County staff presented extensive redline edits to the Linn County employee handbook prepared by an HR consultant, and commissioners spent more than an hour reviewing proposed changes to sections covering employment classifications, anti‑discrimination language, paid time off, and disciplinary and grievance procedures.

An unidentified staff member summarized the edits and said the consultant streamlined language across sections and recommended additions such as pregnancy accommodation language, the explicit inclusion of age (40+) and victims of domestic violence in the equal‑opportunity policy, and clearer complaint‑reporting procedures. The staff summary noted the consultant also recommended that the handbook include a provision stating that plan or program documents (available from the county clerk) govern in case of a conflict with the handbook text.

On benefits and payroll the consultant’s edits moved direct deposit from a required policy to one that is "strongly encouraged," and clarified pay periods and overtime definitions. The proposed handbook sets a sick‑leave accrual cap (the consultant’s draft cites a 400‑hour cap), and commissioners asked staff to research whether short‑term disability options should be available as an alternative.

Commissioners repeatedly asked staff to locate or prepare supporting documents referenced in the draft, including the county’s parental‑leave plan (the consultant’s language refers to partial wage replacement but did not specify the percentage), the sick‑bank committee charter and grievance‑procedure precedents for elected officials. One commissioner asked whether grievance procedures should apply to elected officials; staff were directed to ask the HR consultant for guidance on whether and how elected officials should be included.

The board asked Human Resources to return with clarifications on: (1) the parental‑leave implementation document that details partial wage replacement and eligibility; (2) evidence or precedent for a 400‑hour sick‑leave cap and alternatives such as short‑term disability; and (3) a recommended grievance committee membership or an existing resolution establishing a sick‑bank review committee.

What’s next: staff will consult with the HR consultant for the requested clarifications and present the updated handbook language and supporting documents at an upcoming meeting.