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303 N Church Street
Suite 200
Murfreesboro, TN 37130

Office: (615) 494-4480
Fax: (615) 907-5699

Monday to Friday
8:00am – 4:30pm








Policies

Listed below are the policies of the Human Resource Department of Rutherford County. 

Equal Employment Opportunity Policy

It is the policy of Rutherford County Government that all persons have equal employment opportunities without regard to race, religion, color, sex, age, national origin, ancestry, and physical or mental disability. Furthermore, it is the policy that all persons employed be entitled to training, compensation, promotions, benefits, and all other attributes of employment without regard to race, religion, color, sex, age, national origin, ancestry, and physical or mental disability.

In keeping with this policy, the County will continue to recruit, hire, train, and promote into top job levels the most qualified person, without regard to race, religion, color, sex, age, national origin, ancestry, or non-job related disability. The County will not discriminate on the basis of a person's national origin or citizenship status with regard to recruitment, hiring, and discharge. However, the County will not knowingly employ a person who is, or becomes, an unauthorized alien. In compliance with the Immigration Reform and Control Act of 1986, all new employees, and all applicants for employment, regardless of national origin, ancestry, or citizenship, must provide suitable documentation. All new employees must also complete INS Form I-9 in order to verify identity and employment eligibility.

It is the responsibility of the Rutherford County Commission, the County Executive, and the County Attorney to ensure that all policies and procedures provide equal and fair treatment to all Rutherford County employees.

Drug-Free Workplace Policy

The Drug-Free Workplace Act, which was passed in 1988, requires workplaces receiving Federal contracts or grants to maintain a drug-free workplace.  Rutherford County Government has a legal and moral obligation to ensure whatever steps are necessary to provide a safe “drug-free work environment” for all county employees.

Rutherford County maintains a drug-free workplace awareness program.  The County recognizes drug and alcohol dependency as treatable illnesses and will assist employees in seeking proper treatment with referral to the appropriate agencies.  Referral will be without penalty and must be a voluntary request of the employee prior to a termination offense specified in this policy.

All Rutherford County employees are expected to adhere to the following County’s Drug-Free Workplace policy:

  • Every employee should consult with his/her immediate supervisor to determine the applicability of a drug and alcohol testing procedure or program required of that employee by Federal, State or local laws or regulations.

  • It is the responsibility of the employee to inform the county (Department Head or Designee), prior to the start of his/her workday, when he/she is taking prescribed medications that may alter his/her behavior or affect his/her job performance.  The County recognizes that certain drugs, although they can be prescribed and taken legally, are also potential detriments to job performance and health.

  • Any employee whose judgment, behavior or job performance is impaired to the point that their work can no longer be performed appropriately will have to submit to a drug and alcohol test.  A medical confirmation of recent use of illegal or controlled drugs and/or alcohol will be considered sufficient reason for termination of employment. 

  • A conviction for the possession, use, sale or manufacture of unauthorized or illegal substance off or on County property will be considered sufficient reason for termination of employment.  The County must be notified within five (5) days of any alcohol or drug related conviction by the employee.

  • Unlawful manufacture, possession, use, sale or distribution of unauthorized illegal drugs and/or alcohol during work hours, or at any time on the County’s property while acting in any capacity as a County employee will be considered sufficient reason for termination of employment.

Title VI

It is the policy of Rutherford County to ensure compliance with Title VI of the Civil Rights Act of 1964; 49 CFR, Part 21; Related statutes and regulations to the end that no person shall be excluded from participation in or be denied the benifits of, or be subjected to discrimination under any program or activity receiving federal financial addistance from the U.S. Department of Transportation on the grounds of race, color, sex, age, disability or national origin.

Es la poliza del Rutherford County asegurar que se cumpla con el Titulo Vi Del Acto de derechos Civiles del 1964; 49 CFR, Parte 21; Que se relaciona con los estatutos (leyes) y normas para asegurar que ninguna persona sea excludia o discriminada o que se le nieguen los beneficios de cualquier programa o actividad que recibe ayuda financiera Federal del Departamento de Transportacion de Los Estados Unidos sin importar su raza, color, sexo, edad, origen, o con algun impedimento fisico.

-Commissioner of Transportation
-Comisionado de Transportacion

Any person who believes he or she has been discriminated against should contact:
Cualquier persona que crea que el o ella ha sido discriminada debera comunicarse con:

Sonya Stephenson Human Resources
Director Recursos Humanos/

303 N. Church Street, Suite 200
Murfreesboro, TN 37130
Telephone (615) 494-4480