Current through Vol. 42, No. 1, September 16, 2024
(a)
Policy. Each Area Agency on Aging (AAA) and Title III project, or
grantee, maintains a system of personnel administration approved by the grantor
agency, and complies with all state and federal statutes.
(b)
Authority. The authority for
this Section is Sections 2 and 208 of the Inter-governmental Personnel Act of
1970 and Part 1321.11 of Title 45 of the Code of Federal Regulations.
(c)
Procedures. The procedures
for implementing this Section require the grantee agency to:
(1) recruit, select, and advance employees on
their relative ability, knowledge, and skills, including open consideration of
qualified applicants for initial appointment.
(A) The grantee agency promptly notifies the
grantor agency of an AAA director or project director vacancy.
(B) The grantor agency monitors the grantee's
ability to sustain the continuity of operation during any transition and
ensures the vacancy is filled in a fair and equitable manner.
(C) The grantor agency may participate in the
interview process for the AAA director or project director vacancy;
(2) provide equitable and adequate
compensation to all employees;
(3)
provide training to employees, as needed, to ensure quality
performance;
(4) retain employees
on the basis of the adequacy of their performance, separating from employment
employees whose inadequate performance cannot be corrected;
(5) ensure fair treatment of applicants and
employees in all aspects of personnel administration without regard to
political affiliation, race, color, national origin, sex, religion, age, or
disability and with proper regard for their privacy and constitutional rights
as citizens. This fair treatment principle includes compliance with all federal
equal employment opportunity and non-discrimination laws, such as Civil Rights
Act and Americans with Disabilities Act;
(6) protect employees from coercion for
partisan political purposes and prohibit employees from using their official
authority for the purpose of interfering with or affecting the result of an
election or a nomination for office;
(7) provide reasonable grievance procedures
to applicants and employees and post the procedures in a public place;
and
(8) develop personnel policies
that include:
(A) work schedules;
(B) leave;
(C) compensation for overtime;
(D) employee code of conduct;
(E) disciplinary procedures;
(F) travel and reimbursement;
(G) benefits, such as insurance and
retirement;
(H) training;
(I) political activity;
(J) recruitment, appointment, and
advancement;
(K) appeal
procedures;
(L) lobbying
prohibition;
(M) Civil Rights Act
requirements;
(N) Rehabilitation
Act and Americans with Disabilities Act requirements;
(O) nepotism regarding related employees and
grantor or contractor prohibitions; and
(P) Family and Medical Leave Act of
1993.
(d)
Cross references. See OAC
340:105-10-120
through
340:105-10-122.
Added at 11 Ok Reg
673, eff 11-29-93 (emergency); Added at 11 Ok Reg 2771, eff 6-13-94; Amended at
19 Ok Reg 1170, eff 5-13-02; Amended at 21 Ok Reg 898, eff 4-26-04; Amended at
22 Ok Reg 20, eff 8-15-04 (emergency); Amended at 22 Ok Reg 915, eff
5-12-05
