Human Resources Information

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Click here to go to the OMHRP website

  • LocalGovU - Human Resources and Legal Best Practices, Training, and other Training.

  • On-Site Management and Professional Development Training - Our Risk Management team will be happy to schedule on-site training for Human Resources, Professional Development, and Supervisory Training.
    Please contact Pam Spinks to schedule a free class at your City. We offer the following programs:

    • Supervisor Improvement Program

    • Professional Conduct (Preventing Harassment)

    • Employment Laws

    • Communication Skills

    • Conflict Resolution

    • Delegation

    • Customer Service

    • Performance Evaluations

  • Policy Review:

    • Review of personnel handbooks & policies - Our in-house counsel will review policies for compliance with federal and state law.

    • Review of potential adverse personnel actions - Our in-house counsel will review potential adverse personnel actions (demotion, suspension or termination) for compliance with federal and state law.

What is an Employee Handbook?

An employee handbook, also known as an employee manual, staff handbook, or policy manual, is a book given to employees by an employer. Usually, the employee handbook contains general policies regarding wages, hours, benefits, discipline, etc. that apply to all employees regardless of their position.  An employee handbook typically does not contain procedures. 

Supplemental policies, also known as exhibits, addendums or attachments, may also be included in the handbook. These supplemental polices are usually critical policies that deserve special attention by employees.  Attaching these critical policies as supplements allows employers to (1) pass them out separately so each policy gets individualized attention by the employee, (2) require acknowledgment and a signature on each policy to ensure that the employee knows and understands the policy, and (3) update a particular supplemental policy as needed when there is a change in city policy, statute, or case law.  

Examples of supplemental policies include:

  • Harassment Policy

    • Federal law requires that an employer must clearly communicate an anti-harassment policy to its employees through a well written policy with specific guidelines and communication requirements, including the investigation process and chain of command reporting.

  • Family Medical Leave Act Policy, if applicable

    • The FMLA requires that all eligible employers have a written FMLA policy. An eligible employer is one who has 50 or more employees.

    • If you have fewer than 50 employees use DOL Form WH-381 if an employee requests leave under the FMLA (see highlighted sections).

    • If you have fewer than 50 employees but your City policies allow FMLA leave, then you are obligated to provide leave in accordance with the FMLA.

    • The Department of Labor recommends all employers use their FMLA forms:

      • WH-380-E - Certification of Healthcare Provider for Employee

      • WH-380-F - Certification of Healthcare Provider for Family Member

      • WH-381 - Notice of Eligibility and Rights

      • WH-382 - Designation Notice

      • WH-384 - Qualifying Exigency

      • WH-385 - Service-member Serious Injury

      • wh385V - Military Caregiver

      • FMLA Poster

  • Drug Testing Policy, if applicable

  • Social Media Policy

  • Compensatory Time Policy (overtime in lieu of paid overtime)


OMAG Human Resources Contacts

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Suzanne Paulson

General Counsel
Direct Phone:
(405) 657-1444

Email:
spaulson@omag.org

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Pam Spinks

Director of Professional Development

Direct Phone:
(405) 657-1412

Email
pspinks@omag.org

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Monica Coleman

Director of Personnel Services

Direct Phone:
(405) 657-1422

Email:
mcoleman@omag.org