Q: I keep hearing about the Layoff Policy. Where can I find it?
A: The policy is located in section 14.01 of the
Employee Handbook.
Q: If I am laid off from the county, what kind of assistance will I get to help me find another job?
A: The Human Resources Division (HR) has prepared a packet that will assist you in preparing a resume. They will also offer training and assistance with sharpening your interviewing skills and provide you with a list of job search websites. Human Resources and Organizational & Employee Development (OED) will have computers available for you to use to write your resume and search job posting websites.
Q: I think my job is going to be eliminated. Should I start talking to other departments to see if I can find a job elsewhere in the county?
A: No. Many departments are holding vacancies until the results of any potential layoffs are finalized. If your position is identified for elimination, the Human Resources Division will determine what displacement rights you have and how they should be applied. If you are an individual identified for layoff, HR will work with you and all county departments to determine if a suitable position is available.
Q: If, when a veteran initially applied, they did not claim veterans’ preference, are they prevented from doing so now? If not, how do we get this in place as soon as possible?
A: Veterans’ preference in retention will apply to all qualifying veterans regardless of whether they claimed veterans’ preference during the application and hire process. Veterans’ preference will be taken into consideration when determining order of layoff.
Q: Why is the county hiring at the same time as they are laying off?
A: The county is holding open positions until all displaced employees have been identified. However, there are some critical positions that must be filled, such as 9-1-1 operators and emergency services personnel.
Q: Why was my position chosen for elimination?
A: This was a business decision that took several factors under consideration, including shortages of funds, lack of work, eliminating job positions, material changes in job duties, organizational structures, and other reasons beyond the employer’s control. One of the hardest decisions a manager can make is to eliminate a position, because we realize that people’s lives will be interrupted.
Q: How can that be? Who's going to do all the work that I do once I'm gone?
A: With the elimination of your position, other members of the department will have to take on the remaining job duties that you've handled up to now, or the work may simply not be accomplished. That's something we'll simply have to deal with in this economic downturn and with our "downsized" mode.
Q: What happens to accrued annual leave if one’s position is displaced?
A: Individuals laid off will be eligible to receive their accrued vacation hours. Please refer to section 8.12 of the Employee Handbook pertaining to eligibility for payout of Sick Leave Hours.
Q: I’m in the Deferred Retirement Option Program (DROP) - would I be one of the first ones to be considered for layoff?
A: Being in DROP has no bearing on employees being laid off.
Q: If a person laid off is eligible for returning to a job opening for up to a year after layoff, do they need to have an “application” on file or does HR keep a list and contact them automatically?
A: The Human Resources Division (HR) will maintain a list of all lay off employees. If there is a ‘work call back,’ they will be contacted by their respective department director. Employees who are laid off are encouraged to review the county’s website to search for job openings that they may qualify for, then complete an on-line application in order to be considered for that new position.
Q: Are employees who are laid off eligible for unemployment compensation?
A: The State of Florida’s Workforce for Innovation determines unemployment eligibility. When completing unemployment compensation applications on-line, be sure that you indicate you were affected by a reduction in workforce or layoff. The unemployment compensation website is: 
www.fluidnow.com.
Q: Will I receive an employment reference if needed?
A: All requests for employment references should be forwarded to the Polk County BoCC Human Resources Division (HR). Human Resources is authorized to only verify names, position(s), dates of employment, and compensation information.
Q: If a person comes back to a job after being laid off, is their “seniority” retained/recovered as if there was no “gap” in employment?
A: Employees will keep their service credit for Florida Retirement System (FRS) purposes and leave accrual, in addition to any sick leave that may have been accrued at the time of layoff.
Q: I worked for the county for 10 years and left for 5 years to care for my family. I returned to the county and have worked another 10 years in a different classification. Do all 20 years count toward seniority?
A: The combination of years of service does count toward your retirement, but only the last years of continuous service count toward seniority.
Q: If Employees being laid off have a Flexible Spending Account (FSA), how will it be affected, since it now goes through the end of the calendar year?
A: In accordance with the Federal Tax Law, Flexible Spending Accounts (FSA) must be used prior to one’s final date of employment under any circumstances.
Q: Is the county required to follow the Worker Adjustment and Retraining Notification (WARN) Act in upcoming reductions in staff?
A: Polk County BoCC does not fall under the WARN Act. Every effort is made to provide employees with a minimum of 30 calendar day’s notification.
Q: Please define these terms that seem to be used interchangeably: (a) layoff (b) furlough (c) termination.
A: (a) Layoff refers to the loss of ones job due to its elimination and is generally related to economic conditions. (b) A furlough generally refers to working fewer hours or taking time off that is unpaid. (c) Termination (involuntary) refers to the ending of employment for cause. Whether laid off or terminated, employees are paid their unused annual leave as defined in sections 14.01 and 14.02 of the Employee Handbook. With a furlough this would not apply
Q: Does being ‘vested’ determine whether an employee will be laid off?
A: The term vesting refers to employees having enough creditable service with the Florida Retirement System (FRS) to receive a future retirement benefit. Vesting has nothing to do with retention as related to reductions in workforce.
Q: When laying off employees, will the county take into consideration that in some cases spouses also work for the county? Is there a chance that both spouses could be laid off?
A: We are aware and sensitive to the fact that in some cases both husband and wife are employed by Polk County BoCC. Unfortunately, there is a possibility that both employees may face a layoff from the Polk County BoCC.
Q: Will the Human Resources Division be making staff reductions?
A: Yes, Human Resources has eliminated job positions, restructured its department and will sustain a significant operations budget cut for fiscal year 2010.