Sarpy County policy board recommends multiple revisions to personnel rules, including whistleblower and workplace-violence policies

The Sarpy County Personnel Policy Board on March 27 recommended approval of revisions to a package of personnel rules and regulations, voting 3 yeas with two members absent on each recorded item.

The board reviewed and recommended updates to multiple Rule 6 subdivisions presented by Mary Davis, the county human resources director. Davis said the changes clarify expectations for employee conduct, reporting requirements and supervisory responsibilities.

Major changes and highlights

- Nepotism (Rule 6, Regulation 1): The revision was presented as a minor redline change to existing nepotism language. The board recommended approval as presented.

- Conflict of interest (Rule 6, Regulation 2): The revision clarifies that employees should disclose conflicts and adds a recommendation to include disclosure at hire and to provide training for new hires. Davis told the board an added paragraph will state disclosure of the presence or absence of a conflict of interest upon hire.

- Code of ethics (Rule 6, Regulation 3): The code retains its core premise and adds a non‑exhaustive list of unacceptable behaviors (dishonesty, theft, willful destruction of property, working under the influence and similar offenses) and language about a duty to report.

- Whistleblower activities (Rule 6, Regulation 4): The policy provides protections against retaliation for good‑faith reports of law violations or gross inefficiency. Davis said the county added an "Integrity Counts" hotline and online reporting mechanism; complaints may be submitted anonymously and are reviewed by a county group.

- Electronic communications (Rule 6, Regulation 8): The revision updates acceptable and unacceptable uses of county electronic resources and states that employees should have no expectation of privacy when using county equipment; IT may monitor county systems.

- Political activity (Rule 6, Regulation 8 — political activity was presented as a related subsection): The policy prohibits engaging in political activity while performing paid work for Sarpy County or using county equipment; employees may engage in political activity on their own time and with personal resources.

- Harassment and discrimination policy: The board reviewed a consolidated anti‑discrimination and harassment policy that formalizes reporting procedures, complaint resolution and required training for harassment. The policy prohibits retaliation for good‑faith reports.

- Consensual romantic relationships in the workplace: A new policy was presented that prohibits supervisors from dating subordinates, requires disclosure when such a relationship exists, and provides for reassignment or other resolution when necessary to avoid conflicts of interest.

- Hours of work policy: The new policy establishes expectations such as a 40‑hour workweek and 80 hours in a two‑week pay period, an unpaid lunch hour and two 15‑minute paid breaks where operationally feasible.

- Timekeeping policy: The policy specifies timekeeping expectations: hourly employees must clock in and out; exempt employees are expected to record an 80‑hour two‑week pay period or account for paid leave if hours fall short.

- Workplace violence policy: A new workplace violence policy was presented to define threatening or violent behavior, provide reporting procedures, and prohibit retaliation for reporting.

Votes at a glance

Each motion recommending approval was moved by Jonathan Davidson and seconded by Diane Bruce; the board recorded each item as approved with three yeas and two absences (George Forrest and Randy Bennett). Specific recorded outcomes in the meeting transcript read as variations of "3 yeas, 2 absent — motion carries." The board also approved the February 19, 2025 meeting minutes by the same tally.

What changes mean

Mary Davis said many of the revisions are clarifying language or updates to definitions and that new policies will be introduced to staff through orientation and training. She said the conflict‑of‑interest revision will include a disclosure at hire and that supervisors will receive guidance on reporting and enforcement. Davis described the "Integrity Counts" hotline as an additional reporting channel for employees and the public.

Board process and next steps

The Personnel Policy Board recommended the items for approval; the transcript shows the board will continue regular reviews of new policies. No item in the meeting record was tabled or failed; the votes were recorded as carries with two absent members.