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It clarifies that the manual does not create a contract or guarantee employment and may be amended by Commissioners Court. The manual outlines county governance context, at-will employment, discrimination-free hiring and workplace commitments, ADA accommodation contact guidance, and employee status categories. 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It does not constitute a contract or provide a guarantee of employment. Policies may be altered, deleted, or amended at any time by action of the Commissioners Court. If any provision or part of a provision of these policies is held invalid, unlawful, or unenforceable, it will not affect the validity of the remaining provisions or parts of provisions, which will remain in effect. In cases where federal or state laws or regulations supersede local guidelines, such laws or regulations will substitute for these personnel guidelines only insofar as necessary for compliance. Specific departments may have additional policies unique to their operations.  \nElected official’s rights and responsibilities as defined by Texas law supersede these policies where conflicts may occur. Elected officials are encouraged to follow all policies contained herein in order to provide uniform application across the County and to protect the County against potential employment related issues.  \nAbout Williamson County Government  \nWilliamson County’s government organization is established by the Constitution of the State of Texas and by state statutes. Its operations are governed by state and federal law and by actions of the Commissioners Court.  \nCommissioners Court  \nThe Commissioners Court consists of four County Commissioners; each elected by the voters of a Commissioners precinct, and a County Judge, elected by all of the voters of the County. Officials are elected for a four-year term. The Commissioners Court is the chief policy, administrative, and executive branch of County government.  \nCounty Operations  \nCounty operations are conducted through departments and offices; each administered by an elected public official or an appointed department head.  \nEMPLOYMENT  \nEMPLOYMENT  \nAt Will Employment  \nEmployment with Williamson County is on an at-will basis:  \n• An employee may resign at any time, with or without notice.  \n• Williamson County may terminate the employment relationship at any time, with or without cause or notice.  \n• Williamson County may change the terms and conditions of employment at any time, with or without notice.  \nEqual Employment Opportunity & ADA Compliance  \nWilliamson County is committed to providing a workplace free of discrimination. All employment decisions (hiring, compensation, promotions, terminations, etc.) are made without regard to any covered or protected class as defined by law and applicable statements of the law by the Equal Employment Opportunity Commission (EEOC) or disability as defined by the Americans with Disabilities Act and applicable state laws, including those enforced by the Texas Workforce Commission. If an employee requires an accommodation due to a disability, contact the Human Resources Department.  \nEmployment Status  \n• Full-time: Full-time positions are scheduled to work consistently 30 or more hours in a pay week.  \n• Part-time: Part-time positions are scheduled to work no more than 29 hours in a pay week and are not eligible for benefits or longevity pay.  \n• Temporary: Temporary employees are limited to working 130 days in a rolling calendar year. They are not eligible for TCDRS retirement, benefits, holidays, leave time, or County longevity  \npay.  \nIf the temporary employee cannot be categorized as seasonal and customary, then the temporary employee can work no more than 29 hours in a pay week. Customary must meet the criteria: (i) by th","cbCaihEgEngj498N","https://ap.wps.com/l/cbCaihEgEngj498N","pdf",1917397,68,"English","# About Williamson County\n## Policy Manual Disclaimer\n## Employment\n## At Will Employment\n## Equal Employment Opportunity & ADA Compliance\n## Employment Status\n## Position Classification\n## Overtime","[{\"question\":\"Is this employee policy manual a contract or does it guarantee employment?\",\"answer\":\"No. The manual establishes general personnel policies and does not constitute a contract or provide an employment guarantee.\"},{\"question\":\"What does at-will employment mean for Williamson County employees?\",\"answer\":\"An employee may resign at any time, and Williamson County may terminate the employment relationship at any time, with or without cause or notice. The county may also change employment terms and conditions at any time, with or without notice.\"},{\"question\":\"How are positions classified for overtime eligibility under FLSA?\",\"answer\":\"Positions are classified as exempt or non-exempt. Exempt positions are salaried and are not eligible for overtime or compensatory time, while non-exempt positions are hourly and are eligible for overtime pay or compensatory time per county policy.\"}]","Employee Policy Manual - Effective October 1, 2023 | PDF",171]