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It defines the purpose and coverage of the handbook, states that this edition replaces prior written and unwritten guidance, and clarifies limits on what the handbook covers. It also explains accountability of department directors, managers, and supervisors, and includes legal compliance, conflict precedence, and a disclaimer that no employment contract is created.",{"@graph":63,"@context":118},[64,80,101],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":16,"@type":70,"position":76},"https://docshare.wps.com/template/resumes/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/lasalle-county-employee-policy-handbook-updated/348614/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/lasalle-county-employee-policy-handbook-updated/348614.png","ImageObject",442,249,{"name":88,"@type":89},"Ophelia","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-15","2026-09-22",true,{"@type":98,"interactionType":99,"userInteractionCount":8},"InteractionCounter",{"@type":100},"ViewAction",{"@type":102,"mainEntity":103},"FAQPage",[104,110,114],{"name":105,"@type":106,"acceptedAnswer":107},"Who is accountable for enforcing the handbook policies?","Question",{"text":108,"@type":109},"All Department Directors, managers, and supervisors are accountable for enforcement of the policies defined in the handbook.","Answer",{"name":111,"@type":106,"acceptedAnswer":112},"Does the handbook create an employment contract?",{"text":113,"@type":109},"No. The handbook includes a disclaimer stating that nothing creates an employment contract, expressed or implied.",{"name":115,"@type":106,"acceptedAnswer":116},"What happens if a handbook section conflicts with other legal or contractual requirements?",{"text":117,"@type":109},"If a section conflicts with a county ordinance, union contract, or state or federal law, the ordinance, union contract, or law prevails.","https://schema.org",{"og:url":78,"og:type":120,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":122,"canonical":78},"index,follow",{"doc_id":124,"site_id":56},348614,1790370427,{"code":4,"msg":5,"data":127},{"doc_id":124,"user_id":128,"nickname":88,"user_avatar":129,"doc_module":9,"category_id":15,"category_name":16,"doc_title":59,"doc_description":61,"doc_content":130,"file_id":131,"file_url":132,"file_type":133,"file_size":134,"view_count":8,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":135,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":141},7971461741311,"https://ap-avatar.wpscdn.com/avatar/74000253aff267980c6?x-image-process=image/resize,m_fixed,w_180,h_180&k=1779345379180704826","LaSalle County  \nEmployee Policy Handbook  \nHuman Resources Department 1/31/2023  \n1/31/2025, 4/15/2025, 5/1/2026 Updated  \nTABLE OF CONTENTS  \nSection 1. Introduction  \n1.1 Policy Administration 4  \n1.2 Purpose and Scope of Coverage 4  \nSection 2. Employment Policies & Procedures  \n2.1 Equal Opportunity Employer Policy 6  \n2.2 Reasonable Accommodations 7  \n2.3 Sexual and Other Forms of Harassment 7  \n2.35 Whistleblower 11  \n2.4 Anti-Bullying Policy 12  \n2.5 Pregnancy Discrimination Policy 13  \n2.6 Approval to Hire 13  \n2.7 Recruitment Procedures 14  \n2.8 Pre-Employment Testing 14  \n2.9 Employment Eligibility Verification Policy 15  \n2.10 New Employee Orientation 15  \n2.11 Rehires, Promotions, Transfers and Appointments 16  \n2.12 Performance Evaluations 16  \n2.13 Employment of Relatives / Nepotism 17  \n2.14 Outside Employment (Secondary) 17  \n2.15 Residency Requirements 18  \n2.16 Access to Personnel Records 18  \n2.17 Segregated Medical Records Policy 18  \n2.18 Youth Employment/Work Permits 18  \n2.19 Separation of Employment 19  \n2.20 Disciplinary Guidelines 20  \n2.21 Re-Employment and Service Recognition 21  \nSection 3. Hours of Work, Pay and Compensation  \n3.1 Compensation Practices 23  \n3.2 Special Compensation 24  \n3.3 Hours of Work / Meal and Rest Periods 26  \n3.4 Pay Periods / Time Keeping 27  \n3.5 Emergency Closings 28  \n3.6 Absenteeism and Tardiness 29  \nSection 4. Leaves of Absence  \n4.1 County Holidays 30  \n4.2 Vacation 31  \n4.3 Personal Days 32  \n4.4 Sick Time 32  \n4.5 Bereavement/Funeral Leave 34  \n4.6 Jury Duty 35  \n4.7 Family Medical Leave (FMLA) 36  \n4.8 Leave of Absence / Discretionary Personal Leave 39  \n4.9 Military Leave Policy 40  \n4.10 Victims’ Economic Security & Safety Act (VESSA) 41  \n4.11 School Visitation Rights Act 44  \n4.12 Voting and Election Leave Policy 44  \n4.13 Employee Blood & Organ Donation Leave Policy 44  \n4.14 Administrative Leave Policy 45  \n4.15 Maternity Leave 46  \n4.16 Family Neonatal Intensive Care Leave Act 46  \n4.17 Nursing Mothers in the Workplace Act 47  \nSection 5. Employee Benefits  \n5.1 Insurance Plans 47  \n5.2 Illinois Municipal Retirement Fund (IMRF) 49  \n5.3 Deferred Compensation Plan 49  \n5.4 Worker’s Compensation 49  \nSection 6. Employee Safety & Wellness  \n6.1 Employee Assistance Program 50  \n6.2 Workplace Injury Reporting 51  \n6.3 Workplace Violence Policy 52  \n6.4 Drug and Alcohol-Free Workplace Program & Testing Policy 53  \n6.5 Smoking Policy 61  \nSection 7. Workplace Procedures  \n7.1 Open Door Policy 62  \n7.2 Email and Internet Usage Policy 62  \n7.3 Social Media Policy 64  \n7.4 Vehicle Policy 66  \n7.5 Building Access (badges) 68  \n7.6 Business Travel, Mileage and Meals 68  \nSection 8. Employee Conduct  \n8.1 Ethics Policy 70  \n8.2 Fraud, Waste and Abuse Prevention Policy 76  \n8.3 Appropriate Dress, Uniforms and Safety Equipment 80  \n8.4 Identity Protection 81  \n8.5 Rules of Conduct 84  \nHandbook Receipt and Acknowledgement Form  \nAppendix  \nSection 1. Introduction  \nPolicy Administration 1.1  \nIt is the intent of LaSalle County to establish Personnel Policies in order to maintain consistent proceduresand guidelines that comply with all applicable state and federal laws and regulations.  \nAll Department Directors, managers and supervisors are accountable for the enforcement of these policies as defined within this Employee Policy Handbook.  \nThe County Board may update, add or amend the rules and regulations outlined in this handbook; and may accomplish this through a resolution process. The Human Resources Department is responsible for maintaining the handbook and may update policies to comply with changing laws, regulations or internal operational changes, with no budgetary or policy impact, with the approval of the County Board Chairman.  \nThe County Board Chairman, Director of Human Resources and County Attorney shall make the final decision concerning the interpretation and application of the County Personnel Policies.  \nPurpose and Scope of Coverage 1.2  \nLaSalle C","cbCainAIICxAXJxd","https://ap.wps.com/l/cbCainAIICxAXJxd","pdf",734253,88,"English","# Section 1. Introduction\n## 1.1 Policy Administration\n## 1.2 Purpose and Scope of Coverage\n# Section 2. Employment Policies & Procedures\n## 2.1 Equal Opportunity Employer Policy\n## 2.2 Reasonable Accommodations\n## 2.3 Sexual and Other Forms of Harassment\n## 2.35 Whistleblower\n## 2.4 Anti-Bullying Policy\n## 2.5 Pregnancy Discrimination Policy\n## 2.6 Approval to Hire\n## 2.7 Recruitment Procedures\n## 2.8 Pre-Employment Testing\n## 2.9 Employment Eligibility Verification Policy\n## 2.10 New Employee Orientation\n## 2.11 Rehires, Promotions, Transfers and Appointments\n## 2.12 Performance Evaluations\n## 2.13 Employment of Relatives / Nepotism\n## 2.14 Outside Employment (Secondary)\n## 2.15 Residency Requirements\n## 2.16 Access to Personnel Records\n## 2.17 Segregated Medical Records Policy\n## 2.18 Youth Employment/Work Permits\n## 2.19 Separation of Employment\n## 2.20 Disciplinary Guidelines\n## 2.21 Re-Employment and Service Recognition\n# Section 3. Hours of Work, Pay and Compensation\n## 3.1 Compensation Practices\n## 3.2 Special Compensation\n## 3.3 Hours of Work / Meal and Rest Periods\n## 3.4 Pay Periods / Time Keeping\n## 3.5 Emergency Closings\n## 3.6 Absenteeism and Tardiness","[{\"question\":\"Who is accountable for enforcing the handbook policies?\",\"answer\":\"All Department Directors, managers, and supervisors are accountable for enforcement of the policies defined in the handbook.\"},{\"question\":\"Does the handbook create an employment contract?\",\"answer\":\"No. The handbook includes a disclaimer stating that nothing creates an employment contract, expressed or implied.\"},{\"question\":\"What happens if a handbook section conflicts with other legal or contractual requirements?\",\"answer\":\"If a section conflicts with a county ordinance, union contract, or state or federal law, the ordinance, union contract, or law prevails.\"}]","LaSalle County - Employee Policy Handbook - Updated | PDF",1790075967,31]