Tama County Administration Building, 104 W State St., Toledo, Iowa. SUN COURIER FILE PHOTO

TOLEDO – Many were up after the morning’s first bloom to participate in last week’s (April 14) scheduled discord with the Tama County Board of Supervisors. One of the more compelling items on the agenda was the report completed and compiled following the human resources audit conducted by PJ Greufe and Associates. The board requested such an audit after the termination of former HR Manager/Insurance Administrator Tammy Wise earlier this year.

Greufe’s report covered a wide range of subjects. In many areas, it was concluded that the separate departments and offices in the county did things differently without an all-encompassing countywide policy. For example, on the subject of discipline, the report stated, “Discipline is handled inconsistently, varying by situation and supervisor.”

The report also states that the county has a spotty record when it comes to background checks. “After interviewing staff, it was determined that Tama County does not consistently complete background checks on all employees. Some departments/offices may complete a criminal background check and/or driving record check on certain positions, while other departments/offices do not complete these checks. Some departments/offices may complete prior employer reference checks and personal references, while others do not make this inquiry.”

Going hand in hand with the inconsistency of the completed background checks is infrequently conducted reference checks on potential employees. The report stated, “After interviewing staff, it was determined that Tama County does not always conduct reference checks on potential employees. Staff does not consistently use a verification of employment release form for all positions. There is a concern, within a number of offices and departments, whether the information being received from the prior employer is an accurate depiction of the applicant’s true performance.”

Some of the items that were reported could lead to real consequences for the county. The I-9, Employment Eligibility Verification form is one such subject.

“After auditing the personnel files there were 1165 errors in the I-9’s, which if audited, could result in fines that would exceed $327,000,” Greufe wrote.

The county was found deficient when it came to the compliance with both State and Federal laws. The Family Medical Leave Act (FMLA) is one example as it said plainly in the report, “Tama County policy is not in compliance with the Family Medical Leave Act.”

The County Handbook itself was found surprisingly lacking with Greufe listing multiple inconsistencies and failures.

“There are a number of concerns regarding the current handbook. It appears to have conflicting language, does not appear to always reflect current Federal or State law, and as a result, doesn’t provide the clarity needed in this type of document.

A few examples: 1. The “Purpose of the Handbook” section states that the Board of Supervisors (BOS) may modify, revoke, suspend, terminate, or change any policies at any time. But the next sentence states any changes shall be posted 5 days in advance of any decision made by the BOS.

2. The “Purpose of the Handbook” section states that the rules don’t apply to members of boards or commissions. In my opinion, a great deal of this handbook should apply to members of board or commissions. ‘

3. The “Equal Employment Opportunity & Anti-Discrimination” section includes marital status as a protected class, although it is not a protected class in employment.

4. The “Equal Employment Opportunity & Anti-Discrimination” section states that we don’t discriminate on the basis of military service. In fact, veterans are given preference in employment.

5. The “Anti-Harassment Policy” section does not clearly provide information relating to the reporting of harassment claims. On page 8 of the handbook it states that employees should report the behavior to their supervisor, the Chairman of the BOS, a member of a governing board, the HR manager, or the County Attorney. On page 9, it limits the reporting to the employee’s department head or the Chairman of the BOS.

6. The “Anti-Harassment Policy” section does not address retaliation, as necessary for a legally compliant policy.

7. The “Anti-Harassment Policy” section appears to state that only, “repeated or extremely serious violations,” will be subject to employee discipline.

8. The “Recruitment” section states that HR must be involved with the process, or no additional staff will be approved. This appears to violate the statutory rights of elected officials and may violate Iowa Code 80F.

9. The “Grievance Procedure” section appears to violate the statutory rights of elected officials and violates Iowa Code 80F.

10. The “Family and Medical Leave” section allows employees to only access this leave once they have exhausted accrued paid leave, which violates the Family and Medical Leave Act.

11. The “Drug-Free Workplace Policy” does not comply with current State law.”

Greufe made recommendations for improvements and fixes in nearly every area. It was stated before the report’s approval that solutions and remedies to the multiple problems listed are being worked on already.

Other business

The weekly Engineer’s report stated that the winter equipment is being taken off of the trucks for summer and rock hauling has been being hauled on Abbott Avenue South of 350th St and 220th St. west of V18. Tanker car pipes were delivered to G Avenue between 250th and 260th, a project that was originally on the county’s five-year plan. The project was taken off the plan due to County Highway Bridge Program Funds not being able to be utilized, so the project will now be done in house. The old shop tear down is underway, the walls and roof are off. Culverts on E66 are being worked on.

The updated and changed county five-year plan was approved by the supervisors. Also approved was the DOT budget.

A utility permit for Consumers Energy was approved. A tax certificate reassignment was conditionally approved for Ailen Alacron Molina to pay half the taxes at approximately $1,400.

Liquor licenses were approved for Rusty Ridge Campground and the Traveling Tapster LLC.

The bond renewal policy was approved.

The supervisors reviewed bids from outside contractors to clean county buildings but ultimately decided to stay with the current, in-house cleaning staff.

The supervisors approved transferring $500,000 from the general fund back to the general supplemental fund.

The Veterans Affairs quarterly report and the Recorder’s quarterly report were both approved.

Claims totaling $397,596.73 were approved.