1. Employees are eligible for health and dental care benefits at the first of the month following 30 days of fulltime employment. The County has a self-insured plan and the claims are administered by UMR. Employee only coverage is $30/month, however, if the employee completes a routine wellness physical between July 1st and June 30th of each year, the $30/month premium share will be waived for the following plan year. The monthly cost to the employee for Employee + Spouse is $423.00. The monthly cost to the employee for Employee + Child(ren) is $364.04. The monthly cost to the employee for full family is $580.20. If the employee only completes a routine wellness physical between July 1st and June 30th of each year, the monthly premium share will reduce by $30 per month for the following plan year.
2. All full-time employees earn one day per month worked for sick leave.
3. Full-time employees earn one day per month worked for vacation leave. However, you must be employed for six months before you are eligible to take vacation leave. If you need time off for something other than sick leave during that time, leave without pay may be granted.
4. Regular full-time employees shall be allowed funeral leave for immediate family members of the employee and spouse, with family members being defined as child, step-child, mother, step-mother, father, step-father, spouse, brother, step-brother, sister, step-sister, grandparent and grandchild. Twenty-four (24) hours are allowed for in-State and forty (40) hours are allowed for out-of-State funerals.
5. Full-time employees have one Personal Day per year. New employees starting before July 1 will receive a Personal Day to be used during the year they are hired.
6. There are eleven paid holidays per year: New Year's Day; Martin Luther King's Birthday; Presidents Day; Memorial Day; Independence Day; Labor Day; Veteran's Day; Thanksgiving Day; Friday after Thanksgiving; Christmas Day; and a Christmas Floater. Hourly employees who work a holiday will be paid at the rate of time and one-half for the hours that are worked and receive their holiday pay.
7. Direct deposit or use of a payroll card is mandatory for all Saline County employees. A request for an exception can be made in writing if an employee is unable to participate in direct deposit or a payroll pay card option (e.g. court order). Final paychecks are issued in the form of a paper check.
8. KPERS membership becomes effective immediately upon hire. The employee contributes 6% each pay period. The County also contributes a percentage of the employee's salary as determined by the state legislature each year. The employee's contribution is not subject to federal income tax. Retirement benefits are determined by the number of years of service and final average salary. Employees participating in KPERS are covered by a life insurance policy equal to 1.5 times their annual salary.
9. A Cafeteria Benefit Plan is available to allow employees to pay for pay roll deducted insurance premiums, unreimbursed medical expenses and dependent care expenses with pre-tax dollars. Full-time employees are eligible for premium and dependent care benefits after 30 days of employment. There is a 6-month waiting period for the unreimbursed medical benefit.
Table of Contents
00.01 Saline County Employees Organization Policy
10.01 Purpose of Manual
10.02 Objectives of the Personnel Program
10.03 Authorization and Responsibilities
10.04 Amendments, Deletions, and Additions to the Manual
20.01 Equal Employment Opportunity Statement
20.02a Employee Selection Procedure - General
20.02b Employee Selection Procedure - Sheriff's Office
20.03 Post Offer Physical Examinations
20.04 Applications for Employment
20.05 Minimum Employment Age
20.06 Residence Requirements
20.07 Employment Of Relatives and Domestic Partners
20.09 Vacancy Posting
20.10 Employment Status
20.11 Transfers and Promotions
20.12a Anniversary Date – General
20.12b Anniversary Date – Vehicle Registration Department
20.13a Basic Work Week and Schedule - General
20.13b Basic Work Week and Schedule - Sheriff's Office
20.14 Appointment of Department Heads
20.16 Voluntary Terminations
20.17 Involuntary Terminations
20.18 Performance, Grievance, Disciplinary Action & Termination Appeals
20.19 Exit Interviews
20.20 ADA Grievance Procedure
30.01a Pay Plan – General
30.01b Pay Plan/Reduction in Force – Vehicle Registration Office
30.01c Reduction in Force – General
30.02 Job Descriptions
30.03 Employee Performance Appraisal
30.05 Pay Periods, Paychecks, Direct Deposit & Pay Cards
30.06b Hours Worked Over 40 - Exempt
30.07a Vacation Leave
30.07b Vacation Leave – Exempt
30.07c Vacation Leave – Health Department
30.08 Vacation Leave Scheduling
30.09a Sick Leave
30.09b Sick Leave Credit Account
30.09c Sick Leave – Exempt
30.09d Illness and Disability Pool
30.09e Sick Leave Credit Account – Health Department
30.10a Holiday Pay - General
30.10b Holiday Pay - Sheriff's Office and Surveillance Officers
30.11 Personal Leave
30.12 Funeral Leave
30.13 Health and Dental Insurance
30.14 Kansas Public Employees Retirement System
30.15 Workers Compensation
30.16 Unemployment Insurance
30.17 Clothing and Uniform Allowance
30.19 Payroll Deductions for Charitable Organizations
30.20 Education Tuition Reimbursement
30.21 Relocation Expenses
30.22 Stand-By Pay
30.23 Cafeteria Plan
30.24 Temporary Reclassification of In-House Personnel
30.25 Return of County Property
30.26 Longevity Bonus
30.27 Corrections Officer Retention Incentive Program
40.02 Employee Bulletin Boards
40.03 Employees Records
40.04 County Vehicles
40.05 Driver's License Requirements
40.06 Leave of Absence and Family & Medical Leave
40.07 Military Leave
40.08 Pregnancy/Adoption Leave
40.09 Jury Duty
40.10a Civil Leave - General
40.10b Civil Leave - Sheriff's Office
40.11 Elected Officials
40.12 Outside Employment
40.13 Solicitation in County Offices
40.14 Political Activity
40.15 Expense of Travel for County Business
40.17 Ethical Conduct
40.18 Reference Checks on Previous or Current Employees
40.19 Safety Policy
40.20 Accident Investigation and Reporting Procedure
40.21 Temporary Disability Leave
40.22 Excessive Absenteeism
40.23 Damage To or Loss of County Equipment
40.24 Hazard Communication Program
40.25 Testifying in Court
40.26a Progressive Discipline Policy - Non-Exempt
40.26b Disciplinary Action - Exempt
40.27a Use & Possession of Alcohol & Drugs
40.27b Saline County Drug and Alcohol Testing Policy
40.27c Saline County Employee Assistance Program
40.28 Weapons & Firearms
40.29 Sexual, Ethnic, Racial, Religious and Age-Related Harassment
40.30 Tuberculosis Exposure Control Plan
40.31 Bloodborne Pathogens Exposure Control Plan
40.32 Procurement, Purchasing and Contracts
40.35 Employee Identification Cards
40.36 Consensual Relationship Policy
40.37 County’s Computer System Usage
40.38 Grant/Cooperative Agreement Applications
40.39 Accounting Procedures
40.40 Mobile Device Acquisition
40.41 Responsibility to Report to Work in Adverse Situations
40.42 Employee Recommendation Program
40.43 Red Flag Policy
40.44 Smoking & Tobacco Use Policy
40.45 Disposition of Property
40.46 Workplace Lactation Policy
40.47 Protected Health & Personal Identifiable Information
40.48 Mobile Device Acceptable Use
40.49 Internships, Externships & Volunteers
40.50 Non-Sufficient Funds Policy
40.51 Financial Management of Federal Funds
Former military personnel or their spouse that have been verified as a veteran under K.S.A. 73-201 will receive an interview if they meet the minimum qualifications of the position and successfully pass any required pre-employment testing or any requirements such as licensing. The veterans' preference laws do not guarantee the veteran a job. Positions are filled with the best qualified candidate as determined by the hiring officials. To be successful, the expectation is that a candidate will be able to competently perform the routine tasks of the position with limited supervision by the end of the probationary period of covered positions.
Veteran's Preference Notice
Veteran's Preference Eligibility Request Form
Saline County does not discriminate on the basis of disability in the admission or access to, or treatment or employment in its programs or activities.
It is the policy of Saline County that all County-sponsored public meetings and events are accessible to people with disabilities. If you need assistance in participating in this meeting or event due to a disability as defined under the ADA, please call the County’s ADA Coordinator at (785) 309-5812 or contact us prior to the scheduled meeting or event to request an accommodation. Please include the name, location, date and time of the service or program, your contact information and the type of aid, service, or policy modification needed.
Pursuant to Resolution #92-197, Amendment #1, Marilyn Leamer, Human Resource Director has been designated to coordinate ADA compliance efforts for Saline County, Kansas.
Requests for Reasonable Accommodation for Employment Tests - Individuals with disabilities who will require a reasonable accommodation in order to take employment tests should inform the Human Resource Director at least 48 hours before the test is to be given. Documentation of the need to the accommodation must accopany the request.
Complaints or concerns may be addressed to:
Marilyn Leamer, Human Resource Director
300 West Ash Street, Room 217
PO Box 5040
Salina, Kansas 67402-5040
Saline County, Kansas operates its programs and services without regard to race, color, and national origin in accordance with Title VI of the Civil Rights Act. Any person who believes she or he has been aggrieved by any unlawful discriminatory practice under Title VI may file a complaint with Saline County, Kansas.
For more information on Saline County’s civil rights program, and the procedures to file a complaint, contact (785) 309-5812; contact us; or visit our administrative offices at 300 West Ash Street, Room 217, Salina, KS 67401. For more detailed information, click on the links below.
A complainant may file a complaint directly with the U.S. Department of Transportation by filing a complaint with the Office of Civil Rights, Attention: Title VI Program Coordinator, East Building, 5th Floor-TRC, 1200 New Jersey Ave., SE, Washington, DC 20590.
If information is needed in another language, contact (785) 309-5812.
Saline County Public Participation Plan Outline
Saline County Title VI Complaint Form
Saline County Organization Chart
Citizen Expression Of Interest
Saline County is an Equal Opportunity Employer. Candidates will be considered without regard to race, color, sex, religion, disability, political affiliation, national origin, age, or any other protected class. Interested individuals who meet the basic requirements may file for consideration.
The principle objective of Human Resources is to serve Saline County by creating an environment for a committed motivated work force, by encouraging equal opportunity while maintaining county compliance with employment laws and providing quality customer service.