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Questions and Answers

What is the primary reason for prohibiting solicitation salespeople from visiting work areas without permission?

To prohibit distribution of literature during employee breaks

To ensure compliance with applicable laws

To maintain a safe and comfortable working environment

To prevent disruption of productivity (correct)

When is distribution of literature permitted in the workplace?

During employee work time

In County buildings and vehicles

During employee breaks in non-work areas (correct)

In designated work areas

What is the purpose of the policy on visitors to work areas?

To maintain a safe and comfortable working environment

To ensure compliance with applicable laws

To minimize disruptions to productivity (correct)

To promote equal employment opportunities

Where can smoking be permitted during normal break times?

In designated areas only Signup and view all the answers

What is the purpose of the policy on postings of notices, flyers, and advertisements?

To communicate official government information Signup and view all the answers

Who must obtain permission to post a bulletin in a County Building?

Any person or organization, including employees and outside organizations Signup and view all the answers

Where should employees post notices or announcements according to the County's policy?

On designated bulletin boards or areas Signup and view all the answers

What type of content is not allowed on the County Message Board?

Obscene, pornographic, or libelous content, among others Signup and view all the answers

Who needs to approve messages sent to the 'Everyone Group' or the County Message Board?

County Administrator or designee Signup and view all the answers

Under what circumstances can employees post items for sale on the County Message Board?

If approved by the County Administrator or designee Signup and view all the answers

What is prohibited during working hours?

Active or passive political campaigning or solicitation Signup and view all the answers

What is a conflict of interest in the context of County employment?

When an employee has personal investments in an enterprise Signup and view all the answers

What is the purpose of written employee evaluations?

For all the above purposes and more Signup and view all the answers

Who is exempt from the rule against outside employment?

Military personnel Signup and view all the answers

What is the minimum frequency of written employee evaluations?

Annually Signup and view all the answers

What is the purpose of the dress code policy?

To balance the County's image with employee freedom Signup and view all the answers

What is required for employees to use a St.Johns County computer?

A signed agreement to comply with the Computer Use Policy Signup and view all the answers

What is the primary purpose of County-provided telephones?

To conduct St.Johns County business and carry out day-to-day operations Signup and view all the answers

What is the main purpose of the progressive discipline process in St. Johns County?

To provide a staged approach to addressing employee misconduct Signup and view all the answers

What is the role of the Human Resources Director in disciplinary actions?

To approve all disciplinary actions except verbal warnings Signup and view all the answers

What is prohibited under the Confidentiality policy?

Using confidential information for personal gain or benefit Signup and view all the answers

What is the purpose of the grievance and appeals procedure in St. Johns County?

To provide a way for employees to resolve disputes and appeal employment decisions Signup and view all the answers

What is required for employees to use their personal cellular phones or other communication devices?

Restricting use to non-duty time, such as breaks, lunch, etc. Signup and view all the answers

Which employees are not eligible to use the grievance and appeals procedure?

Contract employees, temporary employees, and new employees serving their initial 6-month probation Signup and view all the answers

What is considered inappropriate conduct by St.Johns County?

Using County supplies for personal purposes Signup and view all the answers

What is the consequence of an employee being absent for three consecutive working days without authorized leave?

The employee will be considered to have abandoned their position and will have their employment terminated Signup and view all the answers

What is the consequence of willful violation of County rules and regulations?

Disciplinary action up to and including termination of employment Signup and view all the answers

What is the minimum amount of advanced notice required for an employee to resign and be eligible for payment of accrued leave?

Two weeks Signup and view all the answers

What is prohibited under the Outside Employment policy?

Conflicting with the employee's duties with the County Signup and view all the answers

What is required for employees to make emergency personal calls using County-provided telephones?

Reimbursement of charges to the County Signup and view all the answers

What is the policy for the safe use of cellular devices in vehicles?

It is located in the Employee Handbook Signup and view all the answers

What is the employment status of St.Johns County employees?

At-will employment Signup and view all the answers

Study Notes

Solicitation and Visitors

Solicitation salespeople, canvassers, and others not employed by the County are prohibited from visiting work areas without permission from the County Administrator.
Soliciting contributions or memberships during employee work time is prohibited.
Distribution of literature is allowed during employee breaks in designated areas.

Smoking

Smoking is prohibited in County buildings and vehicles.
Smoking is allowed during normal break times and in designated areas.

Postings and Notices

The Intranet and bulletin boards are used to communicate official government information.
Designated bulletin boards may be used for County-related business.
Postings must be approved by the department whose bulletin board will be used.
Postings on doors, walls, windows, or other areas not designated for such postings are prohibited.

County Message Board

County employees are permitted to post items on the electronic bulletin board, providing all County Ordinances are adhered to.
Messages sent to the "Everyone Group," "BCC All Group," and the County Message Board must be approved by the County Administrator or designee.
Prohibited postings include content that is obscene, pornographic, libelous, promotes religious or political activities, advocates violence, bigotry, or bias.

Political Activities

Employees are permitted to be politically active but are not permitted to be a candidate for political office, hold political office, or hold an office in a political party as an employee of the County.
Active or passive political campaigning or solicitation for political contributions during working hours is prohibited.

Conflict of Interest

County employees shall not have personal investments in any enterprise that could create a substantial conflict between their private interests and the public interest.
Employees must not maintain relationships with organizations, businesses, or individuals with which they have official County business.

Personal Business

Employees shall only conduct official County business during work hours.
Personal business may not be conducted at work.
The use of County property and/or equipment may not be used for personal business.

Personal Appearance and Grooming

Employees are expected to take pride in their personal appearance and meet appropriate grooming standards.

Dress Code

Work attire shall reflect a customer-oriented and professionally operated organization.
Casual business attire is acceptable in the office environment during regular business hours.
Department policy may vary based on safety regulations, tasks performed, and the customers served.

Performance Evaluations

Written employee evaluations will be prepared at least annually.
Evaluations are used for informing employees of their work performance, recognizing potential for promotion, determining eligibility for salary advancements, and determining training needs.

Outside Employment

Employees who engage in secondary employment may not allow that employment to interfere or conflict with County work and interest.
Outside employment must be approved by the Department Director and Human Resources using the designated form.
Outside employment may not conflict with the employee's duties with the County or have an association with any business that has an unfavorable or questionable reputation.

Confidentiality

Employees shall not disclose confidential information gained through their employment with any person who does not have the need to know.
Employees are prohibited from using privileged information for their personal gain or benefit.

County Telephone Use

County-provided telephones are intended for the conduct of St. Johns County business.
All calls are to be handled in a professional manner.
Personal incoming and outgoing phone calls should be a rare occurrence and are restricted to local or toll-free calls only.

Cell Phone Use

The use of personal cellular phones or other communication devices is restricted to non-duty time.
The policy and procedure for the safe use of cellular devices in vehicles are located in the Employee Handbook.

Computer Use

Any employee using a St. Johns County computer is considered a user and is obliged to comply with the policy.
The County computer system may only be used for the purpose of conducting County business and may only be accessed by authorized users.

Appropriate Conduct

Employees are expected to adhere to accepted business principles in matters of professional and personal conduct.
Inappropriate behavior includes, but is not limited to, negligence, inefficiency, inability to perform assigned duties, insubordination, willful violation of County rules and regulations, and misconduct.

Disciplinary Action

St. Johns County uses a progressive discipline process.
Disciplinary actions may take the form of verbal warning, written warning, suspension, change in assignment, reduction in pay, demotion, or termination.

Grievance/Appeals

The County is committed to providing fair treatment to all employees.
The procedure for solving problems, resolving disputes, and appealing employment decisions is established in the employee handbook.

Resignation

Employees who resign after giving a minimum of two (2) weeks' advanced notice may be entitled to the payment of accrued leave.

Abandonment of Position

Employees who are absent for three (3) consecutive working days without authorized leave will be considered to have abandoned their position and will have their employment terminated.

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Description

This quiz covers a county's policy on solicitation, including permissible areas and timings. It outlines the rules for salespeople, canvassers, and other external parties in the workplace.