Get Full Government Meeting Transcripts, Videos, & Alerts Forever!
Get email alerts on the Personnel Policy topic
No spam. Unsubscribe anytime.
Waxhaw staff present personnel policy overhaul; fingerprinting requirement will extend some hiring timelines
Summary
Staff presented a consolidated personnel policy drafted with Central Regional Council and staff feedback; the board was told the draft adds compliance provisions (ADA, Pregnant Workers Fairness Act) and a new state fingerprinting requirement for roles working with children that can add about a month to hiring.
Miss Emily Learner presented an update on the town's personnel policy modernization at the June 23 work session, describing a process that began in October 2025 and included Central Regional Council as the lead consultant, multiple staff review rounds, and attorney review.
"We selected Central Regional Council as the lead consultant firm... we kicked it off with staff in December of 2025 to go through and get their feedback," Learner said, summarizing the outreach and drafting timeline. The draft consolidates scattered policies into one searchable personnel manual and adds compliance language for recent laws.
Board members asked whether anything surprising emerged in the update. Learner said most changes were rewording and organization, but she highlighted the addition of legal compliance items, including references to the Pregnant Workers Fairness Act and the Americans with Disabilities Act. She also explained a new state fingerprinting statute: positions that work frequently with children must undergo fingerprinting submitted to the State Bureau of Investigation, which has lengthened the hiring process for those roles.
"The fingerprinting part... has for us taken about a month to receive those results back," Learner said. The board discussed the operational impact; Learner recommended running the revised draft back through the town attorney and targeting adoption at the July 14 meeting, after which staff training would follow.
No final adoption occurred at the June 23 meeting; staff will return with attorney-reviewed final language and a plan for training if the board adopts the consolidated policy.
