§ 2-838. Classification and compensation.

The county classification compensation plan applies to all departments with budgeted salaries except those set by the County Charter or the State of Tennessee, sheriff's merit board, sheriff, or board of education. "Classification/compensation policy" means a system of pay classification developed and used by county government for its employees.

(1)

Job classifications. All classified positions are covered by the procedures stated in this division. All job classifications and descriptions shall be kept on file in the human resources department. New employees will be provided with a copy of the job description of the position for which they have been hired.

(2)

Employment status.

Full-time employees are persons hired to work a minimum of 30 hours per week on a permanent and regular basis.

Part-time employees are persons hired to work less than 30 hours per week on a permanent and regular basis.

Probationary employees are employees who have been employed by the county for less than 12 months.

Temporary and seasonal employees are considered temporary when hired for a stated or specific term of employment of less than one year.

(3)

Employment at-will. The county government is an at-will employer and as such there is no specific length of employment, and either the employee or the county may terminate the employment at-will, without cause or prior notice, at any time. None of the county's policies may be construed to create a contract of employment or any other legal obligation, express or implied, and any policy may be amended, revised, supplemented, rescinded or otherwise altered, in whole or in part, at any time, at the sole and absolute discretion of the county. Notwithstanding the employment at-will doctrine, an employee shall not be terminated, demoted or retaliated against for exercising his or her right to speak openly and freely regarding any issue involving county government, its agencies, boards or its elected or appointed officials so long as such speech does not violate the laws of slander and libel.

(4)

Examinations and testing.

a.

When technical requirements of a position can be tested, applicants may be required to test for a job. This may include, but is not limited to, such things as typing, driving, equipment operation, etc. In such situations, the job description must state that proper testing can be required and identify the testing method.

b.

Either before final selection or at the time of a post-offer physical, and as a condition of employment, an applicant may be required by the hiring authority to be tested for drugs by a physician chosen by the county.

Post-offer medical examinations and inquiries of applicants are permitted for certain pre-designated job titles. If a job is so designated, all applicants for that job title must be similarly tested prior to employment and all job postings and advertisements must state the requirement for the physical examination.

(Ord. No. O-16-8-101 , § 1(Exh. A), 9-26-16)