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HomeMy WebLinkAbout08.d EDB Employee Handbook and Policy Revisions EXECUTIVE SUMMARY AGENDA ITEM: CCUA Employee Handbook and Policy Revisions Date: August 5, 2025 BACKGROUND: The Clay County Utility Authority (CCUA) has completed a comprehensive review and update of the Employee Handbook and the Drug&Alcohol Testing Program Policy to ensure alignment with current organizational practices, regulatory requirements, and industry standards. The revisions reflect our ongoing commitment to legal compliance,operational clarity,and employee engagement. Key Objectives of the Revision: Employee Handbook • Legal Compliance • Clarity and Consistency • New and Updated Sections o Employee Appreciation Day o Dashcam Monitoring and Use of CCUA Fleet Vehicles o Dress Code o CCUA Fleet Vehicle Boundary Restriction o Code of Ethics Drug & Alcohol Testing Program • Align with industry best practices and clarify procedures and responsibilities across departments. • Revisions ensure clear guidance on testing types, employee rights, and expectations. BUDGET IMPACT: N/A RECOMMENDATION: Staff respectfully requests the Board of Supervisors' approval of the revised Employee Handbook and the Drug&Alcohol Testing Program policy. ATTACHMENTS: Employee Handbook Drug &Alcohol Testing Program Policy 0),y COU,,,T` ram -�TY AUTNo�`�� Employee Handbook Effective: August 5th, 2025 EXECUTIVE DIRECTOR'S MESSAGE 5 ABOUT CCUA 6 MISSION 6 VISION 6 ABOUT YOUR HANDBOOK 6 EMPLOYMENT AT WILL 7 EQUAL OPPORTUNITY EMPLOYMENT 7 ORGANIZATIONAL STRUCTURE 8 RECRUITMENT & HIRING PROCESS 9 EMPLOYMENT APPLICATIONS 9 VETERANS'PREFERENCE 9 SCREENING& SELECTION 9 EMPLOYMENT 11 INTRODUCTORY PERIOD 11 EMPLOYMENT CLASSIFICATIONS 11 JOB DESCRIPTIONS 12 JOB POSTINGS &ADVERTISING 12 INTERNAL TRANSFERS&PROMOTIONS 12 APPEARANCE&DRESS CODE 13 EMPLOYEE RECORDS&PRIVACY 13 DRUG-FREE WORKPLACE 15 FITNESS FOR DUTY 16 WORK SCHEDULE & HOURS OF OPERATION 17 STANDARD WORK WEEK 17 TIMEKEEPING 17 ATTENDANCE&PROMPTNESS 17 TELECOMMUTING 19 ON-CALL&EMERGENCY RESPONSE 19 MEALS &REST BREAKS 19 BREAK TIME FOR NURSING MOTHERS 19 OFFICE CLOSURE 20 EMPLOYEE COMPENSATION 21 PAY PERIODS 21 EMPLOYEE PAY GRADES 21 COMPENSATION INCREASES 21 OVERTIME 22 SHIFT DIFFERENTIAL PAY 22 2PPage EMPLOYEE RECOGNITION PAY 23 PAYMENT FOR LICENSE EARNED 23 REST&RECOVERY 23 PAYROLL CORRECTIONS 23 PAY DEDUCTIONS 23 BENEFITS 25 GROUP INSURANCE 25 EMPLOYEE WELLBEING 25 ELIGIBILITY&ENROLLMENT 26 RETIREMENT 26 EMPLOYEE APPRECIATION DAY 27 TUITION REIMBURSEMENT&PROFESSIONAL DEVELOPMENT 27 PAID LEAVE BENEFITS 29 HOLIDAYS 29 PAID TIME OFF"PTO" 30 VOLUNTEER PTO 32 JURY DUTY/WITNESS SUBPOENA 32 SAFETY & SECURITY 33 REPORTING ACCIDENTS &INJURIES 33 WORKERS' COMPENSATION 33 FACILITY SECURITY 34 MEDICAL LEAVE & OTHER LEAVES OF ABSENCE 35 FAMILY&MEDICAL LEAVE ACT(FMLA) 35 MILITARY LEAVE(USERRA) 37 BEREAVEMENT 38 PERSONAL LEAVE 38 DOMESTIC VIOLENCE LEAVE 38 STANDARDS OF CONDUCT 40 EMPLOYEE CODE OF ETHICS 40 EMPLOYMENT OF RELATIVES &PERSONAL RELATIONSHIPS 41 OUTSIDE EMPLOYMENT 42 LICENSURE&CERTIFICATION REQUIREMENTS 42 POLITICAL ACTIVITY&PUBLIC IMAGE 44 USE OF CCUA FLEET VEHICLES&EQUIPMENT 44 USE OF PERSONAL PROPERTY 46 ELECTRONIC COMMUNICATIONS &INTERNET USE 46 SOCIAL MEDIA&PUBLIC COMMUNICATION 47 RECORDING DEVICES IN THE WORKPLACE 48 Wage TOBACCO&NICOTINE USE 49 SOLICITATION 49 BULLETIN BOARDS 50 UNLAWFUL HARASSMENT&DISCRIMINATION 50 WORKPLACE VIOLENCE PREVENTION 51 EMPLOYEE RELATIONS 53 PROGRESSIVE DISCIPLINE POLICY 53 EMPLOYEE GRIEVANCE PROCEDURES 54 SEPARATION OF EMPLOYMENT 55 EMPLOYEE HANDBOOK ACKNOWLEDGEMENT 57 HANDBOOK REVISIONS 58 Wage Clay County Utility Authority — Employee Handbook EXECUTIVE DIRECTOR'S MESSAGE Welcome to Clay County Utility Authority! I am pleased that you have chosen to join CCUA. Our employees take great pride in delivering high-quality service to our customers and making a positive impact in the community. By accepting employment with CCUA, you are joining an organization recognized for its innovation and leadership in the water, wastewater, and reclaimed water industry. CCUA's growth and success are a direct result of the professionalism, dedication, and unwavering efforts of our employees—individuals who take pride in their work and are committed to excellence in quality, service, and productivity You were selected for employment through a comprehensive review process, which included an evaluation of your application, interviews, and references. This process is designed to identify candidates who are aligned with our values and prepared to thrive in a high-performance environment. We are proud to offer competitive pay and benefits that reflect both industry standards and the needs of our community. Maintaining these offerings depends on our continued ability to deliver safe, efficient, and effective service to those we serve. As you grow in your role, we value your ideas and contributions. Your input can help us improve services, enhance safety, and reduce costs. We encourage you to share your insights so that, together,we can continue to create meaningful,lasting value for our customers and the community. Sincerely, Jeremy Johnston, PE, MBA Executive Director 5IPage Clay County Utility Authority — Employee Handbook ABOUT CCUA Since 1970, the Clay County Utility Authority (CCUA) has proudly served our customers by providing reliable and high-quality water, wastewater, and reclaimed water services. A major milestone in our history occurred in December 1992, when the Clay County Board of County Commissioners acquired the assets of Kingsley Service Company paving the way for the formation of CCUA as it exists today. Established as an independent special district by the Florida Legislature in 1994 (F.S. 94-491), CCUA is governed by a seven-member Board of Supervisors. All members must be customers of the utility system. Six supervisors are appointed by the Clay County Board of County Commissioners, and one is appointed by the Governor of the State of Florida. Supervisors may serve up to two consecutive three-year terms, excluding their initial appointment term. At CCUA, we are committed to exceptional service, environmental stewardship, and community trust. We take pride in supporting the health, safety, and economic vitality of Clay County. MISSION Develop an environmentally and economically sustainable utility that is focused on protecting the public health, safety, and general welfare by providing clean and safe potable water, wastewater, and reclaimed water services through conservation of natural resources,diversification of the water supply portfolio, and recruitment and retention of highly trained professionals prepared for future challenges. VISION Provide long term sustainable value to our current and future customers by conserving and protecting natural resources while providing clean, safe, and economical water, wastewater, and reclaimed water services. ABOUT YOUR HANDBOOK This Employee Handbook hereinafter referred to as"Handbook"outlines the policies,procedures, and expectations adopted by CCUA. It serves as a resource to help employees understand their responsibilities and CCUA's commitment to maintaining a respectful, safe, and productive workplace. This Handbook in no way is intended to modify the "at-will" nature of your employment with CCUA. All employees are expected to read, understand, and comply with the policies contained in this Handbook. It is your responsibility to remain informed of any updates or changes. Wage Clay County Utility Authority — Employee Handbook CCUA reserves the right to interpret,modify,revise, suspend,or revoke any part of this Handbook at any time, with or without prior notice, as business needs or applicable laws require. This Handbook supersedes all previous handbooks, policies, and practices, whether written or unwritten. Failure to follow the policies and guidelines in this Handbook may result in disciplinary action,up to and including termination of employment. If you have any questions about the content or its application,please contact the Human Resources Department. EMPLOYMENT AT WILL Employment at CCUA is considered "at-will" unless otherwise stated in a written individual employment agreement signed by the Executive Director. This means that either the employee or the company may terminate the employment relationship at any time, for any reason, with or without cause. Nothing in this handbook is intended to or creates an employment agreement, express or implied. Nothing contained in this, or any other document provided to the employee, is intended to be, nor should it be, construed as a contract that employment or any benefit will be continued for any period. In addition, no company representative is authorized to modify this policy for any employee or to enter into any agreement, oral or written, that changes the at-will relationship. Any salary figures provided to an employee in annual or monthly terms are stated for the sake of convenience or to facilitate comparisons and are not intended and do not create an employment contract for any specific period. EQUAL OPPORTUNITY EMPLOYMENT CCUA is an Equal Opportunity/Equal Access Employer and will provide equal opportunity to all employees and applicants in compliance with all applicable federal and state employment laws and the current interpretation of employment discrimination by the United States Equal Employment Opportunity Commission. There shall be no discrimination or harassment against any person with regard to race, color, sex (including pregnancy), sexual orientation, gender identity or expression, religion, political affiliation,national origin,disability,age,marital status,veteran status, or any other impermissible factor in recruitment, hiring, compensation, training,placement, promotion, discipline, demotion, transfers, layoff, recall, termination, working conditions and related terms and conditions of employment. 7IPage Clay County Utility Authority — Employee Handbook ORGANIZATIONAL STRUCTURE The organizational chart shown below will give you a general idea of the overall departmental structure at CCUA. Rate Payers I Board of Supervisors Executive Director Communications & Public Relations Chief Chief Chief Chief Engineer Operations Officer Financial Officer Human Resources Officer I I I Facilities Finance Engineering Distribution & Collection Customer Human Resources GIS/Asset Systems Water Treatment Service/Billing Risk & Safety Service Availability Wastewater Treatment Information Technology SCADA i Procurement Environmental Compliance Inventory I Wage Clay County Utility Authority — Employee Handbook RECRUITMENT & HIRING PROCESS EMPLOYMENT APPLICATIONS Applications for employment will be accepted for open or vacant positions from any individual who wishes to apply. This includes both external candidates and current CCUA employees. All applicants internal and external must submit a completed application to be considered. Resumes submitted without a completed application will not be accepted. VETERANS' PREFERENCE CCUA offers employment preference to eligible veterans, spouses of veterans, and other qualifying individuals in accordance with Chapter 295 F.S. Applicants seeking Veterans' Preference must provide a copy of their DD214 or equivalent document with their application. Managerial positions are exempt from Veterans' Preference. Applications and resumes may be submitted electronically via CCUA's website www.clayutilitv.org/ Applicants requiring assistance may contact the Human Resources Department to request a reasonable accommodation, consistent with the Americans with Disabilities Act(ADA). CCUA relies on the accuracy of all information provided in the employment application and throughout the hiring process.Any misrepresentations,falsifications,or material omissions may disqualify a candidate from further consideration or result in termination of employment if already hired. SCREENING & SELECTION To promote a safe, productive, and legally compliant work environment, CCUA requires pre-employment screenings for job candidates and may conduct additional screenings during employment when appropriate. These screenings are intended to verify qualifications, assess job-related fitness, maintain workplace safety and ensure the integrity of the workplace. PRE-EMPLOYMENT SCREENINGS Candidates who receive a conditional offer of employment may be required to complete one or more pre- employment screenings, depending on the requirements of the position. These may include, but are not limited to, the following: • Criminal background check, • Social Security verification, • Pre-employment physical examination, • Drug and alcohol testing, • Motor vehicle record check, • Employment and education verification, Wage Clay County Utility Authority — Employee Handbook • Credit history(if applicable to position). All pre-employment screenings are conducted only after a conditional job offer is made and will comply with the Fair Credit Reporting Act(FCRA),the Americans with Disabilities Act(ADA),and other applicable federal, state, and local laws. The results may impact the final hiring decision. ONGOING EMPLOYMENT SCREENINGS In certain situations, current employees may be subject to screenings. These screenings include: • Reasonable suspicion drug or alcohol testing, • Post-accident drug and alcohol testing, • Random drug and alcohol testing, • Fitness-for-duty evaluations, • Continuous motor vehicle records checks. 10IPage Clay County Utility Authority — Employee Handbook EMPLOYMENT INTRODUCTORY PERIOD All newly hired employees shall serve a three (3) month introductory period. The introductory period gives management the opportunity to assess the employee and allows the employee an opportunity to assess the new position. Existing employees who are promoted or transferred to an open position shall serve a three (3) month introductory period in that new position. An employee may be discharged at any time during the introductory period. EMPLOYMENT CLASSIFICATIONS To determine eligibility for benefits, overtime status, and to ensure compliance with federal and state laws and regulations, CCUA classifies its employees as shown below. CCUA may review or change employee classification at any time. EXEMPT Employees who are classified as exempt receive a pre-determined salary and are not eligible for overtime pay under the Fair Labor Standards Act(FLSA). NON-EXEMPT Employees who are classified as non-exempt are entitled to overtime pay under the Fair Labor Standards Act(FLSA). Non-exempt shall be compensated at a rate of one and one-half times their regular hourly rate for all hours worked over 40 in a workweek. Any overtime must be approved and requested by the Employee's supervisor. REGULAR, FULL-TIME Employees who are not in a temporary status, work a minimum of thirty (30) hours weekly, and maintain continuous employment status. Generally, these employees are eligible for the full-time benefits package and are subject to the terms, conditions, and limitations of each benefit program. REGULAR, PART-TIME Employees who are not in a temporary status and who are regularly scheduled to work fewer than thirty(30) hours weekly,but at least twenty(20)hours weekly, and who maintain continuous employment status. Part- time employees may be eligible for some of the benefits offered by CCUA and are subject to the terms, conditions, and limitations of each benefit program. TEMPORARY, FULL-TIME Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work the company's full-time 11 lPage Clay County Utility Authority — Employee Handbook schedule for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. TEMPORARY, PART-TIME Employees who are hired as interim replacements to temporarily supplement the workforce or to assist in the completion of a specific project and who are temporarily scheduled to work fewer than thirty (30) hours weekly for a limited duration. Employment beyond any initially stated period does not in any way imply a change in employment status. JOB DESCRIPTIONS Each position at CCUA has a job description that outlines the main duties, responsibilities, qualifications, and classifications of the job. Job descriptions help clarify expectations, support fair evaluations, and ensure legal compliance. Job descriptions are reviewed and updated as needed to reflect changes in business needs or responsibilities. Employees may request a copy of their job description from Human Resources at any time. CCUA may adjust duties or job responsibilities when necessary. Employees will be informed of any significant changes and may be asked to acknowledge receipt of the updated job description. JOB POSTINGS & ADVERTISING CCUA supports internal career growth and will post available positions internally whenever possible before opening them to outside candidates. Notice of job openings with an accompanying job description and pay range will be distributed to all current employees via the Workday Jobs Hub portal for a minimum of three (3)business days. INTERNAL TRANSFERS & PROMOTIONS CCUA management may initiate the transfer of employees between departments,job classifications, or work locations in order to meet operational, regulatory, or organizational needs. Such transfers may be temporary or permanent and may be made with or without the employees' request. Current employees who wish to apply for posted vacancies must do so through the Workday Jobs Hub. To be eligible for consideration, employees must have successfully completed their initial probationary period, meet the minimum qualifications of the position, and maintain a satisfactory record of performance and conduct. The requirement to complete the initial probationary period may be waived by Human Resources if all other requirements are met. While CCUA values internal career growth and shall give first consideration to qualified internal applicants, the Authority reserves the right to recruit externally when it is in the best interest of the organization. Final decisions regarding transfers or promotions shall be made based on qualifications, merit, experience, and organizational needs. 12IPage Clay County Utility Authority — Employee Handbook APPEARANCE & DRESS CODE All employees are required to maintain a professional appearance and represent CCUA appropriately in the community. A high standard of professionalism is required at all times, including choice of work attire. Employees must maintain personal cleanliness and dress in a manner that reflects well on CCUA. If employees are uncertain about appropriate attire, they should consult with their immediate supervisor. CCUA maintains a business casual dress code, but employees must dress appropriately for their assigned tasks, which may vary between office and field environments. When attending external meetings or events, employees should inquire about appropriate attire or dress in business attire if unsure. While it is not possible to list every appropriate or inappropriate appearance standard,a list is provided below for general examples of unacceptable attire. • Revealing, short or tight-fitting clothing (skirts/dresses should not be more than 3 inches above the knee), • Shorts, tank tops,beachwear, gym wear, yoga pants, or other highly casual attire, • Shirts with inappropriate or offensive graphics or words, • Excessive or distracting jewelry, visible body piercings or tattoos, • Bedroom slippers, flip flops, • Excessive use of cologne, perfume, or scented products that may be distracting or cause discomfort to others. CASUAL DRESS DAY CCUA observes Casual Dress Day every Friday, allowing office employees to wear jeans. This day is also an opportunity for employees to clean an organize their personal workspace. EMPLOYEE RECORDS & PRIVACY The Human Resources Department maintains personnel records for each employee,which may include,but are not limited to: • Employment application and résumé, • Job descriptions and employment history, • Compensation and benefits data, • Performance evaluations, 13IPage Clay County Utility Authority — Employee Handbook • Disciplinary records, • Training and certifications, • Attendance records, • Documents required by law (e.g., Form I-9). EMPLOYEE ACCESS TO RECORDS Employees may request to review their personnel file by submitting a written request to Human Resources. Records will be made available for inspection within a reasonable time, during normal business hours, in accordance with Florida law. Employees may request copies of documents they have signed or submitted. Requests for corrections or updates to personal information (e.g., name, address, emergency contact) should be submitted to Human Resources promptly. CONFIDENTIALITY & PRIVACY CCUA treats personal and sensitive employee information as confidential and handles it in accordance with applicable federal and state laws, including: • Health Insurance Portability and Accountability Act(HIPAA), • Americans with Disabilities Act(ADA), • Florida Public Records Law (Chapter 119, Florida Statutes). Access to sensitive records such as medical files, Social Security numbers, Employee Assistance Program utilization records, and background checks is restricted to authorized personnel only. Such records are maintained separately from general personnel files and are not shared unless required by law or with the employee's written consent. PUBLIC RECORDS DISCLOSURE As a public entity, CCUA is subject to the Florida Public Records Law,which means most personnel records may be subject to public inspection and disclosure unless specifically exempted by law (e.g., medical records, Social Security numbers, law enforcement officer addresses). Personnel records are maintained in accordance with applicable record retention schedules, including Florida state guidelines and federal law. Employees with questions about the public records process or whether certain information is protected or disclosable should contact the Risk and Safety Manager. 14 I Page Clay County Utility Authority — Employee Handbook DATA ACCURACY & EMPLOYEE RESPONSIBILITY Employees are responsible for ensuring that their personal information on file is current and accurate, including contact information, emergency contacts, tax withholding elections, and beneficiary designations. Changes should be made and/or submitted to Human Resources in a timely manner. DRUG-FREE WORKPLACE CCUA promotes a safe and healthful work environment free from drugs and drug use in compliance with the Drug-Free Workplace Act of 1988. CCUA enforces a strict no-tolerance policy that prohibits the use, possession, transportation, promotion, or sale of illegal drugs or drug paraphernalia on or off the job. It is prohibited to possess, use, or be under the influence of alcohol while on the job. CCUA maintains a comprehensive Drug and Alcohol Policy, which each new employee must sign at the time of hire. An employee's violations of CCUA's Drug and Alcohol policy will result in disciplinary action, up to and including termination of employment. If an employee is suspected of having a drug or alcohol problem, CCUA encourages employees to seek diagnosis and treatment as prescribed by a qualified professional. However, if an employee's conduct leads to disciplinary action, employees cannot avoid disciplinary action by requesting assistance. CCUA keeps all investigation, screening, diagnosis, and/or treatment, including documents concerning individual enforcement of these policies will be kept confidential and will not be included in an employee's personnel file. TESTING & ENFORCEMENT CCUA may require drug and/or alcohol testing under circumstances permitted by law, which may include: • Pre-employment screening • Reasonable suspicion • Post-accident or injury • Return-to-duty or follow-up • Random testing All testing will be conducted in accordance with federal and state legal standards to ensure accuracy, confidentiality, and fairness. 15 I Page Clay County Utility Authority — Employee Handbook FITNESS FOR DUTY The Fitness for Duty may be requested under certain circumstances which will require an employee to submit to a physical, medical, or psychiatric examination or to laboratory tests to determine the employee's fitness to perform the complete duties and responsibilities of the employee's position. Based on the results of the examinations, the Chief Human Resources Officer may require the employee to transfer to another position for which the employee is qualified, have the employee placed on compulsory Extended Sick Leave, permit the employee to enroll in an intervention program, or take disciplinary action against the employee. Should the problem be corrected during the leave or term of the intervention program, the employee may be reinstated. 16IPage Clay County Utility Authority — Employee Handbook WORK SCHEDULE & HOURS OF OPERATION STANDARD WORK WEEK The standard workweek at CCUA begins Monday at 12:00 a.m. and ends Sunday at 11:59 p.m., typically consisting of 40 working hours for full-time employees. Office-based employees generally work Monday through Friday, 8:00 a.m. to 5:00 p.m., with a one-hour unpaid lunch break. Field personnel and operations staff may follow alternate schedules based on regulatory requirements,plant operations, emergency response needs, or utility service demands. This may include shifts outside the standard business day or compressed schedules, such as four 10-hour shifts (4/10s). Work schedules are determined based on the operational needs of each department. All employees are expected to maintain flexibility to support CCUA's commitment to continuous service and public health. Requests for schedule adjustments may be submitted by department management to the Human Resources Depa liiient for review and approval. TIMEKEEPING The Fair Labor Standards Act (FLSA) requires CCUA to maintain an accurate daily record of all hours worked by non-exempt employees.Non-exempt employees are responsible for personally recording all time worked to ensure accurate compensation. Time worked must be recorded each day. If not entered on the same day, it must be entered no later than 9:00 a.m. the following business day. Falsification of time records,including signing in or out for another employee, is strictly prohibited and may result in immediate termination. At the end of each bi-weekly pay period, employees and their supervisors must review and approve the timecard, confirming its accuracy before submitting it to the Human Resources Department. CCUA also requires exempt employees to complete a timecard for budgetary purposes ATTENDANCE & PROMPTNESS Regular and punctual attendance is essential to the efficient operation of CCUA and the delivery of reliable services to the community we serve. All employees are expected to report to work on time, remain at work during scheduled hours, and minimize unplanned absences whenever possible. Employees are expected to: • Arrive on time and be ready to begin work at their scheduled start time, 17IPage Clay County Utility Authority — Employee Handbook • Notify their immediate supervisor thirty (30) minutes prior to their regularly scheduled start time in the event of tardiness or absence, • Obtain prior approval for any planned time off. ABSENCES Absences are classified as: • Planned: Time off that is pre-approved (e.g., vacation,personal days, medical leave). • Unplanned: Absences that are not pre-approved and occur with short notice (e.g., sudden illness or emergency). Employees must follow CCUA's leave policies and applicable procedures for requesting and reporting absences. ABSENCE & DOCUMENTATION REQUIREMENTS If an employee is absent from work for three (3) or more consecutive scheduled workdays due to illness or injury, the employee must provide a written release or medical certification from a licensed healthcare provider before returning to work. In addition, CCUA reserves the right to request a healthcare provider's note for any absence, regardless of duration, if there is a pattern of excessive or frequent absences. This determination will be made based on a review of attendance records and in accordance with applicable laws. All medical information provided will be handled in compliance with the Health Insurance Portability and Accountability Act(HIPAA) and other applicable privacy regulations. Employees who may require extended leave or a workplace accommodation due to a medical condition are encouraged to contact the Human Resources Department to determine eligibility under the Family and Medical Leave Act (FMLA) or the Americans with Disabilities Act(ADA). TARDINESS Tardiness is defined as arriving after the scheduled start time or returning late from breaks. Repeated or excessive tardiness may be subject to disciplinary action. JOB ABANDONMENT An employee who fails to report to work for three consecutive scheduled workdays without notifying their supervisor will be considered to have voluntarily resigned from employment (job abandonment), unless extenuating circumstances can be demonstrated. 18 Page Clay County Utility Authority — Employee Handbook TELECOMMUTING Telecommuting allows employees to work from home, on the road, or in a satellite location for part or all of their workweek. CCUA views telecommuting as a flexible option when both the employee and the position are suited to this arrangement.Telecommuting is not guaranteed and should not be considered an entitlement. Employment terms and conditions remain unchanged for telecommuting employees. The suitability of telecommuting will be evaluated by the employee's supervisor and department head. All telecommuting arrangements must be approved by CCUA's Executive Director and Chief Human Resources Officer before becoming a regular arrangement. Temporary telecommuting may be permitted for circumstances such as inclement weather, special projects, or business travel, with no expectation of continuity. ON-CALL & EMERGENCY RESPONSE Due to the 24/7 nature of utility operations, CCUA maintains an on-call program to ensure rapid response to system issues and emergencies outside normal business hours. Certain positions are subject to on-call rotation,including weekends and holidays. Employees assigned to on-call duty will be compensated for time worked in accordance with applicable laws and CCUA's internal procedures Employees designated as on-call are expected to: • Remain available and prepared to respond within 30 minutes, • Follow operational protocols and communication procedures, • Call-back is mandatory for any employee in emergency situations to ensure the health, safety, and welfare of the community. For full details, including scheduling, trading shifts, and compensation guidelines, employees should refer to the CCUA On-Call and Emergency Response Policy. MEALS & REST BREAKS Employees are entitled to a thirty (30)minute to one (1)hour unpaid meal break. If a nonexempt employee is required to work through a meal break, he or she will be paid for that time. Employees are also entitled to two (2) ten(10) minute paid rest breaks each day. Meal and rest breaks will be scheduled by the supervisor or department head based on operational needs. BREAK TIME FOR NURSING MOTHERS CCUA recognizes the needs of nursing mothers. If an employee is a nursing mother, CCUA will provide the employee with a reasonable break time, as needed, for expressing milk. The designated location will not be 19 I Page Clay County Utility Authority — Employee Handbook a bathroom and will be shielded from view and free from intrusion by co-workers or the public. Please contact the Human Resources Department for the designated area. OFFICE CLOSURE At times, inclement weather or emergency conditions may necessitate a delayed opening or early closing. CCUA's Executive Director or their designee shall make all decisions regarding changes to normal operating hours. Information related to changes in normal operating hours will be communicated through the organization via phone, e-mail, instant messages, etc. If an employee has questions regarding changes to operating hours due to inclement weather or emergency conditions, the employee should communicate with their immediate supervisor. An employee may receive pay for the time lost during the delay or closing provided that the employee reports to work during the remainder of the day. If an employee is unable to report to work when the office re-opens as the result of severe weather or other natural disaster, an employee may charge their missed, regular work time to their accrued Paid Time Off balance or they may take the time off without pay. In the event the Executive Director declares an emergency the Emergency Pay Policy shall prevail. Such declaration shall be in writing. 20IPage Clay County Utility Authority — Employee Handbook EMPLOYEE COMPENSATION PAY PERIODS CCUA operates on a bi-weekly pay schedule, meaning employees are paid every two weeks, typically resulting in 26 pay periods per calendar year. Each pay period covers 14 consecutive calendar days of work and compensation is issued on the Wednesday following the end of the pay period, unless otherwise noted due to holidays or administrative changes. EMPLOYEE PAY GRADES CCUA's grade and salary structure was designed to provide equity and competitive compensation to employees based on the nature of their job duties, skills, experience, education, licensure, risk exposure, length of service, performance, etc. Each position will be assigned a classification and pay grade based upon a job evaluation system and federal law. Each pay grade shall establish a minimum and maximum hourly/salary range. The classifications and pay/salary ranges are submitted to the Board of Supervisors in the annual budget process. COMPENSATION INCREASES CCUA budgets for compensation increases based on two factors cost-of-living adjustments (COLA) and merit-based increases for job performance. All compensation increases, including COLA and merit-based adjustments or bonuses, are subject to the availability of funds and economic conditions. CCUA does not guarantee any salary increase, bonus, or adjustment in any given year. These decisions are made at the discretion of management and the Board based on budgetary constraints and organizational priorities. COST-OF-LIVING Cost-of-living "COLA" is an annual, discretionary, increase to wages/salary designed to offset inflation. COLA is typically based on change to the Consumer Price Index (CPI). MERIT INCREASES Merit pay may be awarded to employees who demonstrate performance that exceeds expectations. Employees must have successfully completed their three (3) month introductory period to be eligible for a merit increase. Employees whose current pay is at or above the maximum of their position's pay grade are not eligible for additional base pay increases. However,these employees may be eligible for a merit-based longevity bonus. 21 IPage Clay County Utility Authority — Employee Handbook MERIT-BASED LONGEVITY BONUS Eligible employees at or above the pay grade maximum may receive an annual merit-based longevity bonus, subject to the following conditions: • The bonus is not added to base pay and will not be considered in future salary adjustments, • The bonus is calculated using the same percentage applied to the merit pool,based on the employee's salary before any annual COLA, • The bonus is subject to standard payroll tax withholdings. If awarded, the bonus will be paid in the first payroll processed after the start of the new fiscal year. OVERTIME Employees may be required to work overtime based on operational needs. For nonexempt employees, overtime is defined as actual hours worked in excess of forty(40)hours in a single workweek, in accordance with the Fair Labor Standards Act (FLSA). Overtime hours will be compensated at one and one-half times the employee's regular rate of pay. For the purpose of calculating overtime, paid holidays are counted as hours worked. However, other forms of paid leave such as PTO or jury duty leave are not considered time worked. All overtime must be approved in advance by the employee's supervisor or department head. SHIFT DIFFERENTIAL PAY Eligible full-time,non-exempt employees who work regularly scheduled evening or weekend shifts(starting between 5:00 p.m. and 11:59 p.m.) may receive a 3% shift differential for qualifying hours worked. Shift differential pay applies only to scheduled shifts and does not apply to: • Incidental or unscheduled overtime, • Paid leave such as vacation, sick, or holiday leave. Eligible positions currently include: • Wastewater Operator Trainee, • Wastewater Operator, • Lead Wastewater Operator. 22IPage Clay County Utility Authority — Employee Handbook Employees are responsible for accurately recording shift hours on their timecards. Supervisors must review and approve all timecards to ensure compliance. For full details, refer to the CCUA Shift Differential Pay Policy. EMPLOYEE RECOGNITION PAY An employee will earn a $500.00 bonus (less FICA and IRS withholding) every fifth (5th) year of service. CCUA will include the one-time recognition bonus in the regularly scheduled payroll during the month of the work anniversary. PAYMENT FOR LICENSE EARNED CCUA offers a one-time payment of$500.00 to an employee for each new license issued from the State of Florida, that is deemed by CCUA Management to be beneficial to the operation of the utility. REST & RECOVERY CCUA is committed to providing a safe and healthy work environment. To prevent fatigue and promote safety, employees who meet the criteria below are entitled to an eight (8) hour rest period before returning to work: • The employee has worked sixteen(16) or more hours within a twenty-four(24) hour period, or • The employee has worked eight(8)or more overtime hours within the sixteen(16)hours immediately preceding the start of their regular workday. If the required rest period overlaps with the employee's regular work schedule, the employee will not lose any regularly scheduled paid time. If a portion of the employee's normal lunch break falls within the rest period, that portion will not count toward the eight-hour rest period. Rest and recovery time is considered time worked for purposes of calculating when overtime (1.5x the regular rate)begins under the Fair Labor Standards Act(FLSA). PAYROLL CORRECTIONS CCUA takes all necessary and reasonable steps to ensure employees are paid accurately and on time in accordance with the regular payroll schedule. Employees should promptly notify the Human Resources Department of any suspected payroll errors. Confirmed errors will be corrected and reflected in the next regularly scheduled paycheck. PAY DEDUCTIONS Federal law mandates employers make certain deductions from an employee's pay. Employees may elect to participate in group insurance programs and benefits that require additional deductions. 23 I Page Clay County Utility Authority — Employee Handbook FEDERAL INCOME TAX Federal law requires that CCUA withhold federal income tax from your pay. All employees shall complete an Employee Withholding Allowance Certificate (W-4). CCUA shall provide a wage and tax statement(W- 2) no later than January 31st of each year. SOCIAL SECURITY TAX CCUA must deduct Social Security taxes on all employees' earnings up to a specified limit, which is called the"Social Security wage base". CCUA matches the amount of Social Security taxes paid by each employee. The United States Congress may change these amounts at any time by legislative act. MANDATORY DEDUCTIONS Legal judgements or actions from Federal or State courts can require CCUA to apply mandatory deductions to an employee's paycheck. Typically, courts require these deductions to pay off a legal debt or obligation. These deductions may include mandated child support or other types of wage "garnishments." 24IPage Clay County Utility Authority — Employee Handbook BENEFITS CCUA is proud to offer a comprehensive benefits package designed to support the health, financial well- being, and work-life balance of our employees. Benefits are an important part of your total compensation and are reviewed regularly to ensure they remain competitive and valuable. GROUP INSURANCE Full-time employees are offered a range of benefits, including: • Medical Insurance, • Dental and Vision Insurance, • Life Insurance (basic coverage provided at no cost), • Voluntary Life Insurance & supplemental options available, • Short-Term and Long-Term Disability, • Flexible Spending Accounts (FSA). Each year during open enrollment, employees receive a Benefits Booklet outlining: • Available benefit options and coverage levels, • Eligibility requirements, • Enrollment instructions and deadlines, • Employee contribution rates. Employees are responsible for reviewing the booklet and making selections during the designated enrollment window. For the most current benefit information, employees should refer to the annual Benefits Booklet or contact the Human Resources Department. EMPLOYEE WELLBEING WELLNESS PROGRAM CCUA offers a comprehensive Wellness Program designed to support the physical, mental, and emotional health of its employees. Key features of the program include: • Gym and Fitness Reimbursements 25PPage Clay County Utility Authority — Employee Handbook • 5K Race Reimbursements • Annual Health Screenings: • Wellness Incentives EMPLOYEE ASSISTANCE PROGRAM CCUA offers a confidential Employee Assistance Program (EAP) to support the emotional, mental, and overall well-being of employees and their immediate family members. Services include short-term counseling, work-life resources, and crisis support. The EAP is available 24/7 at no cost to employees. Participation is voluntary and completely confidential. For access or more information, contact Human Resources. ELIGIBILITY & ENROLLMENT Benefits coverage typically begins on the first of the month following 30 days of employment,in accordance with each plan's eligibility schedule. Eligibility is based on employment classification (e.g., full-time, part-time, temporary) and may vary accordingly. RETIREMENT MONEY PURCHASE PENSION PLAN (DEFINED CONTRIBUTION 401(A)) CCUA sponsors a Money Purchase Plan, a qualified retirement plan under Section 401(a) of the Internal Revenue Code, to help you build long-term financial security. Employees in regular full-time positions are eligible to participate. • All employees in regular full-time positions are automatically enrolled in the plan, effective on their date of hire. • CCUA contributes a fixed percentage currently 10%of your gross bi-weekly pay into your individual retirement account. • Contributions are made each pay period,pending annual approval by the Board of Supervisors. Employees may choose from a variety of professionally managed investment options to direct how their funds are invested. Investment gains or losses will affect the value of the account. DEFERRED COMPENSATION PLANS (457(B) — PRE-TAX AND ROTH) CCUA also offers voluntary 457(b) Deferred Compensation Plans, allowing eligible employees to save additional income for retirement through payroll deductions on either a pre-tax or Roth(after-tax)basis. • Employees are immediately vested in both the Pre-tax and Roth options. 26IPage Clay County Utility Authority — Employee Handbook • Annual contribution limits are established by the Internal Revenue Service (IRS) and are subject to periodic updates. • Employees are responsible for monitoring and managing their contribution levels within the legal limits. Plan offerings may change annually due to IRS regulations, vendor updates, or organizational policy changes. For the most current information, employees should refer to the official Plan Documents or contact the Human Resources Department. BENEFICIARY DESIGNATION Certain benefits require beneficiary designation, in the event of your death including, group and voluntary life insurance and your retirement plan. You will be prompted during the annual open enrollment process to update your beneficiary for your life insurance coverage(s). Beneficiary changes for your retirement plan must be submitted through the Mission Square retirement portal at http://www.missionsq.org EMPLOYEE APPRECIATION DAY CCUA celebrates Employee Appreciation Day annually on Columbus Day(October), from 8:00 AM to 5:00 PM, as budget permits. This full-day event is intended to bring all employees together at a central location to recognize their dedication and contributions. Activities may include executive remarks, service awards, a keynote speaker, a catered lunch, and team-building events. To support full participation, CCUA offices will be closed for regular business operations on this day. However, employees in essential roles may be required to remain available to respond to emergencies or critical service needs. TUITION REIMBURSEMENT & PROFESSIONAL DEVELOPMENT To support employee development and promote internal advancement, CCUA offers a Tuition Reimbursement Program for eligible full-time employees who have completed their initial introductory period. Reimbursement may be provided for: • Job-related college courses or degree programs through and accredited institution • Continuing education units (CEUs) • Professional certifications and licensing exams • Approved technical training or industry conferences 27 I Page Clay County Utility Authority — Employee Handbook Employees must receive pre-approval from their immediate supervisor and Human Resources before enrolling. A minimum grade of "B" (or equivalent) or successful certification is required to qualify for reimbursement. Only tuition, required books, registration, or exam fees are eligible. Receipts and proof of completion must be submitted. Employees must remain employed for at least one(1)year after receiving reimbursement or shall be required to repay 50% of the reimbursed amount. The Employee's last paycheck may be used to collect all or part of the reimbursement amount due. Certain reimbursements may be taxable if they exceed IRS limits. Employees are encouraged to consult with Human Resources regarding potential tax implications. For full details and required forms, refer to the CCUA Tuition Reimbursement Policy or contact Human Resources. 28 Page Clay County Utility Authority — Employee Handbook PAID LEAVE BENEFITS HOLIDAYS All full-time employees shall receive 13 paid holidays per calendar year. The paid holidays are listed below. 1. New Year's Day 2. Martin Luther King Jr.'s Birthday 3. Presidents' Day 4. Good Friday 5. Memorial Day 6. Juneteenth Day 7. Independence Day 8. Labor Day 9. Veterans Day 10. Thanksgiving Day 11. The day after Thanksgiving 12. Christmas Eve Day 13. Christmas Day The holiday observation schedule is subject to approval annually by the Board of Supervisors. Employees may request time off for historic or religious holidays of personal significance other than those officially observed. CCUA may grant time off to an employee for other historic or religious holidays, which will be charged to their PTO leave. If an employee does not have sufficient PTO accrued to observe an alternate historic or religious holiday, CCUA may grant an employee an excused absence without pay. CCUA will count paid holiday time as time worked for the purpose of determining an employee's overtime eligibility. CCUA will not pay holiday time to employees on any type of unpaid leave. 29IPage Clay County Utility Authority — Employee Handbook PAID TIME OFF "PTO" CCUA provides Paid Time Off (PTO) to full-time employees as a flexible benefit that can be used for vacation,personal days, or illness. PTO is accrued bi-weekly based on years of continuous service, as shown below: YEARS OF BI-WEEKLY APPROXIMATE ANNUAL SERVICE ACCRUAL ACCRUAL 0-5 years 6.78 hours 22 days (176.28 hours) 5-9 years 7.70 hours 25 days (200.20 hours) 9-14 years 8.62 hours 28 days (224.12 hours) 14+years 9.55 hours 31 days (248.30 hours) PTO accrues beginning on the first day of employment but may only be used after completing the initial introductory period. USING PTO • Employees must have enough accrued PTO to cover the requested time off, • PTO requests of 40 hours or more require two weeks'notice; shorter requests require two days'notice, • PTO use is subject to supervisor approval,based on depaitiuent operations, • Supervisors should respond to PTO requests within five business days. Employees with one year or more of service are required to take at least 40 consecutive hours of PTO each calendar year to encourage wellness and rest. PTO COMPENSATION • PTO is paid at the employee's base hourly rate at the time of use. • PTO hours are not included in overtime calculations and do not include bonuses, shift differentials, or other incentives. • If a recognized holiday occurs during scheduled PTO, that day is charged as holiday pay, not PTO. 30IPage Clay County Utility Authority — Employee Handbook PTO DURING LEAVE • PTO does not accrue during unpaid leaves of absence. • While on FMLA leave, accrued PTO will be used initially and concurrently at the beginning of unpaid leave unless prohibited by law. PTO CARRYOVER & CASH-OUT Each December,Employees shall be permitted the option to carryover or cash-out their accrued PTO balance in accordance with provisions listed below: • Employees may carry over up to 120 hours (15 days) into the next year, • PTO in excess of 40 hours may be cashed out on the first bi-weekly payroll in December, • Any excess over 120 hours not cashed out will be forfeited unless otherwise approved. Employees will receive instructions from Human Resources and must complete the appropriate PTO request to receive a payout. PTO PAYOUT AT SEPARATION Employees who have completed their introductory period will receive a payout for all unused, accrued PTO upon separation. In the event of death, accrued PTO will be paid to the employee's estate or designated beneficiary. PTO DONATION CCUA recognizes that employees may face personal or family medical emergencies or other significant hardships requiring extended time away from work. To support colleagues in times of need, CCUA offers a Paid Time Off (PTO) Donation Program, allowing employees to voluntarily donate accrued PTO to coworkers who have exhausted their own leave balances. Employees who wish to donate must maintain a minimum accrued balance of 40 hours after donation. To be considered for donations, the employee must be experiencing a qualifying hardship such as: • A serious medical condition(employee or immediate family member), • A terminal illness, • A bereavement-related need(e.g., funeral expenses for an immediate family member), • Must have exhausted all available paid time off. 31 I Page Clay County Utility Authority — Employee Handbook VOLUNTEER PTO CCUA encourages community engagement and supports employees in giving back through volunteerism. Eligible employees may use up to eight(8)hours of paid time off per calendar year to participate in approved volunteer activities during regular work hours. • Volunteer activities must be with 501(c)(3) nonprofits, federal, state, local government agencies, or initiatives sponsored by CCUA, • Time off must be requested in advance and approved by the employee's supervisor to ensure business operations are not disrupted, • Unused Volunteer PTO does not carry over to the following year and is not paid out upon termination of employment, • Employees are responsible for submitting verification of participation upon request. For more details or to submit a VTO request, please contact the Human Resources Department. JURY DUTY/WITNESS SUBPOENA Full-time and regular, part-time employees are eligible to receive income protection for time spent serving on jury duty. CCUA will provide the difference between jury duty pay and an employee's regular day's pay for time spent serving on jury duty. Generally, income protection for time spent serving on jury duty will be provided for a maximum of five workdays. Additional income-protected time away from the workplace for this purpose will be considered on a case-by-case basis and approved by the Executive Director and the Chief Human Resources Officer. Upon receipt of notification from the state or federal courts of an obligation to serve on a jury or to act as a court witness, the employee shall notify their Supervisor and the Chief Human Resources Officer. The employee shall provide copies of the subpoena or jury summons to the Chief Human Resources Officer. 32IPage Clay County Utility Authority — Employee Handbook SAFETY & SECURITY REPORTING ACCIDENTS & INJURIES Employees must report all accidents and injuries immediately to their immediate supervisor. In the case of a vehicle accident, employees must: • First contact the sheriff's department and, if necessary, emergency services, • Then notify their supervisor and the Risk& Safety Manager as soon as possible. Additional reporting requirements: • Any accident, theft, mechanical failure, or vehicle damage, regardless of severity, must be reported to a supervisor within 24 hours, • Employees must not admit fault at the scene of an accident but are expected to cooperate fully with law enforcement and CCUA's internal investigations, • All employees shall submit to drug and alcohol testing in accordance with CCUA's Drug &Alcohol Testing policy. WORKERS' COMPENSATION CCUA provides workers' compensation coverage in accordance with Florida law to protect employees who are injured in the course of their employment. If you are injured on the job, you must notify your supervisor immediately. If medical care is needed, you will be directed to an authorized medical provider. Any work- related absences or medical restrictions must be supported by documentation from the authorized treating physician and provided to the Risk& Safety Manager. CCUA will evaluate, in coordination with your supervisor and the Risk & Safety Manager, whether your medical restrictions can be accommodated through modified or light duty. If accommodations are not possible,or if the physician requires you to be excused from work,additional documentation may be required (e.g., FMLA paperwork). Employees are encouraged to schedule follow-up medical appointments at the start or end of the workday to minimize disruption. All appointments must be communicated in advance to your supervisor and recorded appropriately on your timecard. Injury Leave on Duty (ILOD) may be granted for travel to and from authorized workers' compensation medical appointments. Any additional time off must be charged to accrued leave or recorded as unpaid leave. Employees are expected to cooperate fully with the Third-Party Administrator (TPA) and Risk & Safety Manager during the claim process, including responding to requests for statements, submitting required 33 IPage Clay County Utility Authority — Employee Handbook documentation, and complying with medical referrals. Failure to cooperate may result in claim delays or denial. All medical bills related to an authorized workers' compensation claim must be sent directly to the TPA by the provider. If you receive a bill in error, forward it to the TPA immediately. FACILITY SECURITY CCUA is committed to maintaining the security of its facilities, equipment, and personnel. Employees are expected to follow commonsense security practices and help prevent unauthorized access, vandalism, or safety risks. All employees must: • Lock doors, windows, gates, and other access points when facilities are unattended, • Only unlock buildings or storage areas when actively working in those spaces, • Immediately report suspicious activity or security concerns to management. Managers are responsible for: • Ensuring security fencing, locks, and alarms are functional and used, • Conducting daily inspections of gates and fences and establishing routine checks of Lift Stations and secondary facilities. Visitors must check in at designated locations and wear a visitor badge unless exempt (e.g., scheduled delivery personnel or construction contractors). Employees are empowered and expected to report or question unknown individuals on CCUA property. If a visitor appears to pose a threat, employees should contact the Clay County Sheriff's Office and notify the Risk& Safety Manager. For full details, refer to CCUA's Facility Security Policy or speak with your supervisor. 34IPage Clay County Utility Authority — Employee Handbook MEDICAL LEAVE & OTHER LEAVES OF ABSENC FAMILY & MEDICAL LEAVE ACT (FMLA) CCUA provides employees with time away from work for serious personal health conditions, for the birth or adoption of a child, to care for a spouse, child or parent, or other specific circumstances in accordance with the Family and Medical Leave Act of 1993 and applicable regulations, as amended. FMLA ELIGIBILITY To be eligible for FMLA leave, employees must: • Have been employed with CCUA for at least 12 months (not necessarily consecutive), • Have worked at least 1,250 hours during the 12-month period immediately preceding the start of leave. FMLA LEAVE ENTITLEMENT Eligible employees are entitled to up to 12 weeks unpaid leave during a 12-month period established by the employer(CCUA uses calendar year January 1st through December 31 st) for the following reasons: • The birth and care of the newborn child of the employee, • The placement with the employee of a son or daughter for adoption or foster care, • To care for a spouse, child, or parent with a serious health condition, • The employee's own serious health condition that prevents them from performing their job, • Military caregiver or qualifying exigency leave. FMLA leave shall run concurrently with available Paid Time Off leave where applicable. FMLA INTERMITTENT LEAVE Employees may take intermittent leave or a reduced schedule for certain FMLA reasons, particularly for medical conditions that require periodic treatment. Birth, adoption, or foster care leave can be taken intermittently only with employer approval. For all other reasons, intermittent leave may be taken when medically necessary, with arrangements made in advance with the Human Resources Department and supporting medical certification. 35IPage Clay County Utility Authority — Employee Handbook REQUESTING FMLA LEAVE Employees must provide at least 30 days' advance notice of the need for FMLA leave when the need is foreseeable. If 30 days'notice is not possible, notice must be given as soon as practicable. To request FMLA leave, employees must complete a Notice of Intent to Take FMLA Leave and submit it to Human Resources. Additional documentation, including medical certification, may be required. Please contact HR for the appropriate forms and further assistance. NATIONAL DEFENSE AUTHORIZATION ACT (NDAA) AND FMLA There are qualifying events for eligible employees of military families,which include Reserve and National Guard duty. Under these two additions, FMLA will provide for a one-time leave of up to twenty-six (26)weeks during a twelve(12)month period for spouses,parents, or children,or"next of kin,"to care for a family member who develops a "serious injury or illness." FMLA defines "Serious injury or illness" as an injury or illness incurred by the member in line of duty, or a pre-existing injury or illness that was aggravated while serving in the military, which may make the military service member "medically unfit to perform the duties of the member's office, grade, rank, or rating." For more information regarding FMLA, contact the Human Resources Department. FITNESS FOR WORK CERTIFICATION If the FMLA leave is requested for an employee's medical reasons/serious health condition (not a family member),the employee must present a"fitness for duty"certificate,completed by the employee's healthcare provider,prior to returning to work. This certification is more than a simple statement releasing the employee to return to work. The employee's healthcare provider must assess the employee's ability to perform the essential functions of the employee's job. That assessment includes the employee's physician's review of the employee's job description. CCUA management may require a fitness for duty statement every thirty (30) days for intermittent or reduced schedule leave. JOB RESTORATION FOLLOWING FMLA LEAVE Upon return from FMLA leave, CCUA management will restore an employee to their original job, or to a comparable position with equivalent pay, benefits, and other terms and conditions of employment. In addition, an employee's use of FMLA leave will not result in the loss of any employment benefit that an employee earned or were entitled to before using FMLA leave,nor will the absence(s)be counted under the attendance policy. If an employee fails to return to work on the first day following the approved leave of absence ends or applies for or engages in any other employment during any leave of absence, CCUA will consider the employee to have abandoned and voluntarily resigned their position. If an employee gives a false reason for the requested leave of absence, CCUA may terminate the employee for misconduct. 36IPage Clay County Utility Authority — Employee Handbook BENEFITS WHILE ON FMLA CCUA will maintain coverage under the organization's group health plan for an employee during approved FMLA leave. However, the employee will be required to continue to pay their portion of their insurance coverage during leave. CCUA's obligation to maintain health benefits under FMLA will end if: • The employee indicates they do not intend to return to work, • The employee fails to return to work after FMLA leave ends, • The employee's premium payment is more than 30 days late, and proper notice is given. An employee will not accrue PTO or receive holiday pay while on approved FMLA leave. Employees must use accrued PTO concurrently with FMLA leave. CCUA requires accrued PTO to be substituted for unpaid leave, when available. MILITARY LEAVE (USERRA) If an employee serves as a member of the military, CCUA provides employees with a leave of absence from your civilian position for active military service in accordance with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) and applicable regulations. If an employee is drafted, enlists in the Armed Forces of the United States, or is called to active duty from the Reserves for extended periods, CCUA guarantees leave without pay for employees for a period of up to five (5) cumulative years. CCUA provides unpaid Military Leave, but employees may use accrued PTO during the leave. NOTICE OF INTENT TO TAKE MILITARY LEAVE Upon receipt of an employee's military orders activating an employee for military service in the United States Armed Forces, an employee must notify the Human Resources Department of their need for a leave of absence. Depending on the timing of receipt of the employee's military orders, an employee should provide CCUA at least 30 days advance notice prior to the date the Military Leave is to begin. If circumstances preclude 30 days advance notice, an employee must give as much notice as is possible and practical. JOB RESTORATION FOLLOWING MILITARY LEAVE As a military service member, an employee will return to their job with accrued seniority and other employment protections. An employee will be restored to their original job or to a comparable job with equivalent pay, benefits, and other terms and conditions of employment. In addition, an employee's use of Military Leave will not result in the loss of any employment benefits that an employee would have earned or be entitled to before taking Military Leave,nor will the absence(s)be counted under the attendance policy. 37 IPage Clay County Utility Authority — Employee Handbook An employee must notify the Human Resources Department of their intent to return to service at CCUA as soon as practical and based on requirements of the law. Reinstatement rights apply only if: • The employee provides timely notice of intent to return, and, • The total absence due to military service does not exceed USERRA limits. BEREAVEMENT CCUA recognizes that the loss of a loved one is a difficult and emotional time.While dedicated bereavement leave is not provided, employees may use their accrued Paid Time Off(PTO)to grieve and attend memorial services or related matters. Supervisors are encouraged to demonstrate compassion and flexibility in managing schedules during such times. If an employee requires additional time off and does not have sufficient accrued PTO,unpaid personal leave may be requested and subject to approval. PERSONAL LEAVE All requests for leave without pay must be reviewed and approved by both the Chief Human Resources Officer and the Executive Director. If approved, personal leave may be granted for urgent, unforeseen matters that cannot be addressed during the employees' off-duty hours. Approved personal leave shall not exceed 30 days. Personal leave without pay begins only after all available PTO has been exhausted. During unpaid leave, employees are responsible for paying the full cost of health insurance premiums, including the portion typically covered by CCUA. Upon return, employees will be reinstated to a position in the following order of priority: • Their prior position, if available; • An equivalent position for which they are qualified; or, • A lesser position for which they are qualified. If no suitable position is available, the employee may be separated from employment due to lack of an available position. DOMESTIC VIOLENCE LEAVE In accordance with the Florida Domestic Relations Act of 2007, employees are eligible to receive up to three (3) days leave for a variety of activities connected with domestic violence issues after employees have 38 Page Clay County Utility Authority — Employee Handbook completed three(3)months of employment with CCUA. Leave is provided without pay,unless an employee elects to use accrued PTO. Employees may use this leave time for the following activities: • seeking an injunction for protection against domestic violence, repeat violence or sexual violence, • obtaining medical care or mental health counseling or both for the employee or a family or household member to address injuries resulting from domestic violence, • obtaining services from victims' services organizations such as a domestic violence shelter or rape crisis center, • making the employee's home secure from the perpetrator of domestic violence or finding a new home to escape the perpetrator, • seeking legal assistance to address issues arising from domestic violence or attending or preparing for court related proceedings arising from the act of domestic violence. CCUA request employees communicate these situations with the Human Resources Department as soon as possible. Requests for Domestic Violence Leave and the reasons for the leave will be kept confidential. 391 Page Clay County Utility Authority — Employee Handbook STANDARDS OF CONDUCT EMPLOYEE CODE OF ETHICS CCUA is committed to upholding the highest standards of ethical conduct, transparency, and public trust. As stewards of vital public services, all employees are expected to demonstrate integrity, accountability, and professionalism in all aspects of their work. The following principles constitute CCUA's Employee Code of Ethics: 1. Integrity and Honesty - Employees shall conduct themselves with honesty and fairness in all interactions. Falsification of records, misrepresentation of facts, or any form of dishonesty is strictly prohibited. 2. Public Trust and Accountability - Employees must recognize that their actions reflect directly on CCUA and are accountable to the public. Resources, facilities, and information must be used responsibly and only for official purposes. 3. Compliance with Laws and Policies - Employees shall comply with all applicable federal, state, and local laws, as well as CCUA policies,procedures, and safety regulations. 4. Confidentiality - Employees must protect the confidentiality of sensitive information obtained through their work and may not disclose or use such information for personal gain or outside interests. 5. Conflict of Interest - Employees must avoid actual or perceived conflicts of interest in relation to their employment with CCUA.No employee shall participate in any decision or transaction that may personally benefit them or a family member without full disclosure and prior approval in accordance with CCUA policy. 6. Professional Conduct - Employees are expected to treat coworkers, customers, vendors, and the public with respect, fairness, and courtesy at all times. Harassment, discrimination, and retaliation will not be tolerated. 7. Use of Public Resources - CCUA resources including vehicles, equipment, technology, and time must be used efficiently and only for CCUA business. Personal use must be incidental and in accordance with CCUA policies. 8. Workplace Safety - Employees must promote a safe and healthy workplace by following all safety guidelines and reporting unsafe conditions or behavior immediately. 9. Reporting Violations -Employees are encouraged and expected to report any suspected violations of this Code or other unethical conduct. Reports may be made confidentially and without fear of retaliation, in accordance with CCUA's whistleblower protections. 40IPage Clay County Utility Authority — Employee Handbook EMPLOYMENT OF RELATIVES & PERSONAL RELATIONSHIPS To promote fairness, avoid favoritism, and maintain public trust, CCUA regulates the employment of individuals who are related to, or in personal relationships with, current employees. This policy applies to all employment decisions, including hiring,promotion, transfer, and supervision. CCUA will not hire,promote, or transfer an individual into a position that would create a conflict of interest, appearance of favoritism, or supervisory relationship with a relative or household member. If a personal relationship develops between coworkers (e.g., marriage, domestic partnership, dating relationship, or shared residence), the employees must immediately notify their supervisor or Human Resources. If a conflict arises due to a personal relationship: • The Executive Director may reassign one or both employees to a different department or role, if available. • The new position may differ in responsibilities or pay grade. • If no alternative assignment is available, one or both employees may be asked to resign. If neither chooses to resign, the Executive Director may determine which employee's position will be terminated. PRE-EMPLOYMENT DISCLOSURE & APPROVAL Prior to offering employment, any candidate who is a relative or household member of a current employee must be disclosed and approved by the Executive Director. For the purposes of this policy, a relative includes: • Spouse or domestic partner, • Child, parent, sibling, grandparent, or grandchild, • Aunt, uncle, niece, nephew, or cousin, • In-laws, step-relatives, or half-relatives • Any individual residing in the same household, regardless of familial relationship. 41 ' Page Clay County Utility Authority — Employee Handbook OUTSIDE EMPLOYMENT CCUA does not prohibit employees from engaging in private business or outside employment provided those engagements do not, in any way, interfere, conflict or negatively impact their CCUA duties or the CCUA's reputation. To ensure transparency and avoid conflicts of interest, employees must adhere to the following guidelines: • Approval Required: Employees must submit a completed Request for Outside Employment Form to Human Resources and receive written approval before accepting secondary employment. • Work Performance: Outside work must not interfere with the employee's schedule, availability, performance, or reliability at CCUA. Employees are expected to report to work well-rested and may not leave CCUA during their shift to fulfill outside job obligations. • No CCUA Resources: Employees may not use CCUA vehicles, tools, phones, uniforms, or branded clothing while working for another employer. • No Solicitation:Employees may not sell or promote goods or services from their outside employment to CCUA customers or coworkers during work hours or on CCUA property. • No Conflicts of Interest: Outside work may be related to the utility industry but must not compete with CCUA or create a conflict of interest. CCUA expects employees to report to work well-rested and not to leave the workplace during their shift for outside employment obligations. Before accepting outside employment, employees must submit a "Request for Outside Employment" form to the Human Resources Department for approval. LICENSURE & CERTIFICATION REQUIREMENTS Certain positions at CCUA require professional licenses or certifications due to regulatory, safety, or operational standards. Employees in such positions must obtain and maintain all required credentials as a condition of employment. Employees are responsible for managing their continuing education and renewal timelines. PROFESSIONAL LICENSURE & CERTIFICATIONS Employees whose positions require licensure or certification(e.g.,water/wastewater operators, CDL drivers, electricians,backflow testers) must: • Obtain the required license or certification by the deadline specified in the job description or as directed by CCUA management, • Maintain valid, active status for the duration of their employment in that role, 42 1 Page Clay County Utility Authority — Employee Handbook • Submit updated copies of licensure or certification to Human Resources or their supervisor prior to expiration. Failure to maintain required credentials may result in disciplinary action, including reassignment, suspension, or termination. Employees must notify their supervisor and Human Resources immediately if: • A required license or certification is suspended, revoked, or expired, • They are unable to meet renewal or continuing education obligations, • Any restriction is placed on their professional license (e.g., provisional status). Where licensure or certification is required by CCUA or by regulatory authorities, CCUA may provide access to: • Job-related training or coursework, • Time off to attend exams (with prior approval), • Reimbursement for eligible exam or renewal fees (per Tuition Reimbursement or Training policy). USE OF CCUA FACILITIES FOR GAINING OPERATIONAL EXPERIENCE Individuals who seek to utilize CCUA-owned plants and facilities to gain operational experience must meet the criteria outlined below. All experience gained must comply with the requirements specified in Florida Administrative Code (FAC) 62-602.50. 1. Actively Employed Operator Trainees • Must be currently employed by CCUA and formally assigned to an Operator Trainee position. • Must be actively pursuing licensure hours under the supervision of a qualified operator as part of their training program. 2. Licensed Operators Seeking Additional Hours • Must hold a valid Florida water or wastewater operator license. • Must be seeking to obtain additional hours required for license renewal. 3. Other Individuals 43IPage Clay County Utility Authority — Employee Handbook • Individuals who do not meet the above criteria must obtain prior written approval from CCUA's Training and Development Coordinator. • Approved requests must be documented and retained in the employee's personnel file. All operational experience gained at CCUA facilities must be relevant, properly supervised, and in accordance with applicable regulatory and safety standards. POLITICAL ACTIVITY & PUBLIC IMAGE Employees may engage in personal political activities outside of work hours. However, any employee intending to seek public office must request an unpaid leave of absence prior to officially qualifying as a candidate. Political activities must not: • Interfere with work duties, • Involve the use of CCUA time, equipment, or resources, or • Represent personal views as those of CCUA. USE OF CCUA FLEET VEHICLES & EQUIPMENT CCUA vehicles and equipment are to be used exclusively for CCUA business purposes. Only employees specifically authorized by their department manager are permitted to operate CCUA vehicles. DRIVER ELIGIBILITY • Obtain department manager approval (if CCUA fleet vehicle is not assigned), • Employees must hold a valid Florida Driver's License, • Employees must have less than seven(7)points on their driving record, Employees must promptly report any changes that could affect their ability to drive legally, physical condition, or insurability. DRIVING CONDUCT & SAFETY • Follow all local, state, and federal traffic laws, • Drive safely, responsibly, and professionally, • Maintain vehicle cleanliness and monitor basic maintenance items (e.g., fluid levels, tire pressure) and report deficiencies to their immediate supervisor or CCUA fleet maintenance, 44IPage Clay County Utility Authority — Employee Handbook • Report theft and damage to your immediate supervisor immediately. The following are strictly prohibited: • Use of handheld devices while driving, • Smoking, vaping, or chewing tobacco in CCUA vehicles, • Possession or use of alcohol, • Operating under the influence of alcohol, illegal substances, or impairing medications, • Driving while physically or mentally impaired, • Transporting non-employees, including family or friends. ELECTRONIC MONITORING CCUA vehicles and certain equipment may be equipped with GPS tracking systems to monitor location and usage for operational efficiency and resource management. In addition, video cameras may be installed in vehicles and select CCUA facilities to promote employee safety. Tampering with,disabling,or interfering with any monitoring equipment is strictly prohibited and may result in disciplinary action. Information obtained through electronic monitoring may be used by CCUA for performance evaluation, safety reviews, and/or disciplinary purposes in accordance with applicable policies. VEHICLE ASSIGNMENT TAKE-HOME VEHICLE USE CCUA vehicle assignments are determined by depattiuental operational needs and the specific responsibilities of the employee's position. Employees whose roles involve frequent travel may be assigned a dedicated fleet vehicle. Employees authorized to take home a CCUA fleet vehicle must maintain a primary residence within ten(10) miles of CCUA's service boundary. Employees who relocate outside the permitted boundary must notify Human Resources within five (5) business days and may be subject to reassignment of the vehicle or revocation of take-home privileges. 45 Page Clay County Utility Authority — Employee Handbook USE OF PERSONAL PROPERTY USE OF PERSONAL VEHICLE If a CCUA fleet vehicle is not available, employees may be authorized to use personal vehicles for CCUA business.Authorized employees will be reimbursed at the IRS standard mileage rate,which covers fuel,wear and tear, and insurance. Employees are responsible for confirming with their insurance provider whether business-use coverage is required to operate their vehicle while conducting CCUA business PERSONAL PHONES & ELECTRONIC ENTERTAINMENT The use of tablets, games, e-readers, or other personal entertainment devices is not permitted during work hours, except during designated break periods. Personal cell phone use during work hours should be limited and must not disrupt work or interfere with job responsibilities. For full details on acceptable use,refer to CCUA's Electronic Communications and Technology Use Policy or contact the IT Department. CUSTODY OF PERSONAL PROPERTY Employees are responsible for their personal property. CCUA does not patrol or protect personal items in employee offices, common spaces,parking lots, etc. ELECTRONIC COMMUNICATIONS & INTERNET USE CCUA provides access to computers, email, internet, phones, and other communication systems to support business operations. These systems are CCUA property and must be used responsibly,primarily for official purposes. While limited personal use is permitted, such use must not interfere with job duties or workplace productivity. Employees must use professional etiquette in all communications, including phone calls, texts, and emails. MONITORING & PRIVACY Employees should have no expectation of privacy when using CCUA systems. CCUA reserves the right to access, monitor, and disclose the contents of any communication or files sent, received, or stored on its systems, including email, internet activity, and mobile devices. PASSWORD SECURITY Employees are responsible for safeguarding their passwords and access credentials. Sharing passwords or storing them in visible locations is strictly prohibited. Employees are accountable for activity conducted under their login credentials. 46IPage Clay County Utility Authority — Employee Handbook INTERNET & EMAIL USE Internet use should be appropriate and professional. Excessive personal use or visits to inappropriate or non- work-related websites are prohibited. Email is a business communication tool and is considered both CCUA property and a public record under Florida law. All emails must be professional and suitable for the workplace. The following are strictly prohibited: • Sending or forwarding chain letters,jokes, or political/religious content, • Discriminatory, harassing, or offensive messages, • Misuse of CCUA's email system for personal or commercial purposes. The following uses of CCUA systems are not allowed: • Accessing, sending, or storing content that is offensive, obscene, or harassing, • Using unauthorized credentials to access another user's files, • Introducing viruses or malware into CCUA systems, • Conducting non-CCUA business or unauthorized fundraising, • Personal advocacy, solicitations, or distributing personal opinions under the appearance of representing CCUA, • Using systems for personal gain or activities that interfere with CCUA operations. SOCIAL MEDIA & PUBLIC COMMUNICATION CCUA recognizes that social media and public communication are tools that can inform,engage,and educate the community. At the same time, employees must use discretion and professionalism when speaking on behalf of CCUA or when publicly identifying themselves as employees. OFFICIAL UTILITY COMMUNICATION Only authorized individuals may: • Post on behalf of the CCUA on official platforms (e.g., Facebook, Twitter/X, Linkedln, etc.), • Issue press releases or statements to the media, • Represent CCUA at public meetings, community events, or in interviews, 47IPage Clay County Utility Authority — Employee Handbook All media inquiries must be referred to the Communications & Public Relations Specialist or Executive Office. EMPLOYEE USE OF SOCIAL MEDIA Employees may maintain personal social media accounts, but must adhere to the following: • Do not post confidential or sensitive information pertaining to CCUA (e.g., customer data, system maps, water security info), • Do not speak on behalf of the CCUA unless expressly authorized, • Refrain from commenting on CCUA operations, emergencies, customer complaints, or internal decisions, • Avoid posts that may undermine public trust, damage morale, or create the appearance of bias, hostility, or harassment. PUBLIC RECORDS & SOCIAL MEDIA As a public entity, content related to CCUA business even on personal accounts may be subject to Florida's Public Records Law if it pertains to official activities. Employees should avoid discussing work-related matters in non-official forums or on personal accounts. CONDUCT ONLINE REFLECTS CONDUCT OFFLINE Online behavior is subject to the same professional conduct expectations outlined elsewhere in this handbook. The following are strictly prohibited, even in personal posts: • Harassing, discriminatory, or offensive content, • Negative or derogatory comments about coworkers, supervisors, customers, or the public, • Sharing false or misleading information about CCUA services, • Monitoring and Enforcement. CCUA reserves the right to monitor public-facing content when necessary to protect public confidence and ensure policy compliance. RECORDING DEVICES IN THE WORKPLACE Employees should not use any form of recording or photography device in the workplace without the consent of the Communications and Public Relations Specialist and the individual involved. Recording devices 48 I Page Clay County Utility Authority — Employee Handbook include but are not limited to cameras, camcorders, video devices, cellular telephones, voice recorders, and digital voice or image recorders. TOBACCO & NICOTINE USE CCUA is committed to promoting the health,safety,and well-being of all employees and visitors.To balance individual choice with public health considerations,the use of tobacco products shall be limited to designated outdoor areas located at least 100 feet away from CCUA buildings and entryways. For the purposes of this policy, "tobacco product" includes any product containing nicotine or synthetic nicotine derived from tobacco. This includes,but is not limited to,cigarettes, cigars,pipes, chewing tobacco, snuff, e-cigarettes, and vaping devices. Employees who use tobacco products are encouraged to participate in smoking cessation programs. For information on no-cost tobacco cessation resources,please contact the Human Resources Department. SOLICITATION At CCUA, we are committed to maintaining a productive and professional work environment. To ensure that all employees can focus on their work without disruption, we have established the following guidelines regarding solicitation: Prohibited Activities: • Solicitation of any kind, including the distribution of literature, for personal, political, religious, or commercial purposes, is not allowed during working hours or in work areas. • Employees may not solicit or distribute materials that disrupt the workplace or interfere with job performance. Permitted Solicitation: • Solicitation may only occur in non-work areas (e.g., break rooms, parking lots) during non-working hours (e.g., lunch breaks or before/after scheduled shifts). • Solicitation for charitable causes or company-sponsored events may be permitted with prior approval from management. Approval for Solicitation: • Any employee wishing to engage in solicitation for approved purposes must receive prior written approval from their immediate supervisor or department head. Enforcement: 49 I Page Clay County Utility Authority — Employee Handbook • Employees who violate this policy may be subject to disciplinary action, up to and including termination. BULLETIN BOARDS Bulletin boards are located throughout the office as well as on CCUA computer systems. The Human Resources Department or your immediate supervisor can direct you to the nearest bulletin board. Employees should check the bulletin boards routinely for important employment laws, regulations, and employer announcements and notices. All items posted on CCUA bulletin boards must be approved by the Human Resources Department. UNLAWFUL HARASSMENT & DISCRIMINATION CCUA is committed to maintaining a workplace that is free from all forms of harassment, discrimination, and retaliation. Every employee has the right to work in a professional environment where they are treated with dignity and respect. DEFINITION OF HARASSMENT Harassment includes any unwelcome verbal,physical,or visual conduct based on a person's legally protected status that creates a hostile, intimidating, or offensive work environment, or unreasonably interferes with their work performance. Protected characteristics under Federal law include: • Age, disability, genetic information, • Marital status, sexual orientation, gender identity/expression, • Military or veteran status, or any other status protected by federal, state, or local law. EXAMPLES OF HARASSMENT • Offensive jokes, slurs, epithets, or name-calling, • Threats, intimidation, or physical assaults, • Unwelcome sexual advances or requests for sexual favors, • Display or distribution of offensive materials, including posters or digital content. SEXUAL HARASSMENT Sexual harassment is strictly prohibited and may include: • Quid pro quo harassment: when job benefits are conditioned on sexual favors 50IPage Clay County Utility Authority — Employee Handbook • Hostile work environment: when sexual conduct interferes with work performance or creates an intimidating or offensive environment REPORTING HARASSMENT Employees who believe they have experienced or witnessed harassment should report the behavior as soon as possible to: • Their immediate supervisor, • The Human Resources Department, • A designated member of the Senior Leadership Team. Reports can be made verbally or in writing. Employees are encouraged to report early before behavior escalates and are not required to confront the alleged harasser directly. INVESTIGATION & RESPONSE All complaints will be taken seriously and investigated promptly, thoroughly, and impartially. CCUA will maintain confidentiality to the extent possible and take appropriate corrective action if misconduct is found. NO RETALIATION Retaliation is strictly prohibited against any employee who reports harassment in good faith or participates in an investigation. Any retaliatory behavior will result in disciplinary action, up to and including termination. WORKPLACE VIOLENCE PREVENTION CCUA is committed to providing a safe, secure, and respectful workplace. Acts or threats of violence whether verbal, physical, or psychological will not be tolerated and will be treated as serious violations of policy and safety. Any perceived threat should be reported to the employee's supervisor or the Human Resources Department. DEFINITION OF WORKPLACE VIOLENCE Workplace violence includes but is not limited to: • Verbal or written threats of harm, • Physical attacks or aggressive behavior(pushing, punching, shoving), • Intimidation or stalking, 51 lPage Clay County Utility Authority — Employee Handbook • The possession or use of weapons on CCUA property or while on duty, • Vandalism, sabotage, or destruction of CCUA or another employee's property, • Behavior that causes another person to fear for their safety. ZERO TOLERANCE CCUA has a zero-tolerance policy for workplace violence. Any employee who engages in violent or threatening conduct on-site or off-site while representing CCUA may be subject to immediate disciplinary action,up to and including termination, and may be reported to law enforcement when appropriate. WEAPONS IN THE WORKPLACE Firearms,explosives,and other weapons are prohibited on all CCUA premises and in CCUA vehicles,except as allowed by Florida law (e.g., secure storage in a locked, privately owned vehicle in a parking lot per Florida Statute § 790.251). Employees may not carry concealed weapons during work duties unless authorized and job-related(e.g., law enforcement or security personnel). REPORTING THREATS OR INCIDENTS Employees are required to report any threats, acts of violence, suspicious behavior, or safety concerns immediately to: • A supervisor, • The Human Resources Department, • The Risk& Safety Manager. In emergencies or immediate danger, employees should first contact 911 or appropriate emergency services. All reports will be investigated promptly and, if needed, appropriate security, medical, or legal actions will be taken. PREVENTION AND TRAINING CCUA regular safety assessments of work environments, offers training on violence prevention, conflict de- escalation, and emergency response procedures. Employees are encouraged to report workplace tension to their immediate supervisor. CONFIDENTIALITY AND PROTECTION Reports of workplace violence will be handled confidentially to the extent possible. Retaliation against individuals who report concerns in good faith is strictly prohibited. 52IPage Clay County Utility Authority — Employee Handbook EMPLOYEE RELATIONS CCUA is committed to supporting employee development through ongoing performance feedback and evaluation. • Each employee will receive a formal performance review annually, at the start of the fiscal year (October 1), • Supervisors may also conduct coaching assessments throughout the year to provide informal feedback, • Written evaluations will include feedback on job performance, strengths, areas for improvement, and goal setting. Employees will have an opportunity to review and comment on their evaluation, • A signed copy of the review will be retained in the employee's personnel file. Signature acknowledges receipt, not agreement. PROGRESSIVE DISCIPLINE POLICY CCUA values professionalism and expects all employees to comply with established policies and performance standards. When lapses occur, CCUA encourages correction through a fair and consistent discipline process. The purpose of progressive discipline is to: • Address behavior or performance concerns early, • Provide employees with an opportunity to correct issues, • Protect organizational integrity and service delivery. PROGRESSIVE STEPS In most situations, disciplinary action will follow a progressive sequence: 1. Verbal Warning 2. Written Warning 3. Suspension (without pay) 4. Discharge CCUA reserves the right to skip steps or impose multiple forms of discipline,including immediate discharge depending on the severity, frequency, or impact of the misconduct or performance issue. 53IPage Clay County Utility Authority — Employee Handbook Supervisors must document all disciplinary actions and consult the Human Resources Department prior to implementing suspension or termination. EMPLOYEE GRIEVANCE PROCEDURES CCUA understands problems, misunderstandings, and frustrations may arise in the workplace. Employees are encouraged to raise concerns or complaints regarding workplace decisions, treatment, or policies they believe are unfair, unclear, or inconsistent. This procedure provides a structured process for resolving such concerns in a timely and fair manner. Step 1: Discuss with Immediate Supervisor • Within seven (7) working days of the issue, the employee must request a meeting with their immediate supervisor in writing. • The meeting will occur within five (5)working days of the request. • The supervisor will provide a written response within five (5) working days of the meeting. A copy of the response will be placed in the employee's personnel file. Step 2: Submit to Department Head If the issue remains unresolved: • The employee may submit a written complaint to their department head within five(5)working days of receiving the supervisor's decision. • The complaint must include: o A summary of the issue, o Steps already taken, and o A copy of the supervisor's written response. • The department head will meet with the employee within five (5) working days and issue a written decision promptly after the meeting. Step 3: Submit to Human Resources If the issue is still unresolved: • The employee may submit a formal written complaint to the Chief Human Resources Officer within five (5)working days of the department head's response. • The complaint must include: 54 I Page Clay County Utility Authority — Employee Handbook o A detailed explanation of the grievance, o Documentation of all previous steps taken, o Copies of prior written complaints and responses, o A statement outlining continued concerns and dissatisfaction. • Human Resources will coordinate a resolution with all parties involved. Step 4: Final Review by Senior Leadership Team (SLT) If the issue remains unresolved: • The matter will be reviewed by CCUA's Senior Leadership Team. • The SLT's decision will be considered final,unless substantial new evidence or legal concerns justify further review. Special Circumstances In cases involving harassment, retaliation, or potential conflicts of interest, Human Resources or the Executive Director may refer the grievance to an external reviewer, such as: • An outside attorney, • The Risk& Safety Manager, or • Another neutral third party. CONFIDENTIALITY & NON-RETALIATION All grievance matters will be handled confidentially to the extent possible. Retaliation against an employee for using this process is strictly prohibited and may result in disciplinary action. SEPARATION OF EMPLOYMENT VOLUNTARY RESIGNATION Employees who wish to resign are expected to submit a written notice to their supervisor at least two (2) weeks in advance. This allows for a smooth transition of duties and workforce planning. INVOLUNTARY TERMINATION If corrective efforts are unsuccessful or if an employee commits a serious violation of policy or law, CCUA may terminate employment. 55 I Page Clay County Utility Authority — Employee Handbook The Executive Director, in coordination with the Chief Human Resources Officer, has final authority for involuntary separations. Employees will receive written notice of the termination, including the reason and effective date. Violations of law may be referred to appropriate authorities. Departing employees must: • Return all CCUA property (e.g., keys, ID badges, equipment) on their last day of work, • Provide an updated mailing address for year-end tax forms and benefit notices, FINAL PAY Final wages will be issued on the next regularly scheduled payday following the employee's last day worked, unless otherwise required by law. EXIT INTERVIEW The Human Resources Department will coordinate an exit interview for all departing employees. The purpose is to: • Review returned and final pay procedures, • Explain benefit continuation options (e.g., COBRA, retirement accounts), • Gather feedback to improve employee retention and workplace culture. REHIRE ELIGIBILITY Former employees who resigned in good standing may be considered for future rehire, depending on: • The availability of suitable positions, • The applicant meets all current qualifications and selection criteria. Rehire eligibility is at the sole discretion of CCUA and is not guaranteed. 56IPage Clay County Utility Authority — Employee Handbook EMPLOYEE HANDBOOK ACKNOWLEDGEMENT I acknowledge that I have received access to the Clay County Utility Authority (CCUA) Employee Handbook, which outlines policies,procedures, expectations, and benefits applicable to my employment. I understand that it is my responsibility to read, review, and become familiar with the contents of the handbook. I understand that the handbook is intended to provide a general overview of CCUA's policies and does not constitute an employment contract or a guarantee of continued employment. I further understand that, unless otherwise specified by an applicable collective bargaining agreement or written employment contract, my employment with CCUA is at-will and may be terminated by either party at any time, with or without cause or notice. I understand that CCUA reserves the right to modify, suspend, interpret, or cancel, in whole or in part, any of the published or unpublished personnel policies or practices,with or without notice, at its sole discretion. If I have questions or require clarification about any policy, I understand that it is my responsibility to seek guidance from my supervisor or the Human Resources Department. By signing below, I acknowledge that I have received the CCUA Employee Handbook and agree to comply with the policies and procedures contained therein. Employee Name (Print) Employee Signature Date 57PPage Clay County Utility Authority — Employee Handbook HANDBOOK REVISION CCUA HANDBOOK REVISIONS DATE POLICY October 5, 2021 Jury Duty Pay November 16, 2021 On-Call Pay Policy to On-Call/Standby January 27, 2023 Holiday Juneteenth Day August 05, 2025 Annual review 58IPage C`�P.( fCOU^,T` � l Gr/en. AUTtAO�`. POLICY & PROCEDURES Drug & Alcohol Testing Program Effective Date: August 5, 2025 PURPOSE Clay County Utility Authority(CCUA)asserts commitment to providing a safe work environment and to fostering the well-being and health of its employees. Any CCUA employee who illegally uses drugs on the job; comes to work under the influence; possesses, distributes or sells drugs in the workplace; or abuses alcohol on the job jeopardizes CCUA's commitment to a safe work environment. In alignment with the Florida Drug-Free Workplace Program (Florida Statutes § 440.101-102), Florida Statute 112.0455, and applicable federal regulations, including U.S. Department of Transportation (DOT) and Department of Health and Human Services (HHS) guidelines, this Drug and Alcohol Policy establishes procedures for testing, outlines employee rights and responsibilities, and promotes a drug-free work environment for the safety of all employees, contractors, and the public. POLICY CCUA establishes the following policy: 1. To use, possess, sell,trade, offer for sale, or offer to buy illegal drugs or otherwise engage in the illegal use of drugs on the job is a violation of this policy. 2. To report to work impaired is a violation of this policy. 3. Using prescription drugs illegally at work is a violation of this policy. 4. Violations of this policy are subject to disciplinary action up to and including termination. It is the responsibility of the CCUA's supervisors to counsel employees whenever they see changes in performance or behavior that suggest an employee has a drug problem. Diagnosing personal problems is not a supervisor's job, but the supervisor should encourage such employees to seek help and advise them about available resources 5. Employees must notify the Chief Human Resources Officer if prescribed medication that may create impairment at work. Legal use of prescription or Over-the-Counter medications is permitted unless it interferes with the safe performance of duties. CCUA reserves the right to restrict duties or reassign employees based on medical guidance. Everyone shares responsibility for maintaining a safe work environment, and co-workers should. encourage anyone who has a substance abuse problem to seek help. This policy balances respect for individuals with the need to maintain a safe,productive and drug-free environment. This policy offers a helping hand to those who need it, while sending a clear message that the illegal use of drugs and the abuse of alcohol are incompatible with employment at CCUA. An employee who refuses to submit to an alcohol or drug test when otherwise required hereby violates this policy. Page 1 of 9 Drug &Alcohol Testing Program -Policy&Procedures 1. A refusal to submit to an alcohol test or drug test includes any conduct that obstructs the testing process. 2. A refusal to submit to an alcohol test shall include failure to provide an adequate breath sample, without medical explanation, after receiving notice of the requirement for alcohol testing in accordance with this policy. 3. A refusal to submit to a drug test shall include failure to provide an adequate urine sample, without a genuine inability to provide a specimen (as determined by medical evaluation), after receiving notice of the requirement for drug testing in accordance with this policy. Definitions: Terms used in this policy shall have the following meanings: Drug: Alcohol, including a distilled spirit,wine, a malt beverage, or an intoxicating liquor; an amphetamine; a cannabinoid; cocaine; phencyclidine (PCP); a hallucinogen; methaqualone; an opiate; a barbiturate; a benzodiazepine; a synthetic narcotic; a designer drug; or a metabolite of any of the substances listed in this paragraph, or other controlled substance as defined by Florida Statutes 893.03 and/or Section 202, Schedules I and II of the Federal Control Substance Act including not otherwise listed above. Drug Abuse: The use of any controlled substance as defined in Section 893.03, Florida Statutes, as amended,not pursuant to a lawful prescription. A"lawful prescription" is issued in the name of the employee by a licensed health care practitioner in full compliance with the practitioner's practice act. Drug Test or Test: Any chemical, biological, or physical instrumental analysis administered, by a laboratory certified by the United States Department of Health and Human Services or licensed by the Agency for Health Care Administration,for the purpose of determining the presence or absence of a drug or its metabolites. Employee Assistance Program or EAP: An established program capable of providing expert assessment of employee personal concerns; confidential and timely identification services with regard to employee drug abuse; referrals of employees for appropriate diagnosis, treatment, and assistance; and follow-up services for employees who participate in the program or require monitoring after returning to work. Job Applicant: A person who has applied for a position with CCUA and has been offered employment conditioned upon successfully passing a drug test. Medical Review Officer or MRO: A licensed physician, who has knowledge of substance abuse disorders, laboratory testing procedures, and chain of custody collection procedures; who verifies positive, confirmed test results; and who has the necessary medical training to interpret and evaluate an employee's positive test result in relation to the employee's medical history or any other relevant biomedical information. Prescription or Nonprescription Medication: means a medication obtained pursuant to a prescription as defined by s. 893.02 or a medication that is authorized pursuant to federal or state law for general distribution and use without a prescription in the treatment of human diseases, ailments, or injuries. Page 2 of 9 Drug &Alcohol Testing Program -Policy&Procedures Reasonable Suspicion: Drug testing based on a belief that an employee is impaired in violation of the CCUA's policy drawn from specific objective and articulable facts and reasonable inferences drawn from those facts in light of experience. Among other things, such facts and inferences may be based upon: 1. Observable phenomena while at work, such as direct observation of drug use or of the physical symptoms or manifestations of being under the influence of a drug. 2. Abnormal conduct or erratic behavior while at work or a significant deterioration in work performance. 3. A report of drug use,provided by a reliable and credible source. 4. Evidence that an individual has tampered with a drug test during his or her employment with CCUA. 5. Information that an employee has caused, contributed to, or been involved in an accident while at work. 6. Evidence that an employee has used, possessed, sold, solicited, or transferred drugs while working or while on CCUA's premises or while operating CCUA's vehicle,machinery, or equipment. Types of Testing Pre-Employment Testing: As a condition of employment, all job applicants are required to undergo drug and/or alcohol testing prior to beginning employment. Offers of employment are contingent upon the applicant receiving a negative test result for all substances as defined by applicable federal and state drug testing regulations. a. Any applicant who refuses to submit to testing, tampers with a test, or receives a verified positive result will be disqualified from employment consideration. Applicants may be eligible to reapply after a period of one (1) year policy and in compliance with applicable law. b. Employees who seek promotions may be required to submit to drug& alcohol testing. Reasonable Suspicion Testing: A supervisor who has reasonable suspicion an employee is impaired while on duty shall: a. Notify another supervisor,manager,or the Chief Human Resources Officer or her designee (Risk & Safety Manager) to request their personal observation and review of specific, objective instances of the employee's conduct to confirm that reasonable suspicion exists. The employee shall not be subject to testing without the confirmation of reasonable suspicion by a second supervisor or manager. b. Prohibit the employee from continuing to work. c. Transport the employee to the designated facility for immediate drug and alcohol testing. Page 3 of 9 Drug &Alcohol Testing Program -Policy&Procedures d. After testing, the supervisor or manager shall arrange for safe transportation to the employee's residence, or a place selected by a relative or friend of the employee. e. The supervisor or Chief Human Resources Officer, or her designee, shall promptly detail in writing the circumstances which formed the basis of the determination that reasonable suspicion existed to warrant the testing. Post-Accident Testing: An employee injured at work or involved in an accident, incident, and/or who injures another person or employee, and/or damages CCUA equipment due to his/her negligent behavior shall be transported to the designated facility for drug and alcohol testing. An accident, injury, and/or damage caused by abuse or negligent behavior shall be deemed to be reasonable suspicion. However, the following specific vehicle accidents are not deemed to constitute "reasonable suspicion"unless supported other indications: a. The vehicle was lawfully parked. b. Struck in rear. An accident in which the Authority vehicle was struck in the rear by another vehicle and the employee operating the vehicle is not charged with a violation or cited in connection with an accident, or otherwise clearly at fault. c. Other party charged. An accident in which the operator of the other vehicle is charged with a moving violation and the Authority employee is not. d. Hit and run. The vehicle operated by the Authority employee is damaged by a hit and run driver. The accident must be reported immediately. e. Animals or fowl. An accident involving damage by contact with animals or fowl, except if caused by the employee's negligent behavior. f. Flying gravel or falling objects. An accident involving physical damage, limited to and caused by flying gravel or falling objects. Random Testing: drug tests conducted on employees who are selected through the use of a computer-generated random sample of CCUA's employees. a. All employees shall be subject to drug and/or alcohol testing on an unannounced and random basis. b. Random tests of up to 10% of all employees may be conducted not more than every three (3) months. c. All eligible employees will be placed in a common selection pool and randomly selected by the last digit of their Social Security Number. Return-to-Duty Testing: Employees' who test positive for drugs and/or alcohol will be required to submit to an additional drug and alcohol screening with negative results before they are permitted to return to work. Page 4 of 9 Drug &Alcohol Testing Program -Policy&Procedures a. Employee's who have tested positive for drugs and/or alcohol will be subject to random testing no less than three (3) times for the duration of two (2) years following their return. Should the employee test positive during that time, they will be terminated. Testing Procedures All drug testing will be conducted by a laboratory that is licensed by the Florida Agency for Health Care Administration or certified by the U.S. Department of Health and Human Services (HHS). Drug testing is performed by ClayMed of North Florida, 705 Ferris Street, Green Cove Springs, Florida 32043, or another certified laboratory. CCUA shall pay the cost of the initial and confirmation drug tests. Employees shall pay the cost of any additional drug tests. Employees shall be given the opportunity to disclose any lawful medication being taken which might affect the test results both before the collection and after specimen analysis if the test shows positive for any reason. No employment decision will be made on the basis of the initial test result. A Medical Review Officer("MRO")will notify the employee of the results of his or her drug test. Results of drug tests performed pursuant to this policy remain confidential as provided for under Florida Law. A chain of custody record will be maintained for each sample to ensure control and accountability. The testing laboratory will "split" the sample so as to be able to re-test and verify the results of the first test. Employees and job applicants have the right to consult with the MRO for technical information regarding prescription or nonprescription medication. An employee or job applicant notified by the MRO of a positive confirmed test result may contest the result to the MRO within five working days after notification of the test result. Specimen samples will be labeled, and collection, storage and transportation shall be performed in a manner which will reasonably preclude contamination. Approved collection site personnel will collect the sample. An employee or job applicant whose drug test is confirmed as positive shall be a violation of this policy and the employee or job applicant shall not be deemed to have a "handicap" or "disability" based on the drug test results alone. An employee or job applicant has the responsibility to notify the laboratory of any administrative or civil action brought pursuant to Section 440.102 Florida Statutes. Types of Drugs Tested For The following are among the illegal drugs which may be the subject of drug testing and confirmation testing of employees: 1.Amphetamines 2. Cannabinoids 3. Cocaine 4. Phencyclidine (PCP) 5. Hallucinogens 6. Methadone 7. Methamphetamines 8. Oxycodone 9. Methaqualone 10. Opiates 11. Barbiturates 12. Benzodiazepines 13. Synthetic narcotics 14. Designer drugs 15. A metabolite of any of the substances listed above 16. Any other abused substances, as may be provided for under federal or state law. Detection levels for both drugs and alcohol will be consistent with the most current State and Federal regulations for drug testing. Note also that the list of drugs may change from time to time. In addition to alcohol, screening shall include at least these ten(10) drugs and/or classes of drugs: • Amphetamines • Barbiturates Page 5 of 9 Drug &Alcohol Testing Program -Policy&Procedures • Benzodiazepines • Cocaine • Phencyclidine • Marijuana • Methadone • Methamphetamines • Opiates • Oxycodone Medical Marijuana Use Pursuant to Section 381.986(15), Florida Statutes, CCUA retains the right to enforce a drug-free workplace pursuant to this policy. Accordingly, the use of medical marijuana is prohibited under this policy.Nothing in this policy shall be construed to allow employees to use marijuana,medical or otherwise. List of Over-The-Counter Medications Medication which may alter or affect drug test results is included as Appendix A. Employee Rehabilitation Program Any employee found under the influence of alcohol or other drugs, and who admits to using alcohol or other drugs inappropriately,will be afforded,during their employment with CCUA, one (1) opportunity to successfully complete a rehabilitation program prior to termination of employment. Upon successful completion of a rehabilitation program, continued employment will be subject to random testing of not less than three (3) occasions per year for two (2) years. Testing will be coordinated by and at the discretion of the Risk& Safety Manager. Employee Assistance Program and Local Resources CCUA has contracted with SupportLinc Employee Assistance to help employees deal with personal issues, including substance abuse. Employee Assistance Program (EAP) services are provided to employees at no cost and are confidential. Employees can contact SupportLinc Employee Assistance at 1-888-881-5462 or at supportLinc.com. Use group code: ccua. Community resources related to substance abuse may be found at the Clay Action Coalition webpage at https://clayactioncoalition.org/community-resources/. Employee Consent Before an alcohol or other drug test is administered, employees or applicants shall be asked to sign a consent form authorizing the test and permitting release of test results to the CCUA. The consent form shall provide space for employees and applicants to acknowledge that they have been notified of CCUA's Drug and Alcohol Testing policy and that they understand the policy. Supervisor Training Supervisors will be trained to recognize employees when they appear unfit to effectively perform their duties because of alcohol or other drugs and to identify the elements used in determining reasonable suspicion. Page 6 of 9 Drug &Alcohol Testing Program -Policy&Procedures Confidentiality All drug and alcohol testing records are confidential. Any information about an employee's use of prescription or non-prescription medication, the results of reasonable suspicion drug and/or alcohol testing,and/or an employee's past or present participation in rehabilitation or treatment for substance abuse is considered Confidential Medical Information(CMI). The information received in enforcing this policy shall be disclosed only as necessary for disciplinary actions and reasonable accommodation efforts,resolving legal issues, or as otherwise required by law. Any reports or test results generated pursuant to this policy shall be stored in a confidential file, accessible only by those authorized to receive the information, and separate and distinct from the employee's personnel file. PROCEDURES & RESPONSIBILITIES The Human Resources department must include a notice to job applicants on vacancy announcements for those positions for which drug testing is required. Additionally, notice of this drug-testing policy must be posted in plain view on in Administrative Offices building, and copies of the policy must be made available for the employees or job applicants during regular business hours in the Human Resources office. Employees • Report to work in a fit condition and free from impairment. • Comply with all testing requirements related to pre-employment, reasonable suspicion, post-accident, random, return-to-duty, and follow-up testing. • Notify Human Resources or the Risk & Safety Manager if using prescribed or over-the- counter medication that may impair job performance or pose a safety risk. • Refrain from the use, possession, distribution, or manufacture of illegal drugs or unauthorized controlled substances on CCUA property or while conducting CCUA business. • Cooperate fully with the testing process, including signing any necessary consent forms and providing specimens as required. • Understand that refusal to test, adulteration, or a confirmed positive result may result in disciplinary action, up to and including termination. Department Managers/Supervisors • Observe and document signs of impairment or behavior that may indicate impairment. • Notify another supervisor or manager to request their personal observations if conduct creates reasonable suspicion. • Immediately report concerns to the Risk& Safety Manager for evaluation and coordination of reasonable suspicion testing. • Do not allow an employee suspected of impairment to operate a vehicle, machinery, or continue performing safety-sensitive duties. • Ensure employees comply with the testing process, including safe transportation to and from the testing facility, when necessary. • Maintain confidentiality and limit discussion of testing or disciplinary actions to those with a legitimate need to know. Risk& Safety Manager • Coordinate and oversee drug and alcohol testing for all required situations (e.g., post- accident, reasonable suspicion, return-to-duty). Page 7 of 9 Drug &Alcohol Testing Program -Policy&Procedures • Determine testing eligibility and protocol in collaboration with the supervisor and Human Resources. • Ensure proper documentation of observations, incidents, and testing actions. • Liaise with third-party collection and testing agencies to ensure timely, confidential, and legally compliant procedures. • Maintain secure records related to test results, incident reports, and related documentation in compliance with applicable law. • Assist with employee education and training on substance abuse policies and testing procedures. Chief Human Resource Officer • Maintain the Drug and Alcohol Testing Policy in accordance with applicable federal, state, and local laws. • Ensure policy implementation and consistency across all departments and levels of the organization. • Review and act upon confirmed test results, in coordination with the Risk & Safety Manager and department leadership, ensuring appropriate disciplinary or return-to-duty actions. • Oversee employee assistance and rehabilitation options when applicable (e.g., referral to Employee Assistance Program). • Ensure confidentiality and compliance with HIPAA, ADA, and other relevant regulations in handling employee medical and testing information. • Facilitate training for supervisors and managers on identifying substance abuse and enforcing testing policy protocols. ELIGIBILITY All employees of CCUA. VIOLATION OF POLICY Violation of this policy may result in disciplinary action, up to and including termination of employment.Employees injured on the job will be tested for the presence of drugs: Positive results or refusing a drug test may cause loss of workers compensation benefits. If an employee is injured in the scope of his or her employment and drug tests or other medical evidence indicates the presence of drugs or alcohol in the employee's body at the time of the accident, the employee may be required to forfeit any medical or indemnity benefits available under the Florida Workers' Compensation Statute. (F.S. 440.101(2)). This penalty is in addition to any other penalties that might apply either under this policy or under applicable law. CHANGE LOG Date of Change Description of Change August 5, 2025 Page 8 of 9 Drug &Alcohol Testing Program -Policy&Procedures APPENDIX A—Over the Counter and Prescription Drugs Which Could Alter or Affect Drug Test Results* Category Examples Alcohol All liquid medications containing ethyl alcohol(ethanol). Please read the label for alcohol content.As an example,Vick's Nyquil is 25% (50 proof) ethyl alcohol, Comtrex is 20% (40 proof), Contact Severe Cold Formula Night Strength is 25%(50 proof)and Listerine is 26.9% (54 proof). Amphetamines Obetrol,Biphetamine,Desoxyn,Dexedrine,Didrex,Ionamine,Fastin. Cannabinoids Marinol(Dronabinol, THC). Cocaine Cocaine HCI topical solution(Roxanne). Phencyclidine Not legal by prescription. Methaqualone Not legal by prescription. Opiates Paregoric,Parepectolin, Donnagel PG, Morphine, Tylenol with Codeine, Empirin with Codeine,APAP with Codeine,Aspirin with Codeine, Robitussin AC, Guiatuss AC,Novahistine DH,Novahistine Expectorant, Dilaudid(Hydromorphone),M-S Contin and Roxanol(morphine sulfate), Percodan,Vicodin, Tussi-organidin, etc. Barbiturates Phenobarbital,Tuinal,Amytal,Nembutal, Seconal,Lotusate,Fiorinal, Fioricet,Esgic,Butisol,Mebaral,Butabarbital, Butalbital,Phrenilin,Triad, etc. Benzodiazepines Ativan,Azene,Clonopin,Dalmine,Diazepam,Librium,Xanax, Serax, Tranxene,Valium,Verstran,Halcion,Paxipam,Restoril, Centrax. Methadone Dolophine,Metadose. Propoxyphene Darvocet,Darvon N,Dolene, etc. *Due to the large number of obscure brand names and constant marketing of new products,this list cannot and is not intended to be all-inclusive Page 9 of 9