Commissioners review updated personnel policy manual; discuss whistleblower protections, LEOBR language and volunteer responder time

Commissioners reviewed a comprehensive revision of the St. Mary’s County personnel policy and procedure manual and directed staff to continue refining language on several key items, including whistleblower protections, compensation rules for exempt employees under new federal overtime guidance, and how law enforcement personnel rules will be treated relative to the county-wide manual.

HR Director Catherine Pradson said the draft incorporated requests from employees, managers, the county administrator and the county attorney and reflected state and federal legislative changes. Pradson highlighted a newly proposed whistleblower policy and an explicit prohibition on retaliation for employees who report improper conduct.

Commissioner discussion and clarifications

- Whistleblower and anti-retaliation: Commissioners supported adding a whistleblower provision. Pradson and the county administrator said they had drafted language and would coordinate with the County Attorney and the Local Government Insurance Trust (Legit) to ensure the policy and associated wording did not create litigation exposure.

- Law Enforcement Officer Bill of Rights (LEOBR): The draft omitted LEOBR references from the general disciplinary chapter; commissioners discussed ensuring the omission did not create unintended liability. The board asked that the county attorney and Legit review the wording to guard against adverse legal consequences where personnel benefits or discipline intersect with law-enforcement-specific statutes or agreements.

- Exempt employees and overtime threshold: Commissioners discussed the U.S. Department of Labor’s updated overtime rule and its much higher salary threshold for exempt status. HR said very few county positions are affected but acknowledged the county must track and implement changes; HR will work with payroll and affected departments.

- Volunteer fire/EMS and leave usage: Commissioners pressed HR to find a way to avoid forcing volunteer firefighters and volunteer EMS personnel to use paid leave when they respond to emergency calls while off-duty. HR said the draft did not recommend a change because of scheduling complexity, but agreed to explore options with department directors and fire/EMS leadership. Commissioners suggested an essential-personnel or verification system to distinguish duty crews from volunteers who respond to calls.

Next steps

Pradson said the board’s intent is a July 1 effective date for the manual; she will continue to refine wording, consult Legit and the county attorney on the LEOBR and related language, and bring back a final draft for adoption. Commissioners asked for clear communication to departments about holiday-call/comp-time rules and to proceed carefully where personnel policy intersects with statutory or collective-bargaining protections.

No final vote on adoption was taken at the May 24 meeting.