Free parking is provided to all employees. Employees who carpool and park in the garage adjacent to the Governmental Center may apply for a car pool permit to have access to the special carpool parking area located on the second floor. For more information call Facilities Maintenance.
A pay increase is not an entitlement for unrepresented employees and is established on an annual basis by the County Commission. Pay increases for employees whose positions are covered by a collective bargaining agreement are negotiated between the Unions and County Management. Those agreements, however, are subject to final vote by the union membership and approval by the County Commission. The Human Resources Division-Compensation Services Section processes pay increases.
The County pay period is 14 days (biweekly) in length, resulting in 26 paychecks annually. For most employees, the pay period begins on Sunday and ends two weeks later on Saturday.
Payday is the Friday following the end of a pay period. Once established in a pay cycle, employees can expect to receive a paycheck every other Friday for time worked during that pay period. Employees can arrange for direct deposit of payroll checks through Payroll Central.
Payroll Central Office
The Payroll Central office is located in Room 203 on the second floor of the Governmental Center. Contact them by calling 954-357-7190 or email@example.com for assistance with payroll and Deferred Compensation questions.
Most employees receive a formal, written evaluation of their work performance prior to their completion of the first six months of employment (or probation period, if applicable) and annually thereafter. The performance evaluation is intended to inform employees of how well they are performing their work and how they can improve their work performance. In some cases, the performance appraisal is the basis of recommendation for pay increases.
Personal Days (See Holidays)
Personal Income Protection Plans (See Your Benefits & You)
Personnel File (Official)
The Official Personnel Files are maintained by the Human Resources Division-Compensation Services Section. These files contain formal employment documents such as personnel action forms (BC 102-102), performance evaluations, formal disciplinary actions, acknowledgement forms and other related formal documents.
Pharmacy Benefits (See Your Benefits & You)
Political Activity (See Public Office)
Positive Start Program
Newly promoted, first-time supervisors or those who are new to supervision in Broward County are required to successfully complete the training program called “Positive Start.” This program is offered through the Human Resources Division-Learning and Organizational Development Section and addresses the behavioral and technical skills necessary to be effective in a supervisory role.
Privacy Statement (See Health Insurance Portability and Accountability Act (HIPAA) General Awareness statement at the front of the book.)
Promotional Opportunities (see Job Opportunities)
All County government records, unless exempted by state or federal law, are public records. Florida Statute 119.01, referred to as the Florida Sunshine Law, governs the public’s right to inspect and obtain copies of public records made or received in connection with official County business, including personnel records. Public records must be open at all times for inspection, examination, or copying by any person. See also Sunshine Law.
Public Records Requests
All County agencies are required to centrally record and track public record requests (PRR) in a program administered by the Office of Public Communications. An agency can receive a Public Records Request in person, verbally over the telephone, in an email or in writing. The requestor does not have to indicate why they want a public record. Self Service Xpress, a software application is used to record and track PRR requests. Each agency designates at least one PRR Coordinator to manage and oversee PRR requests. Providing access to public records is a duty of each agency. Charges may apply. For more information, contact the Office of Public Communications at 954-357-6990, or by email at firstname.lastname@example.org or on the BC-Net.
When a reduction in force occurs, those laid off may have a right to be recalled to the job classification previously held prior to being laid off. Any recall is subject to the existence of a vacancy in the same classification from which the employee was laid-off and the employee meeting the minimum qualifications in effect at the time of recall. Employees whose positions are covered by a collective bargaining agreement should consult the applicable labor agreement for further information.
Reduction in Force
This can occur if it is necessary to eliminate a position due to lack of work or lack of funds. County reduction in force policies apply to most employees. The policies ensure fair, uniform procedures to determine who is affected and how the reduction takes place. Employees covered by a collective bargaining unit should consult the applicable bargaining agreement for the provisions related to reduction in force.
Resignation of Employment
Employees are expected to give written notice of their intent to resign from County employment at least two weeks prior to the planned date of separation. Once management has accepted a resignation, it cannot be withdrawn without specific approval of the appointing authority. Contact the Human Resources Division-Employee Benefit Services for related information on continuation of benefits.
Responsibility to Serve the Public
Serving the public is the primary focus of County government and all County employees share in this responsibility. As public servants, we are obligated to provide the best possible service to our employer: the citizens of our community. To meet our obligation to the public as County employees, we must:
- work productively and effectively each workday
- work cooperatively with fellow employees, supervisors and the public
- offer suggestions for improvement in work methods and approaches
- keep physically and mentally healthy
- work safely at all times
Right to Work
The State Constitution established Florida as a ‘right to work’ state. This means that no one’s right to work can be denied or abridged because of membership or non-membership in a labor union. In addition, employees have the right to join or not join unions, free of coercion. Further, public employees do not have the right to strike.