New Employee Orientation Policies and Procedures

All Human Resource policies and procedures are located on the Internet:

Policies and Procedures Smoking Policy Violence Free Workplace Policy Internet and Usage Policy Employment Outside State Government Dual Employment within the State Personnel System Direct Deposit Dress Code Conduct of Employees & Disciplinary Guidelines Oath of Loyalty Code of Ethics Code of Personal Responsibility Misuse of Access to Employee Records or Information Workers’ Compensation / Safety Drug-Free Workplace

Smoking in the Workplace HR Smoking is prohibited at all times in all buildings and main entryways. Employees may use their breaks to smoke in the designated smoking areas.

Violence-Free Workplace & Support for Domestic Violence HR DMS has zero tolerance for violence in the workplace. This includes violent, aggressive or threatening behavior (oral or physical) that has the potential to result in physical injury, emotional trauma or otherwise risks a person’s safety or productivity. Any DMS employee, who commits an act of domestic violence or repeat violence and is convicted of domestic violence, or who violates a domestic violence injunction may be subject to disciplinary action.

Internet and Usage Policy Internet –Work purposes –May visit non-sensitive Internet sites during non-work time (breaks, lunch, before/after work hours). Use common sense. –Not permitted to access, send, store, or display sensitive materials such as gambling, sexually explicit material, profane, obscene or inappropriate language, etc. –Official state business –Personal use should be brief, must not interfere with work, etc. Use common sense.

Conflict of Interest / Employment Outside State Government HR All employees must get prior approval to hold additional employment outside State government. Form (111-F1)

Dual Employment within the State Personnel System HR All current DMS employees must request approval to be employed by another State Personnel System employer. The request must be approved by the employee’s supervisor, Human Resource (HR) director as the agency head’s designee, and the General Counsel (GC). If approved, DMS is considered the primary employer. Form (112-F1)

Direct Deposit HR As a condition of employment, a person who works in state government is required to participate in the direct deposit program, according to Sections and , Florida Statutes. An employee may request an exemption, from the Human Resource (HR) director, from participating in direct deposit if the employee can demonstrate that participation would create a hardship on the employee or when the employee is in an Other Personal Services (OPS) position.

Dress Code HR Each employee should dress professionally at all times, keeping in mind the job duties being performed. If an employee has a question about whether an item of clothing is appropriate or inappropriate, he/she will ask their supervisor.

Conduct of Employees & Disciplinary Guidelines HR Employees are expected to act in a professional, responsible and courteous manner deserving of public trust and to foster a positive and productive work environment. DMS expects employees to recognize unacceptable, inappropriate, unethical and unprofessional behavior. That behavior is disruptive, unproductive and is cause for discipline up to and including dismissal. DMS expects employees to use common sense and good judgment. It is impossible to identify all unacceptable standards of conduct. Employees cannot excuse their unacceptable conduct because it is not specified in this policy. DMS leadership determines what is or is not acceptable behavior, not the employee. Employees in a status other than permanent CS may be dismissed at will. Permanent CS employees may be dismissed for cause.

Oath of Loyalty HR To best serve the people of Florida, as public servants we keep service to the public as our highest priority. An honest, ethical and open structure within which government decisions are made is crucial to building a government for the people of Florida.

Code of Ethics HR As a condition of employment, each DMS employee must sign the following pledge: –I am aware of the requirements of the Department of Management Services’ Code of Ethics. –I understand that, by holding a position within state government, I have taken on the mantle of public service. –I am committed to maintaining an honest, ethical and open system of government for the people of Florida. –I therefore pledge to honestly and faithfully comply with both the letter and spirit of this Code of Ethics, as well as the requirements set forth in Chapter 112, Part III, Florida Statutes, in the discharge of my duties and responsibilities as a public servant. As part of this commitment, I pledge to be on guard against and to avoid the appearance of impropriety in conducting the people’s business.

Code of Personal Responsibility HR As a condition of employment, each DMS employee must sign the following pledge: –I am aware of the requirements of the DMS’ Administrative Policies and Procedures (Code of Personal Responsibility), which may be revised from time to time. –I am committed to a workplace free from illegal discrimination. –I therefore pledge to honestly and faithfully comply with the letter and spirit of DMS’ Administrative Policies and Procedures (Code of Personal Responsibility), as well as the requirements of a public servant.

Misuse of Access to Employee Records or Information HR Employees will respect the confidentiality and privacy any records they access. Employees will observe any ethical restrictions that apply to information and data to which they have access to and abide by applicable laws, policies and procedures with respect to access, use or disclosure of information and data. Employees are prohibited from disclosing or distributing information or data in any medium, except as required by employee’s assigned duties and in accordance with the department’s Administrative Policy “Public Records Request” (Administrative ). Employees are prohibited from accessing or using information or data for one’s own or other’s personal gain or profit or to satisfy one’s own or other’s curiosity. Violators of this policy are subject to appropriate and immediate disciplinary action including dismissal.

Workplace Safety and Loss Prevention & Workers’ Compensation ADM If injury or illness is severe – call 911 If non-emergency contact OptaComp – prior to obtaining medical treatment DMS Workers’ Compensation Coordinator: –Lila Dyer, (850)

Drug-Free Workplace Policy and Drug Testing HR (under review) DMS is a drug-free workplace It is strictly prohibited for employees to: –use alcohol or controlled substances which negatively affects his/her work performance, and –unlawfully manufacture, distribute, dispense, possess, or sell alcohol or controlled substances in the workplace or while engaged in department business. Employees shall not be in the possession of, consume or under the influence of any unlawful drug or alcohol while: –conducting state business, –in a state owned or rented vehicle, aircraft or vessel, –at any state owned, rented or leased facility, work site, building/office, or on property adjacent to the above

Performance Evaluation System