disengage and contact the supervisor upon any
instance of overt violence or threatening behavior.
Note: Employees are not expected to be skilled at identifying potentially dangerous
persons, however employees are expected to exercise good judgment and to inform
Human Resources/Safety Division if any employee exhibits behavior which could be a
sign of a potentially dangerous situation. Such behavior might include:
•
•
•
•
•
Discussing weapons or bringing them to the workplace;
Displaying overt signs of extreme stress, resentment, hostility, or anger;
Making threatening remarks;
Sudden or significant deterioration of performance; and/or,
Displaying irrational or inappropriate behavior.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
G.
IV.
Page
9 of 20
No individual department, agency or district policy or plan shall be
promulgated to supersede, interpret or administer this policy other than
operational rules developed by the Human Resources Department, and as
mandated by Section II, Enforcement c(2), of this policy.
SECURITY HAZARD ASSESSMENT & IDENTIFICATION
Worksite analysis should be done by using a systematic method to identify those
areas requiring an assessment of security hazards. This analysis should
accomplish the following:
1.
Preparing a list of those work positions in which employees are at
risk of assaultive behavior;
2.
Identifying high risk factors that include elements such as physical
risk factors of the buildings, isolated locations, job assignment
locations, high risk activities and situations, inadequate lighting and
areas of previous security difficulty.
3.
Determining if risk factors have been reduced or eliminated to the
extent feasible;
4.
Analyzing all newly modified or planned facilities to ensure that
hazards are reduced or eliminated; and
5.
Conducting periodic surveys whenever there is changes in
operational functions to identify new or previously detected risks in
security applications or practices. Surveys must be conducted
annually.
Analysis of this information will be accomplished by Human Resources/Safety Division
and should be incorporated into a plan of correction for current and continuous hazard
prevention and control.
Hazard assessments for workplace security will be performed in the form of periodic
inspections. These inspections will consist of identification and evaluation of workplace
security hazards and changes in employee work practices. Inspections to identify and
evaluate workplace security hazards should be performed by the employee designated
to perform inspections as outlined in the agency/district/department’s Injury/Illness
Prevention Program.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
10 of 20
Additional items to consider when assessing workplace security hazards include, but
are not limited to the following:
V.
•
Access to and freedom of movement within the workplace by non-employees,
including recently discharged employees or persons with whom an employee is
having a dispute.
•
Adequacy of workplace security systems, such as door locks, security windows,
physical barriers, and restraint systems.
•
Frequency and severity of threatening or hostile situations that may lead to
violent acts by persons who are service recipients of the department.
•
Effectiveness of systems to warn others of a security danger or to summon
assistance (e.g., alarms or panic buttons).
•
The use of work practices such as “buddy” systems for specified emergency
events.
GUIDELINES FOR IMMEDIATE RESPONSE
Any response to an incident involving an assault, which has resulted in injury or
death, should be limited in scope. The individual on scene who observes the
incident should limit activities to the following:
•
•
•
Dial 911. If using an inter-County phone system, Dial 9-911.
Render comfort and minor first aid to any injured victims.
Immediately notify the following:
- Human Resources Employee Relations - 955-3510
- Safety Manager - 955-3520 (if no answer, call hotline)
- Safety Hotline - 955-5868 (message phone)
- Agency/district/department safety representative:
The first management personnel responding to the incident must immediately
ensure that the above actions have been initiated.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
VI.
Page
11 of 20
INCIDENT INVESTIGATIONS
Procedures for investigating incidents of workplace violence, including threats
and physical injury, include the following:
VII.
1.
Arriving at the scene of an incident as soon as possible;
2.
Contacting Safety Division and Human Resources immediately
upon knowledge of threats and/or violent behavior, direct, indirect,
actual or implied;
3.
Interviewing threatened or injured employees and witnesses;
4.
Completing and forwarding Workplace Threat Incident and Threat
Assessment forms to Human Resources Safety Division.
Department will retain canary (yellow) copy for files;
6.
Examining the workplace for security risk factors associated with
the incident, after release of the scene by law enforcement
personnel in the event that the incident involves injuries or death;
7.
Determining the cause of the incident;
8.
Reviewing all such previous incidents;
9.
Taking corrective action to prevent the incident from recurring, i.e.,
physical security measures.
TRAINING
All employees, including managers and supervisors, shall have training and instruction
on general and job-specific workplace security practices. Training and instruction shall
be provided when the Illness/Injury Prevention Program for workplace security is first
established and periodically thereafter. Training shall also be provided to all new
employees, other employees that have not previously been trained, and to all
employees given new job assignments for which specific workplace security training for
that job assignment has not previously been provided. Additional training and
instruction must be provided to all personnel whenever new or previously unrecognized
security hazards are identified.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
12 of 20
Cal/OSHA (3/98) advises that training employees in the management of assaultive
behavior or professional assault response has been shown to reduce the incidence of
assaults to health care workers. It is recognized that some safety measures may seem
expensive or difficult to implement, but are needed to adequately protect the health and
well being of health care and community services workers. It is also important to
recognize that the belief that certain risks are “part of the job” contributes to the
continuation of violence and possibly the shortage of trained health care and community
service workers. Cal/OSHA recognizes its obligation to develop standards and
guidelines to provide safe workplaces for health care and community service workers.
These workplaces should be free from health and safety hazards, including the fear and
threat of assaults.
General workplace security training and instruction includes, but is not limited to, the
following:
1. Explanation of the illness/Injury Prevention Program for workplace security including
measures for reporting any violent acts or threats of violence;
2. Recognition of workplace security hazards including the risk factors associated with
the Type I, Type II and Type III of workplace violence;
3. Measures to prevent workplace violence, including procedures for reporting
workplace security hazards or threats to managers and supervisors;
4. Measures to summon others for assistance;
5. Employee routes of escape;
6. Notification of law enforcement authorities when a criminal act may have occurred,
7. Emergency medical care provided in the event of any violent act upon an employee;
and;
8. Post-event trauma counseling for those employees desiring such assistance.
VIII.
RECORD KEEPING
Within the major elements, record keeping is the heart of the program, providing
information for analysis, evaluation of methods control, severity determinations,
identifying training needs or overall program evaluations.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
13 of 20
Records shall be kept of the following:
•
OSHA logs. OSHA regulations require entry on the Injury Illness Log of any
injury, which requires more than first aid, is a lost time injury, requires modified
duty, or causes loss of consciousness. Assaults should be entered on the log.
Doctor’s reports of work injury and supervisor’s reports shall be kept of each
recorded assault.
•
A system of recording and communicating should be developed so that all staff
who may provide care for an escalating or potentially aggressive, abusive, or
violent client will be aware of the status of the client and of any problems
experienced in the past. This information regarding history of past violence
should be noted on the patient’s chart, communicated in the shift change report
and noted in an incident log.
•
Any information gathering system should be in place which will enable
incorporation of past history of violent behavior, incarceration, probation reports
or any other information which will assist health care, community service and
home visit staff to assess violence status.
•
Records need to be kept concerning assaults, including the type of activity, i.e.,
unprovoked sudden attack, patient to patient altercation, and management of
assaultive behavior actions resulting in any injury to an employee, must be
reported the Safety Division immediately. Information needed includes who was
assaulted, and circumstances of the incident without focusing on any alleged
wrongdoing of staff persons. These records also need to include a description of
the environment, location or any contributing factors, corrective measures
identified, including building design, or the measures needed. Determination
must be made of the nature of the injuries sustained (severe, minor or the cause
of long-term disability), and the potential or actual cost to the facility and
employee. Records of any lost time or other factors, which may result from the
incident, should be maintained;
•
Doctors reports of injuries should be sent to Risk Management and Worker’s
Compensation Offices;
•
Training records will be maintained for a period of three (3) years.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
14 of 20
NOTE: Cal/OSHA (3/98) advises that true rates of violence at health care and
community service facilities however, must be assumed to be higher than documented
rates, because of the culture of these services. Episodes of violence are often
unreported. If reported, records are not necessarily maintained, nurses and other health
care professionals and community service workers are reluctant to report assaults or
threatening behavior when the prevailing attitude of administrators, supervisors and
other staff members, is that violence “comes with the territory” or “health professionals
accept the risk when they enter the field”.
IX.
HAZARD REDUCTION AND CONTROL
In order to reduce, eliminate, and control hazards, engineering, administrative,
and work controls for all job assignments and facility locations must be
implemented.
1.
Engineering controls for facilities
a. Bright and effective lighting systems must be provided for all indoor
building areas as well as grounds and parking areas.
b. Curved mirrors should be installed at intersections of halls or in areas
where an individual may conceal their presence or activity.
c. No employee should be permitted to work alone in an isolated unit or
facility located in a high crime area.
d. Fixed and mobile alarm system trigger devices, to be used in facilities
which are prone to robberies or when a customer’s abusive behavior is
escalating or threatening with or without a weapon.
In order to provide some measure of safety and to keep the employee in
contact with headquarters or a source of assistance, cellular phones should
be provided for official use when staff is assigned to duties which take them
out into the community and especially private homes. These workers may
include (but are not limited to) parking enforcers, union business agents,
psychiatric evaluators, public social service workers, children’s service
workers, visiting nurses and home health aides.
Hand held alarm or noise devices or other effective alarm devices are highly
recommended to be provided for all field personnel.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
15 of 20
Beeper or alarm systems, which alert a central office of problems, should be
investigated and provided field personnel.
Other protective devices should be investigated and provided such as
pepper sprays provided the agency/department first adopts a use of force
policy and training program.
2.
Administrative Controls:
A sound overall program to deter and control violence includes
administrative controls that reduce hazards from insufficient security
measures. While not all inclusive, the following suggested guidelines are
basic to this process:
a.
A plan to deal effectively with a customer/client who behaves in an
aggressive manner, which includes a gradual progression of
measures for employees to deter aggressive behavior from
escalating to assaults.
b.
Any uniformed security personnel should be trained in the
principles of human behavior and methods of dealing with threats,
verbal abuse, or violent aggression.
c.
Employees must understand and be encouraged to report all
threatening, aggressive, or assaultive incidents. All such incidents
must be recorded and appropriate action taken.
d.
Psychiatric clients/patients should be escorted to and from waiting
rooms and not permitted to move about unsupervised in clinic
areas. Access to clinic facilities other than waiting rooms should be
strictly controlled with security provisions in effect.
e.
Staff members should be given the greatest possible assistance in
obtaining information to evaluate the history of or potential for,
violent behavior of in-patients and/or clients. They should be
required to treat and/or interview aggressive or agitated clients in
open areas where other staff may observe interactions, but still
maintain privacy and confidentiality.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
3.
Page
16 of 20
f.
Assistance and advice should be sought in case management
conferences with co-workers and supervisors to aid in identifying
treatment of potentially violent clients. Whenever an agitated client
or visitor is encountered, treatment or intervention should be
provided when possible to diffuse the situation. However, security
personnel or other assistance should be requested to help in
avoiding violence.
g.
No employee should be permitted to work or stay in a facility or
isolated unit when they are the only staff member present in the
facility, if the location is so isolated that they are unable to obtain
assistance if needed, or in the evening or at night if the clinic or
office is closed.
h.
Employees must report all incidents of aggressive behavior such as
pushing, threatening, etc., with or without injury, and logs must be
maintained recording all incidents or near incidents. Also, any
verbally threatening, aggressive or assaultive incident must be
reported and logged.
i.
Records, logs, or flagging charts must be updated whenever
information is obtained regarding assaultive behavior or previous
criminal behavior.
j.
Administrators should work with local police or sheriff’s office to
establish liaison and response mechanisms for police assistance
when calls are made for help by a clinic. Likewise, this will also
facilitate the clinic or offices provision of assistance to local police in
handling emergency cases.
Reduce, Eliminate & Control Hazards in Health Care & Community
Services
Cal/OSHA (3/98), recommends that all employers involved with health
care and community service facilities should investigate programs or
robbery deterrence strategies such as increased lighting, closed circuit TV
monitors, visible money handling locations if sales are involved, limiting
access and egress and providing security staff.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
WORKPLACE VIOLENCE, THREATS AND SECURITIES
C-27
Page
17 of 20
Reference:
Minute Order 3.11 of 03/07/00
Attachments: Form 2010-1 “Workplace Threat Incident Report ”
Form 2010-16 “Employee Training Documentation” Acknowledgement of
County of Riverside Workplace Violence, Threats and Securities
Minute Order 3.3 of 04/10/07
APPENDIX A
WORKPLACE THREAT INCIDENT REPORT
AGAINST COUNTY OF RIVERSIDE EMPLOYEE
1.
Name of Individual threatening County employee:
2.
Relationship to County:
3.
Physical description: Hair
Weight
Eyes
Height
Ethnicity
Distinguishing characteristics
4.
(attach picture if possible)
Circumstances of threat:
Location of threat:
6.
Date:
Time:
7.
Exact words of threat:
8.
Threatened County employee’s name:
9.
Department:
10.
Work address:
11.
Work telephone:
12.
Additional Comments:
13.
Supervisor:
Home Telephone:
Work Phone:
I certify under penalty of perjury the above information is true and correct to the best of my
knowledge.
Threatened County Employee Signature
Date
Supervisor’s Signature
Date
Yellow copy will be retained by the
Department. All other copies are to be sent to
the County Safety Office.
SOP Form 2010-1
Revised 1/99
APPENDIX B
EMPLOYEE TRAINING DOCUMENTATION
INDIVIDUAL EMPLOYEE TRAINING DOCUMENTATION
NAME OF TRAINER/INSTRUCTOR
TRAINING SUBJECT:
WORKPLACE VIOLENCE
TRAINING MATERIALS USED:
NAME OF EMPLOYEE:
DEPARTMENT:
DATE OF HIRE/ASSIGNMENT:
I, hereby certify that I received training as described in the following areas:
[ ]
Explanation of the Illness/Injury Prevention Program for workplace security including
measures for reporting any violent acts or threats of violence.
[ ]
Recognition of workplace security hazards including the risk factors associated with the
Type II and Type III of workplace violence.
[ ]
Measures to prevent workplace violence, including procedures for reporting workplace
security hazards or threats to managers and supervisors.
[ ]
Measures to summon others for assistance.
[ ]
Employee routes of escape.
[ ]
Notification of law enforcement authorities when a criminal act may have occurred.
[ ]
Post-event trauma counseling for those employees desiring such assistance.
I fully understand this training, agree to comply with the instructions received, and with the
Workplace Violence Policy.
Employee Signature
Date
Trainer/Instructor Signature
Date
2010 - 16
APPENDIX C
ACKNOWLEDGMENT OF
COUNTY OF RIVERSIDE
WORKPLACE VIOLENCE, THREATS AND SECURITIES
I have received a copy of and am fully aware of the County of Riverside’s Workplace Violence, Threats
and Securities Policy; and I agree to abide by the terms of this policy. I also agree to remain apprised of
future revisions to this policy and to abide by the terms of all such revisions.
Employee Name:
_______________________________
Employee Signature:
_______________________________
Date:
_______________________________
This form shall be retained in department files.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
Page
SAFETY POLICY
C-12
1 of 2
Policy:
1.
PURPOSE
To assure, so far as possible, every person in county employment safe
and healthy working conditions, to preserve our human resources, and to
protect property against damage.
To establish and maintain an effective internal safety training program for
employees.
To instruct each employee in the recognition and avoidance of unsafe
conditions and the regulations applicable to his/her work environment, in
order to control or eliminate any hazard or other exposure to illness or
injury.
To develop and maintain standard safe work procedures through job
safety analysis, employee training, and scheduled safety observations.
To motivate employees to work safely through the development of
cooperative attitudes, the use of preventive and corrective discipline, and
the example set by supervision and management.
2.
COUNTY RESPONSIBILITIES
Provide safe facilities, approved equipment, and safe working conditions.
Make available to each employee all necessary and pertinent information
to perform work safely.
Provide training and safety instruction for each employee according to job
requirements.
Enforce safety in working practices when and where necessary.
Instruct and assist each employee with the reporting requirements of all
accidents.
Require an immediate report of all accidents involving personal injuries or
property damage.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
Page
SAFETY POLICY
C-12
2 of 2
Review and investigate all accidents and take such measures as may be
indicated to prevent repetition or recurrence.
Correct unsafe or hazardous conditions immediately after they are
discovered or reported.
Reference:
Resolution No. 74-339 dated 10/15/74
Minute Order 3.3 of 04/10/07
COUNTY OF RIVERSIDE
STANDARD SAFETY OPERATIONS MANUAL
DOCUMENT NUMBER:
SUBJECT:
4001
Vehicle Use and Safety Guidelines
DATE ISSUED:
EFFECTIVE DATE:
REVISION DATE:
04/15/93
04/15/93
11/15/02
PURPOSE:
The purpose of this policy is to reduce motor vehicle accident frequency and severity through the
establishment and maintenance of practical safety guidelines and training programs that promote
a high standard of driving performance by all persons authorized to operate County vehicles or
other vehicles in the course and scope of County business.
POLICY:
County vehicles will be operated and maintained in a responsible and prudent manner in
accordance with state, federal and local laws. It is the responsibility of department, district and
agency heads, managers and supervisors at all levels to assure that all employees within their
span of control who operate County vehicles, or are authorized to operate other vehicles pursuant
to County business, are aware of, and follow established vehicle safety rules and regulations
(County, local, state and federal) at all times.
OBJECTIVE:
1.
To protect employees, the public and County vehicles.
2.
To establish minimum standards and controls for vehicle safety that all employees who
drive on County business must adhere to.
3.
To inform employees at all levels of management's concern for vehicle safety, the
prevention of vehicle accidents and the protection of all individuals against injury.
SCOPE:
Employees of all Departments, Agencies, and Special Districts governed by the County of
Riverside Board of Supervisors.
REFERENCE: State of California Vehicle Code; State of California Title 8, Sec. 3650 – Industrial Trucks,
Automobile Fleet Policy & Regulations; County of Riverside and County of Riverside Board of
Supervisors Policy Numbers D-2, Use of County Vehicles and D-9, Alternate Desert Route During
High Winds.
VEHICLE USE AND SAFETY
I.
GENERAL INSTRUCTIONS FOR AUTHORIZATION TO DRIVE
All employees, by job classification or job assignment, who are, or may be required to drive on County
business, must meet all requirements before authorization is given to operate a County vehicle or personal
vehicle while on County business.
A.
Each employee must have an Agency/Department/District written authorization to drive a County
vehicle or other vehicle on County business.
1.
The employee must complete General Form #30, “Authorization to Drive A Riverside
County Vehicle or Private Car for County Business.
2.
The Agency/Department/District Head or his/her representative must verify that the
employee has a valid and appropriate class of Driver’s License for the type of vehicle
being operated, from his/her home of domicile state and proof of insurance equal to or
greater than required by the State of California. The original approved General Form #30
must then be forwarded to the County Safety Office with a copy to Fleet Services.
4001 - 1
VEHICLE USE AND SAFETY GUIDELINES
DOCUMENT NUMBER: 4001
I.
GENERAL INSTRUCTIONS FOR AUTHORIZATION TO DRIVE - continued
3.
Every employee whose driver license and vehicle registration is from other than
California, but is from their home of domicile state and has or will require an authorization
to drive (Gen. Form 30) to use a County vehicle or their private vehicle for County
business, must provide the following documents every six (6) months to his/her
organization’s administrative office:
a.
b.
4.
Proof of insurance equal to or greater than required by the State of
California.
A copy of your home of domicile DMV record for the last six (6) months.
Each County organization’s administrative office will ensure timely receipt of DMV and
insurance records from their out of state domiciled employees every six (6) months. They
will also verify that insurance coverage is at least equal to the minimum California
coverage requirement. This amount is $15,000 for a single death or injury, $30,000 for
death or injury to more than one person and $5,000 for property damage. Once DMV
records and insurance are received and insurance is verified, the administrative office will
forward both documents to the County Safety Office, where they will be maintained with
the Gen. Form 30.
Note: Employees whose driver’s license is from California do not have to comply with
paragraph 3 a. & b. above, because their insurance and record is tracked through the CA
DMV pull-notice system. However, upon initial application and approval of a Form 30
(Authorization to Drive), proof of insurance is required as stated in paragraph 2 above.
5.
Upon employee resignation, termination or the revocation of his/her driver’s license, the
approving authority must sign the cancellation line on the Agency’s/Department’s/
District’s file copy of the employee’s General Form 30 and forward copies of it to the
County Safety Office, Fleet Services and the employee.
Any driver who has had his/her driver’s license suspended or revoked, shall immediately
notify his/her supervisor, either in person or by telephone, and must discontinue further
operation of any vehicle on County business while in such a status. The employee’s
supervisor is responsible to notify the County Safety Office that the employee’s license is
no longer valid.
Authorization to drive a County vehicle or other vehicle on County business is
automatically cancelled if the employee’s driver’s license is expired, suspended or
revoked.
II.
B.
As authorized by the employee on the General Form #30, periodic review of the employee’s
driving record and checking the status of the employee’s driver’s license may be done by the
County Safety Office, employee’s Agency/Department/District or when deemed necessary by the
County Safety Committee/Vehicle Accident Review Board.
C.
The employee’s Agency/Department/District may, with reasonable cause, cancel the employee’s
County driving privileges at any time. Employees with an excessive number of preventable
accidents, as determined by the Safety Committee/Vehicle Accident Review Board, may have
their County driving privileges suspended by the Director of Fleet Services/County Safety Officer.
VEHICLE SAFETY TRAINING
4001 - 2
VEHICLE USE AND SAFETY GUIDELINES
DOCUMENT NUMBER: 4001
A.
All employees authorized to operate County vehicles or private vehicles to conduct official County
business will attend a vehicle operation safety training class sponsored by the County Safety
Office, within the first six- (6) months of hire.
II.
VEHICLE SAFETY TRAINING - continued
B.
Special Purpose/Industrial Vehicles - Employees required to operate specialized vehicles such as
forklifts, dump trucks, road graders and other heavy vehicles shall be trained in the specific use of
such vehicles by their supervisor or department trainer. Trainees may operate a powered
industrial truck (forklift) only: under the direct supervision of persons who have the knowledge,
training and experience to train operators and evaluate their competence; and where such
operation does not endanger the trainee or other employees. Training shall consist of practical
training (demonstrations performed by the trainer and practical exercises performed by the
trainee) equal to the extent of the tasks of the job. After this has been accomplished, the
supervisor shall schedule trainees for the County Safety Office Forklift Safety Training Course.
1.
All employees whose job requires the use of a forklift must successfully complete a
Forklift Safety Training Course and evaluation administered by the County Safety Office
prior to operating a forklift on the job, except for training purposes. Operators must pass
evaluation on each different type of forklift they operate at the location they operate it.
a.
Supervisors shall ensure that operators of powered industrial trucks are trained,
as appropriate, in accordance with the following dates:
(1)
If the employee was hired before July 15, 2000, the initial training and
evaluation of that employee should have been completed by July 15,
2000;
(2)
If the employee was hired after July 15, 2000, the initial training and
evaluation of that employee must be completed before the employee is
assigned to operate a powered industrial truck.
b.
A successful hands-on performance evaluation must be conducted every three
years after initial evaluation. Upon successful evaluation, the employee shall
operate industrial trucks/tow tractors in a safe manner in accordance with section
3650 Operating Rules of the California Code of Regulations, Title 8, General
Industry Safety Orders. Employees should be aware that they could be cited by
Cal/OSHA and fined for violation of these rules.
c.
Refresher training and successful re-evaluation is required if the operator is
involved in an accident or near-miss incident, if the operator has been observed
using the vehicle in an unsafe manner, if the operator has been assigned to a
different truck or work location, or significant changes are made at the workplace
that could affect safe operation of the truck.
NOTE: Vehicle safety training shall cover general, and as appropriate, specialized
training in all aspects of vehicle and driving safety in accordance with Title 8, Safety
Orders, including the proper use of required forms (accident, maintenance, inspection
reporting, etc.).
III.
VEHICLE SAFETY GUIDELINES
A.
Vehicles shall be operated in a responsible and prudent manner in accordance with local, state
and federal regulations.
4001 - 3
VEHICLE USE AND SAFETY GUIDELINES
DOCUMENT NUMBER: 4001
B.
Employees are personally responsible for any traffic citations issued while operating vehicles on
County business.
C.
II.
General safety guidelines include but are not limited to the following:
VEHICLE SAFETY GUIDELINES - continued
1.
Seat belts and/or chest restraints are to be worn at all times when driving vehicles on
behalf of the County of Riverside. The driver is responsible to make sure passengers
wear their seat belts and chest restraints.
2.
Passengers must be on official County business. Unauthorized passengers include but
are not limited to: family members, friends, any paying passengers or hitchhikers.
3.
Each driver is responsible to ensure that his/her County assigned and or personal vehicle
is safe to operate prior to use on behalf of the County. Vehicle defects or damage of a
County vehicle MUST be reported in writing and/or repaired as required by
Agency/Department/District or County Policy.
4.
Vehicles deemed to be in an unsafe condition must not be driven until proper repairs are
made. No employee is allowed to, nor can be, required to operate a motor vehicle that
has defective steering, brakes, tires or other defective components or accessories
required for safe operation.
5.
Authorized drivers of the County are responsible to take all reasonable steps necessary
to protect the vehicle when they leave it unattended. Equipment or other valuable
contents should be placed in the trunk or otherwise obscured from view to discourage
break-ins. Vehicles must be legally parked with the engine off, parking brake applied,
ignition keys removed, windows closed and doors locked.
6.
Drivers MUST honor posted speed limits. In the event of adverse driving conditions,
vehicle speed must be reduced to a safe operating speed consistent with the adverse
conditions of the road, including but not limited to, available light, weather and traffic flow.
7.
Drivers are required to maintain a safe following distance at all times. It is recommended
that you maintain a four-second following distance, but in high volume traffic conditions,
you may reduce your distance to a minimum of three seconds. During inclement weather
or other adverse driving conditions, reduce speed and increase following distance
accordingly. For larger trucks (30-feet or more), you need at least one-second for each
ten-feet of truck length, adding an additional second for speeds above 40 mph. For
adverse conditions, you need much more space to stop.
8.
Drivers are required to “YIELD” the right-of-way at all traffic controls, signals, and signs
requiring such. Drivers should always be prepared to yield the right-of-way at any time to
avoid an accident and willingly yield the right-of-way when other drivers violate laws or
drive in a reckless fashion. Always be prepared to yield the right-of-way to all pedestrians
and bicyclists on the roadway.
9.
Accidents that occur while employees are backing a vehicle account for almost half of all
County involved accidents. Take extra precaution and add the following procedures to
your driving habits.
Drivers are required to check for hazards above, all around their vehicle and the area they
intend to back into, before getting into the vehicle. When backing, drivers must adhere to
the following:
a.
Turn at the waist, and look to the rear.
4001 - 4
VEHICLE USE AND SAFETY GUIDELINES
DOCUMENT NUMBER: 4001
b.
INCH your way back, and back only as far as necessary.
c.
III.
Keep looking to the rear, while alternately checking clearances to the side, until
rearward movement stops.
VEHICLE SAFETY GUIDELINES - continued
d.
If you cannot see through the rear of the vehicle, consider parking the vehicle so
as not to have to back out. Park where you can drive out forward, avoiding
backing.
e.
If you must back, but you cannot see through the rear of the vehicle, obtain help
to guide you back.
f.
Inch your way back while observing the spotter in your side view mirror. Stop if
you lose sight of your spotter.
10.
Low Desert Area – When wind-carried sand is evident in the area, use an alternate route
for travel or seek shelter until conditions improve.
11.
Comply with all applicable regulations governing parking, except when exemption is
granted for work involving construction, road repair operations, delivery services and so
forth. Vehicles parked under the foregoing exemption conditions must be protected by
specific warning devices (signs, barriers, guarding, and so forth, as required by the
authorizing Agency/Department/District rules and regulations).
12.
a.
Hills – When parking any vehicle on a grade, turn the front wheel against the
curbing, set the emergency brake and place the transmission lever in first gear or
the park position. If the hill has no curbing, turn the wheel so the vehicle will roll
off the roadway if first gear, park position and the parking brake fail to hold.
c.
Set Controls – Do not leave the vehicle or mobile equipment parked with the
controls in such a position that it might coast or freewheel from its parked
position. Place transmission lever in park or first gear and apply the parking
brake.
No County driver shall operate any vehicle on County business if his/her ability to do so
safely has been impaired for any reason including, but not limited to:
a.
b.
c.
d.
e.
13.
Alcohol
Drugs
Medication
Illness
Fatigue
Specialized Industrial Vehicles i.e., Dump Trucks, Lowboy, Standard bed Trucks, etc. –
DRIVER’S RESPONSIBILITY
Refer to specific standards and regulations for the operation of specialized vehicles.
Some general guidelines include:
a.
Brake Test – When operating a brake-equipped trailed vehicle, make a brake test
on the towing vehicle each time the trailed vehicle is coupled or uncoupled.
Include a visual inspection of brake hoses and couplings, and an actual test of all
possible braking combinations.
4001 - 5
VEHICLE USE AND SAFETY GUIDELINES
DOCUMENT NUMBER: 4001
b.
Clearances – Before starting or proceeding to move a vehicle either forward or
backward, determine that no person or object is in the path of the vehicle or
equipment carried by the vehicle.
(1)
V.
Check all sides around and above the area to be traveled.
VEHICLE SAFETY GUIDELINES - continued
(2)
Do not ride on fenders, running boards, and side rails or on top of
vehicles.
(3)
Ride in the space provided in the vehicle and do not ride with your legs
hanging out of the rear or side of any vehicle.
(4)
Do not get on or off vehicles in motion.
(5)
Do not permit more employees to ride in the vehicle seat than the
number for which the vehicle was designed.
c.
Equipment Storage – Store or guard all sharp tools, such as saws, chisels, axes,
knives, etc., carried on vehicles in a manner which prevents injury to employees
or others.
d.
Securing Load – Before proceeding, make certain that all loads are properly
secured.
e.
(1)
No vehicle shall be driven or moved on any highway unless the vehicle
is so constructed, covered, or loaded as to prevent any of its contents or
load, other than clear water or feathers from live birds from dropping,
sifting, leaking, blowing, spilling or otherwise escaping from the vehicle.
(2)
Whether or not you load and secure the cargo yourself, you are
responsible for: inspecting cargo, recognizing overloads and poorly
balanced weight, and knowing cargo is securely tied down or covered.
(3)
As part of your pre-trip inspection, check for overloads, poorly balanced
weight and cargo that is not secured correctly.
(4)
Inspect the cargo and its securing devices again within 25 miles after
beginning a trip. Make any adjustments needed. Check the cargo and
securing devices as often as necessary during a trip to keep the load
secure. Inspect again: after you have driven for three (3) hours or 150
miles, whichever comes first and after every break you take during
driving.
Cargo Tiedown - Tiedowns must be of the proper type and proper strength. The
combined strength of all cargo tiedowns must be strong enough to lift one and
one half times the weight of the piece of cargo tied down. Proper tiedown
equipment must be used, including ropes, straps, chains and tensioning devices
(winches, ratchets, clinching components). Tiedowns must be attached to the
vehicle correctly (hook, bolt, rails or rings).
(1)
Cargo should have at least one tiedown for each 10 feet of cargo. Make
sure you have enough tiedowns to meet this need. No matter how small
the cargo is, it should have at least two tiedowns holding it.
4001 - 6
VEHICLE USE AND SAFETY GUIDELINES
DOCUMENT NUMBER: 4001
f.
Vehicle Booms, Outriggers, Ladders and Lifts - Do not drive vehicles equipped
with outriggers, booms, truck mounted ladders, mechanical or hydraulic lifts, hole
diggers, or similar equipment, with such equipment in an elevated/extended or
partially elevated/extended position.
IV.
VEHICLE ACCIDENTS - PROCEDURE
The County has established a required procedure to be followed in the event any vehicle driven in the
course and scope of County business is involved in an accident, regardless of how minor. A copy of the
procedure and a copy of the County of Riverside Confidential Report of Vehicle Accident Form (942-6)
should be in the glove compartment of every County vehicle and other vehicles used in the course and
scope of County business. The following is the Vehicle Accident Procedure.
VEHICLE ACCIDENT PROCEDURE
Applicable to all Agencies, Departments and Districts Governed by
The Board of Supervisors for the County of Riverside
In the event of an accident, the employee operating the vehicle shall take the following action:
•
For every accident, request the local police or the California Highway Patrol to conduct an
investigation.
o
o
•
If the police refuse to come to the accident scene, advise them that this accident
involves a government vehicle and their presence is requested.
If the police still refuse to come to the accident scene, proceed with the remaining items
below.
Immediately notify your supervisor/department head, County Safety Office, County Risk
Management and, if the vehicle is owned or maintained by County Fleet Services, notify
them as well.
o
o
o
County Safety Office’s phone number is (909) 955-3520.
County Risk Management Office’s phone number is (909) 955-3540.
County Fleet Service’s phone number is (909) 955-4660.
•
DO NOT discuss details of the accident or the events leading thereto with anyone other than
brief factual answers to questions of investigating officers.
•
DO NOT embelish.
•
DO NOT argue or try to place or accept blame for the accident.
•
DO NOT attempt to negotiate or make any promise to other involved parties.
•
DO NOT admit liability.
•
Identify yourself to other parties.
o
o
•
Show your driver’s license to the other parties involved.
Give the name of your Agency/Department/District and your work telephone number and
the number of County Risk Management to the other involved parties.
Identify the driver(s) of the other vehicle(s) involved through their driver’s license(s).
4001 - 7
VEHICLE USE AND SAFETY GUIDELINES
DOCUMENT NUMBER: 4001
o
Inquire whether addresses shown are current.
o
Ask for their insurance company name and policy numbers.
o
Write this information on the County Confidential Report of Vehicle Accident Form 942-6
attached in the space provided.
VEHICLE ACCIDENT PROCEDURE - continued
•
If your vehicle cannot be operated, and if your particular circumstances permit, arrange
for towing service through one of the approved towing companies listed on the back of
the COUNTY OF RIVERSIDE FLEET SERVICES VEHICLE PRE-INSPECTION CHECKLIST
form located in the glove compartment of the County vehicle.
•
Reporting the Accident – A completed form is required no matter how minor the accident.
This form is in the glove compartment in the vehicle.
Complete the County of Riverside Confidential Report of Vehicle Accident Form (942-6).
Additional copies are available from the County Safety Office or Fleet Services.
The completed form must be sent to the County Safety Office.
Should the driver of the County vehicle or personal vehicle in the course and scope of
County business, be incapacitated, the Agency/Department/District Head will insure that
another responsible employee supervisor completes the necessary forms promptly.
If the accident involves a serious injury, death or extensive property damage, the
accident shall be reported to the County Executive Officer by the management of the
Agency/Department/District involved as well.
o
o
o
o
•
V.
VI.
Investigation: The law enforcement department with jurisdiction, the
Agency/Department/District using the vehicle, County Risk Management and the County
Safety Office may investigate circumstances surrounding the accident. Your cooperation
with investigators representing the County is required. Inquiries from any other sources
must be referred to County Risk Management.
PREVENTABLE ACCIDENTS/NON-PREVENTABLE ACCIDENTS – RULES AND REGULATIONS
1.
A certified letter will be sent to each employee who has been involved in a preventable
vehicle accident, informing him or her of the determination made by the County Safety
Committee/Vehicle Accident Review Board and his or her right to appeal.
2.
Refresher training shall be required for all County employees who have been involved in
preventable vehicle accidents.
a.
If an appeal is made and the accident is still determined to be preventable or if no
appeal is requested within the allotted 10 working days, a letter will be sent to the
department stating the final determination as Preventable and that the individual
must attend the County Driver’s Training Refresher course, within two (2)
months.
b.
If the individual fails to attend within the two (2) month period, a follow-up letter
will be sent to the department with a copy to the Executive Office.
VIOLATION OF VEHICLE USE AND SAFETY POLICY, RULES AND REGULATIONS
Employees who fail to comply with any of the rules and regulations established by the County or by
applicable law or who have an accident deemed preventable by the Vehicle Accident Review Board may
4001 - 8
VEHICLE USE AND SAFETY GUIDELINES
DOCUMENT NUMBER: 4001
be subject to disciplinary action by their Agency/Department/District Head, up to, and including, termination
of employment.
4001 - 9
OUTSIDE EMPLOYMENT GUIDELINES
A Resolution of the County of Riverside Establishing Outside Employment Guidelines
Employment Outside Working Hours
All County employees employed in a paid status in off-duty work or serving in membership in outside
governing boards, advisory boards, steering or planning committees, and similar bodies, related to or
compatible with their County employment, must have the approval of their supervisor or the
designated departmental representative prior to accepting outside activities, as provided in the attached
Government Code Sections 1126 and 1127.
The intent of these guidelines is not to prevent the employment elsewhere of a public employee, such
as a peace officer or firefighter, who is off duty to do work related to and compatible with his/her
regular employment or past employment, provided the person to be employed has the approval of their
agency or department supervisor and is certified as qualified by the employing agency.
Pursuant to Government Code Section 1126, “a local agency officer or employee shall not engage in
any employment, activity, or enterprise for compensation which is inconsistent, incompatible, in
conflict with, or inimical to his or her duties as a local agency officer or employee or with the duties,
functions, or responsibilities of his or her appointing power or the agency by which he or she is
employed. The officer or employee shall not perform any work, service, or counsel for compensation
outside of his or her local agency employment where any part of his or her efforts will be subject to
approval by any other officer, employee, board, or commission of his or her employing body”.
In order that a fair and consistent approach is exercised in deciding whether the outside activity is
incompatible, inconsistent, hostile to or in conflict with the employee’s County employment, the
following guidelines will apply. Generally, activities outside the employing County department may
be considered incompatible, inconsistent, hostile to or in conflict, if they include, but are not limited
to, the following:
1)
Involve the use for private gain or advantage of the employing County department’s time,
facilities, equipment and/or supplies; or the badge, uniform, prestige or influence of the County
employee’s office.
2)
Involve receipt or acceptance by the employee of any money, in-kind remuneration, or other
consideration from anyone other than the employing County department for the performance of
nay act which the employee, if not performing such act, would be required or expected to
render in the regular course of hours of his/her County employment or as a part of his/her
duties as a County employee (e.g., Providing services for pay, such as counseling, to persons
currently receiving some services from the employing County Department; Retention of a fee
for testimony prepared and/or presented on paid County time during the course of regular
County employment).
3)
Involve the performance of an act in other than his/her capacity as a County employee, which
act may later be subject, directly or indirectly, to the control, inspection, review, audit or
enforcement of any other employee of the County department in which he/she is involved (e.g.,
Serving on steering committees/ boards of public or private foundation/organizations which are
funded, contracted, or administered by the employing County department).
1
4)
Involve such time demands as would render performance of his/her duties as a County
employee less efficient.
5)
Involve the direct or indirect use of confidential County information.
Procedure
Employees considering employment activities outside working hours are required to submit their
request in written form to their immediate supervisor or the designated departmental representative,
prior to accepting outside employment (or for new employees at the onset of their County
service/employment).
The immediate supervisor or the designated departmental representative is responsible for approval or
denial of the outside employment request. The Outside Employment Request shall be submitted to the
department head or his/her designee for final decision if the employee disagrees with the decision of
the immediate supervisor or designated departmental representative. The denial of an outside
employment request for an employee may be subject to the County Grievance Procedure.
Pursuant to Government Code Section 1126, County departments employing these Outside
Employment Guidelines or specific departmental guidelines/procedures/policies relative to outside
employment are to provide notice to employees of the determination of prohibited activities, of
disciplinary action to be taken against employees for engaging in prohibited activities, and for appeal
by employees from such a determination and from its application to an employee.
Any employee who fails to act upon notice of a conflict of interest or who fails to file an Outside
Employment Request may be subject to discipline in accordance with Section 3.K.of Ordinance No.
440 and the Disciplinary Appeal Procedure.
Outside Employment Requests will be retained in the employee’s personnel file.
Employees shall resubmit an Outside Employment Request at any time the conditions of the outside
employment activities change from that as described on the initial request, when the requesting
employee’s duty assignment changes, or at such times as requested by the immediate supervisor or the
designated departmental representative.
These Outside Employment Guidelines are not intended to supplant the guidelines/procedures/policies
currently in place relative to outside employment in various County departments (e.g., Sheriff’s
Department, Department of Health, Department of Public Social Services, etc.). Outside Employment
Guidelines which are more stringent or restrictive than these general guidelines may apply to specific
classifications within the County of Riverside (e.g., Public Defender Investigators). Employees are to
review applicable departmental guidelines/procedures/policies in order to ensure specific departmental
considerations are met.
2
MICHAEL T. STOCK, ESQ.
ASST. COUNTY EXECUTIVE OFFICER
HUMAN RESOURCES DIRECTOR
County Administrative Center
4080 Lemon Street, P.O.Box 1569  Riverside, CA 92502  (951) 955-3500
44-199 Monroe Street, Suite B  Indio, CA 92201  (760) 863-8327
OUTSIDE EMPLOYMENT
REQUEST FORM
In accordance with the County of Riverside Outside Employment Guidelines, I _________________________________
Please Print
request permission to engage in outside/off duty employment activities.
Proposed Starting Date: _______________
Hours Per Week To Be Worked: _____________
Name of Company or Firm/Governing Board or Steering Committee: __________________________________________
Address: _________________________________________________________________________________________
The following is a detailed description of the duties to be performed in the course of this employment/activity:
The above statements are correct and accurate to the best of my knowledge. I have reviewed the County and
departmental outside employment policy guidelines. I believe the outside employment I am hereby requesting
authorization to accept is not incompatible, inconsistent, and hostile to or in conflict with my County employment. I
understand that should these conditions change, I must immediately re-submit a request for authorization (should I wish to
continue the outside employment activity).
EMPLOYEE’S SIGNATURE:
DATE:
CURRENT JOB CLASSIFICATION:___________________________________________________________________
TO BE COMPLETED BY THE SUPERVISOR/DESIGNATED DEPARTMENTAL REPRESENTATIVE
Your request has been reviewed and is approved.
Your request has been reviewed and is denied as the proposed employment is incompatible, inconsistent, and
hostile to or in conflict with your county employment as defined by the County of Riverside and departmental
Outside Employment Policy/Guidelines. The following is a brief explanation of the basis for this decision:
SUPERVISOR/DEPARTMENTAL REPRESENTATIVE SIGNATURE:
DATE:
cc: Employee Personnel File
Source: Res 94-11, dated February 8, 1994
3
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
Page
DISCIPLINARY PROCESS POLICY
C-23
1 of 2
Objective:
When employees become supervisors and managers they acquire the responsibility for
managing employees under their supervision. Implementing disciplinary action is an
integral part of this management function. As disciplinary action is sometimes necessary
and county-wide consistency is of the utmost importance, it is the intent of this policy to
improve the effectiveness of the disciplinary process by ensuring that all
agency/department heads, managers, and supervisors receive the necessary training
and support to implement appropriate disciplinary action when it is warranted.
The purposes of this policy include the following:
1.
Ensure that agency/department heads, managers, and supervisors are held
accountable to manage poor employee performance by using the disciplinary
process when disciplinary action is warranted. Performance evaluations of
managers and supervisors will be based in part on compliance with this policy.
Failure to comply may result in disciplinary action.
2.
Ensure a consistent application of the disciplinary process by:
a. Maintaining a uniform training program and manual administered by the
Human Resources Department.
b. Requiring all agency/department heads, managers, and supervisors to attend
the Disciplinary Process training program.
c. Requiring all agencies/departments to consult with Human Resources when
any form of disciplinary action may be necessary and to impose final
discipline identified by Human Resources for all employees including
permanent, temporary, per diem, TAP and probationary in accordance with
paragraphs 3 and 4 below.
d. Providing sufficient support to agencies/departments to administer disciplinary
actions in a timely and effective manner.
Policy:
1. Agency/department heads, managers, and supervisors shall attend a disciplinary
process training program administered by Human Resources prior to or within 90
days of appointment.
COUNTY OF RIVERSIDE, CALIFORNIA
BOARD OF SUPERVISORS POLICY
Subject:
Policy
Number
Page
DISCIPLINARY PROCESS POLICY
C-23
2 of 2
2. Effective immediately, agency/department heads, managers, and supervisors
shall notify and consult with Human Resources whenever an event occurs that
may warrant any form of disciplinary action.
3. Human Resources will investigate and make a determination as to the level of
discipline if any.
4. Human Resources will also make determinations concerning investigative or
administrative leave, fitness for duty evaluations, interviews, settlement and last
chance agreements, and other issues that arise concerning the disciplinary
investigation, disciplinary action and/or disciplinary appeal process.
5. Investigative interviews for employees not covered by the Peace Officer’s Bill of
Rights are not to be taped either by audio or video or transcribed without direct
authorization by the Human Resources Director or designee.
6. In instances involving the use of alcohol, drugs, threats, violence, sexual
harassment and/or other forms of discrimination in the workplace, final discipline
shall be imposed as identified by Human Resources. In cases involving drugs
and alcohol Human Resources may consult with the Employee Assistance
Program concerning treatment and rehabilitation possibilities prior to making the
final determination. The determination will address both discipline and
rehabilitation concerns.
7. For disciplinary matters other than those identified in items 4 and 6 above,
agency/department managers and supervisors shall consult with Human
Resources and impose final discipline within reasonable parameters identified by
Human Resources.
8. The Sheriff’s Department is exempt from this policy except that under no
circumstances may the Sheriff’s disciplinary policies be less strict than the
county’s general disciplinary policies.
9. No individual agency/department policy shall be promulgated to supersede,
interpret or administer this policy other than operational rules developed by
Human Resources.
Reference:
Minute Order 3.5 of 12/17/96
Minute Order 3.23 of 02/04/97
Minute Order 3.40 of 01/25/00
Minute Order 3.3 of 04/10/07