BCRA Employee Handbook September 2010

BCRA Employee Handbook September 2010

Employee Handbook

INTRODUCTION

About the Revenue Authority

Welcome

SECTION I: EMPLOYMENT

Equal Employment Opportunity

Employee Classifications

Employment At Will

Resignation

Work Hours

Absence & Attendance

Automatic Resignation

Adjustment Period

Time Keeping System

Pay Periods & Pay Days

Corrective Action

Job Posting & Transfer Policy

Work Assignments

SECTION II: WORKPLACE POLICIES

Harassment

Workplace Violence

Drug Free Workplace

Workplace Safety

Inclement Weather

Employment of Relatives

Customer Service Standards

Address Changes & Other Status Changes

SECTION III: EMPLOYEE CONDUCT

Standards of Conduct

Personal Appearance

Political Activities

Electronic Communication & Equipment

Cell Phone Usage

Company Vehicles

Liquor Control Policy

SECTION IV: COMPENSATION

Compensation

Overtime

Performance Evaluation

Merit Increase

Pay Reviews

Discretionary Bonus Pool

Out of Title Compensation

Mileage

SECTION V: LEAVE

Time Off

Holidays

Vacation

Sick Leave

FMLA (Family & Medical Leave Act)

Leave of Absence

Bereavement Leave

Military Leave

Petit Jury or Witness Duty

SECTION VI: BENEFITS

Employee Retirement System (Pension Plan)

Deferred Compensation (Plan 457)

Health/Dental/Vision Insurance

Healthcare Policy for Retirees

Initial COBRA Notice

HIPAA Privacy Notice

Group Life Insurance

Flexible Spending Accounts

Employee Assistance Program

Tuition Reimbursement

PGA Professional Golf Management Reimbursement

Mileage

Golf Benefits

APPENDIX

Employee Handbook Receipts

History and Business of The Baltimore County Revenue Authority

The Baltimore County Revenue Authority was created by an act of the Maryland General Assembly in 1955 for the purpose of constructing, financing and operating projects devoted to public use. Currently, the Revenue Authority consists of three major businesses: a parking business, a golf business and operation of the ice rink and indoor sports facilities at the Reisterstown Sportsplex. In the last 20 years, projects have included parking facilities, an expansion of the Towson Library, a district court facility for the State of Maryland, three new public golf courses and construction of an indoor sports facility.

The Revenue Authority is governed by a Board of Directors consisting of five members appointed by the County Executive with the advice and consent of the County Council. Board members are appointed for five-year terms and receive no salary for their service. The Board of Directors selects a Chief Executive to whom it delegates responsibility for the day-to-day administration of the Revenue Authority and its personnel policies. The direct administration of policy and the supervision of staff are the responsibility of the Chief Executive.

The Revenue Authority employs approximately 80 regular Full Time and Part Time employees year round and an additional 250 seasonal/temporary employees during the golf season.

The Revenue Authority’s projects are, by law, required to be self-supporting. The Revenue Authority’s projects are paid for solely by the revenue produced by the Revenue Authority facilities—not with tax dollars.

The Revenue Authority currently operates:

Golf Facilities:

Diamond Ridge and The Woodlands Golf Courses in Woodlawn

Rocky Point Golf Course in Essex

Fox Hollow Golf Course & Training Facility in Timonium

Greystone Golf Course in White Hall

Parking Facilities:

Washington Avenue Parking Garage – Towson, MD

Baltimore Avenue Parking Facility – Towson, MD

Tolbert Parking Facility – Towson, MD

Library Parking Facility – Towson, MD

Public metered street and lot parking in various Baltimore Co. locations

Reisterstown Sportsplex – Reisterstown, MD

District Court #8 – Chesapeake Avenue, Towson, MD

Welcome to the Baltimore County Revenue Authority

The goal of the Baltimore County Revenue Authority (“Revenue Authority”) is to attract, develop, motivate and retain highly competent employees to achieve the objectives of the Revenue Authority. We are pleased to have you join our team.

This handbook has been provided to acquaint you with some of the basic policies, guidelines and responsibilities that you will need to know as you continue your employment with the Revenue Authority.

We regularly review all employment policies, rules and benefits. As needed, we will revise them and adopt new ones, as we believe changing business needs require. We will do our best to keep you updated as changes are implemented. If at any time you have questions or concerns with which we can help, please feel free to contact your supervisor or the Director of Human Resources.

In reading the Handbook, please remember:

The Handbook is only a brief summary of some of the more important Revenue Authority policies. Consequently, the Handbook is not all-inclusive.

The Revenue Authority retains the sole right in its business judgment to modify, suspend, interpret, or cancel in whole or in part at any time and with or without any notice of changes to published or unpublished personnel policies or practices.

The contents of this Handbook do not constitute an expressed or implied contract of employment. The contents of this Handbook do not constitute terms and conditions of any expressed or implied contract of employment.

Only the Chief Executive, with the approval of the Board of Directors, has the authority to enter into any agreement or contract of employment for any specified duration. Such employment agreement or contract will only be valid and binding upon the Revenue Authority when the agreement is expressly set forth in a written document and signed by the employee and the Chief Executive.

Maryland is an “At-Will” employment state. You have the right to end your work relationship with the Revenue Authority, with or without advance notice or cause, and the Revenue Authority has an identical right. Each party will strive to give adequate notice.

This Handbook replaces and supersedes any edition of the Handbook published or distributed prior to this date.

BCRA Employee Handbook May 2010

SECTION I: EMPLOYMENT

EQUAL EMPLOYMENT OPPORTUNITY

The Revenue Authority provides equal opportunity to all employees on the basis of individual qualifications without regard to race, sex, religion, color, age, national origin, disability, marital or veteran status or other legally protected basis.

It is our policy to recruit, hire and promote individuals, as well as administer any and all personnel actions without regard to race, sex, religion, color, age, national origin, disability, marital or veteran status or other legally protected basis. Any violation of this policy should be brought to the attention of the Director of Human Resources.

EMPLOYEE CLASSIFICATIONS

The Revenue Authority may, at times, utilize multiple types of employee classifications. Listed below are the most commonly used classifications.

Full Time Regular Employees

Individuals who are regularly scheduled to work a minimum of 40 hours per week, 2080 hours annually. Full Time employees are eligible to participate in employee benefit plans in accordance with the provisions of each plan.

Part Time Regular Employees

Individuals who are scheduled to work less than 40 hours per week and/or less than 2080 hours annually and may or may not be regularly scheduled. Part Time employees are eligible to participate in the Baltimore County Employee Retirement System (Pension Plan), but are not eligible to participate in other employee benefit programs.

Seasonal and/or Temporary Employees

Individuals hired by the Revenue Authority to work for a specific and limited period of time and/or on an irregular, as-needed basis, regardless of the number of hours worked per week, but less than 1800 hours annually. Seasonal/Temporary employees are not eligible to participate in employee benefits programs.

Apprentice

Individuals hired by the Revenue Authority to work specifically in the Golf Division as an Assistant PGA Golf Professional-In-Training. These individuals must have been admitted into the formal PGA Golf Professional Training Program prior to being classified as an Apprentice by the Revenue Authority. Apprentice employees may or may not be regularly scheduled, but work less than 2000 hours per year. Apprentice employees are entitled to receive tuition and expense reimbursement as outlined in the PGA Professional Golf Management (PGM) Tuition Reimbursement Policy. Apprentice employees are not eligible to participate in any other employee benefit programs.

Exempt and Non-Exempt Employees

Employees are classified into exempt and non-exempt categories in compliance with federal and state wage and hour laws.

Exempt employees are generally those in management, supervisory and/or professional positions. Exempt employees are paid a regular salary and are not eligible for overtime pay.

Non-Exempt employees are generally those employees paid by the hour and are eligible for overtime pay for hours worked in excess of 40 in a workweek.

EMPLOYMENT-AT-WILL

Employment with the Revenue Authority is voluntarily entered into and employees are free to resign at any time. Similarly, the Revenue Authority is free to conclude an employment relationship any time it believes it is in the organization’s best interest to do so, with or without notice or reason.

While the Revenue Authority hopes that its relationship with each of its employees will be a long and mutually beneficial one, nothing in the handbook creates an expressed or implied contract of employment. Our relationship is one of voluntary employment that is terminable by either the Revenue Authority or an employee at will. Any statements contained in this handbook, employment applications, memoranda or other materials provided to employees in connection with their employment, shall not modify this employment-at-will policy. Likewise, completion of a six-month adjustment period shall not change an employee’s status as an at-will employee.

Additionally, no Revenue Authority representative, other than the Chief Executive as authorized by the Board of Directors, is authorized to modify this policy for any employee or make any representations to employees or applicants concerning the terms or conditions of employment with the Revenue Authority which are inconsistent with Revenue Authority policies.

RESIGNATION

While we hope that you find your work rewarding, we realize that personal circumstances sometimes result in a job change. If you are unhappy in your current position or decide to leave for any reason, please talk it over with your supervisor or Human Resources. There may be important factors not considered that might influence your decision. Should you decide to resign, please submit a letter of resignation. We encourage you to provide at least two weeks notice to your supervisor so that your final paycheck including payout for earned unused leave time can be accurate, proper adjustments to work schedules can be made and uniforms, keys, usernames, passwords and equipment can be returned prior to your departure. Used but unearned leave time must be repaid.

WORK HOURS

The employee’s immediate supervisor is responsible for the preparation, supervision and approval of work schedules for all of his/her employees. Employees may work varying “flexible schedules” at the discretion of the immediate supervisor after consultation with the Director of Human Resources and with approval from the Chief Executive. All schedules will be in compliance with applicable laws.

ABSENCE AND ATTENDANCE

Good attendance is extremely important. It is essential that employees notify their supervisor as soon as possible on a day when they must be absent or late. Excessive absenteeism, tardiness or failure to provide notification of absences may be grounds for disciplinary action.

To request time off, non-exempt employees must submit a “Request for Absence” form to their immediate supervisor. Non-exempt staff should request leave time in one hour increments, but may use leave time in one-quarter hour increments in order to correct any electronic timesheet issues relating to actual in/out time punches. Exempt staff should provide proper notice of use of leave time to their supervisor. Exempt staff must use leave time in full day increments.

AUTOMATIC RESIGNATION

An employee who is absent for two (2) consecutive working days without notifying his/her supervisor (“no call – no show”) will be considered as an automatic resignation without good cause or valid circumstance. This termination of employment will be classified as “job abandonment.”

ADJUSTMENT PERIOD

The Revenue Authority has a six-month adjustment period for all of our new employees for the purpose of evaluating performance. Attendance is critical for training and assimilating into your new position. At the end of six months, a performance evaluation will be conducted.

Subject to the approval of the Director of Human Resources, the Revenue Authority may grant one extension of the adjustment period. An extension may be requested for the following reasons:

Illness, injury, leave or other interruptions of service have reduced the time available to the supervisor to form an accurate opinion of the employee’s performance.

The duties and requirements of the job are such that a longer adjustment period is needed to properly evaluate the new employee.

Vacation leave will accrue during the adjustment period, however, employees still in the adjustment period will not be considered to have earned any paid vacation time. Sick, Holiday and Floating Holiday leave will accrue during the adjustment period and may be used with authorization from your supervisor.

Managers may authorize the use of accrued vacation time prior to the completion of the adjustment period only after consultation with the Director of Human Resources. If the employee leaves the Revenue Authority for any reason prior to the completion of the six-month adjustment period, any used but unearned time must be paid back. No accrued time will be paid out to the employee.

TIME KEEPING SYSTEM

The Revenue Authority currently uses an electronic time keeping system. Each work site has a designated time clock for employees to “punch in” at the beginning of and “punch out” at the end of their shift. The record of time worked that is maintained electronically is an important legal record. Employees are responsible for the accuracy of their worked time records as indicated by their punch times. Repeated “missed punches” may result in disciplinary action. Any employee found to be falsifying his or her time record or that of another employee, including punching in or out for another employee, may also be subject to disciplinary action.

PAY PERIODS and PAY DAYS

The pay period consists of two weeks running from Monday through Sunday. Paychecks will be issued every other Friday and cover the time worked through the previous Sunday.

CORRECTIVE ACTION

The goal of the Revenue Authority is to utilize progressive disciplinary procedures with regard to employee performance. However, depending on the nature and/or frequency of the offense, discipline may involve a verbal warning or counseling, written warning, suspension or dismissal in that order, in any sequence, or no sequence including immediate dismissal, as deemed appropriate by the Director of Human Resources. The final decision to suspend or dismiss employees for unacceptable conduct shall be at the discretion of the Chief Executive or his designee.