Pulaski County considers formalizing hiring rules, job‑posting requirements and rehire restrictions

Pulaski County commissioners spent a portion of their meeting reviewing sections 2 and 3 of the county employee handbook, focusing on how vacancies are advertised and how internal promotions are handled.

Staff member (speaker 4) told the board that Indiana law generally requires municipalities to publicly post job openings but allows two limited exceptions: when a job requires specialized skills that are hard to find and when a position is filled through an internal promotion, in which case the vacated lower position can be advertised publicly. "Municipalities are obligated to publicly post all job openings for application and review before filling the position under the Indiana Open Door Law," the staff member said, and recommended the county adopt procedures that reflect those exceptions.

Another staff member (speaker 5) urged the board to adopt the internal‑promotion procedure to remain compliant while allowing sensible staffing flexibility. Chair (speaker 1) asked Jacob (staff) to perform thorough research and draft proposed handbook language; Jacob confirmed he would track the items and noted a 10% administrative fee consideration related to utility coordination that appeared elsewhere on the agenda.

Commissioners discussed where job notices should appear and generally favored requiring postings in three public venues to increase reach: the county website, the local newspaper and a physical posting at the courthouse, with optional additional outreach such as the county radio station or a TrueHue internal notice. Participants warned that paid national job sites can attract overseas applicants and noted the county must balance broad outreach with screening and cost.

The board also explored whether certain elected offices and court positions are governed by statutory appointment powers. A staff member read relevant Indiana code, saying judges and some court employees and the county prosecutor's office have appointment authority that can supersede handbook procedures. Chair (speaker 1) requested Jacob provide legal citations and recommendations at a future meeting.

On rehiring, commissioners discussed a proposed handbook provision making employees who leave without giving two weeks' notice ineligible for rehire; staff noted the payroll disruption risk if critical roles depart suddenly and asked counsel to draft careful language. The board did not adopt new handbook language at this meeting but asked staff to return with proposed edits and legal references.

The item will return for further review after staff research and suggested handbook language are provided.