Child Support Supervisor II - Enforcement

General Statement of Duties A. Primary Purpose of Organizational Unit: The Child Support Unit is responsible for locating absent parents, establishing paternity and/or support orders, enforcing compliance with existing orders and collecting and distribution of child support. The Unit is also responsible for reviewing existing orders every three years and taking action for modification, if appropriate. This position now has overall responsibility for the Enforcement Section of the Child Support Unit.

B. Primary Purpose of Position: Provide supervision to a staff of 7 Enforcement Agents. Position requires considerable guidance to staff in their locating absent parents, enforcing and/or modifying existing orders when appropriate. Employee coordinates work flow operations, assigns cases, is responsible for staff training, monitoring of cases, resolves problems and ensures that quality services are provided. The Supervisor will coordinate with the Establishment Supervisor and Program Manager for the purpose of meeting the Child Support Enforcement (CSE) Unit's goals and objectives, maintaining the morale of staff and establishing policy and procedures. This position assumes day to day responsibility for the Enforcement Section of the Child Support Unit and reports to the Program Manager. This position will also coordinate with Establishment Supervisor for overall planning organizing, directing and evaluating the local IVD Program in addition to overseeing that the goals, policies and procedures needed to ensure that both federal and state laws and state policy governing the Child Support Program are met. This position will also coordinate with the eligibility units, local judicial and law enforcement systems to maintain an effective program. This employee acts as a liaison between the community and the local and state child support agencies.

C. Work Schedule This position is a full-time position and the standard work week is 8:00 am – 5:00 pm Monday – Friday. (for a total of 40 hours). Flexibility and/or overtime may be required due to court schedules and workload demands. In the event that it becomes necessary to work beyond the regularly scheduled, compensatory time is given.

D. Change in Responsibilities or Organizational Relationship: This position was directly supervised by the DSS Director. In August 2023, position was assigned under the supervision of the Economic Services Program Manager. Essential Duties and Tasks A. DESCRIPTION OF RESPONSIBILITIES AND DUTIES: Method Used: Order of Importance

ESSENTIAL DUTIES

1. OPERATIONAL RESPONSIBILITIES 60% a. Planning

1. Establishes goals and objectives utilizing state performance indicators provided by the Regional Consultant.
2. Meets with the Regional Consultant monthly to review changes in regulations, policy and statutes that effect the operation of the local child support program and review cases pulled for audit.
3. Establishes and develops work standards and unit policy through the development and maintenance of detailed, written, standardized policy.
4. Assesses and interprets needs of the unit to the Program Manager.
5. Reviews and interprets IV-D Manual, Legal Manual, new statutes, etc. so that the programmatic and operational goals, policies and procedures can be adjusted as needed.
6. Interprets to the community, Clerk of Court, employers, judicial and law enforcement systems, etc., the child support program and their roles in making the program successful.
7. Acts as a member of the Management Team to assist in establishing agency needs, policies, procedures, etc. and keeps unit informed of Management Team decisions relating to both Agency and Unit.
8. Coordinates with the Establishment Supervisor to utilize her recommendations for changes in policy and procedures.
9. Schedules office visits and conferences with supervisees.
10. Aids supervisees in setting priorities and deadlines to meet goals.
11. Prepares unit meeting agendas and individual worker conference agendas.
12. Provides input to the Program Manager, Deputy Director and Director regarding need for staff, equipment, and training programs, etc.
13. Attend Monthly Manager’s Teleconference with State Personnel to discuss any changes as needed with staff. This is also utilized to ensure county is kept informed of upcoming new laws, regulations and trainings for staff. b. Organizing and Directing Work

1. Periodically reviews job assignments to ensure that work is fairly assigned and to ensure that each worker's skills are utilized.
2. Redefines job responsibilities as policy and needs of the unit change.
3. Establishes and adjusts unit priorities as needed.
4. Develops local forms and training material to assist in carrying out training responsibilities.
5. Sets time standards for when assigned work is to be completed.
6. Sets unit standards for both quantity and quality of work and assists Establishment Supervisor in setting individual standards for line staff.
7. Monitors and orders supplies for the Child Support Unit and Legal Department as needed on a monthly basis.
8. Provide statistics to Program Manager, Deputy Director and Director as needed for budget requests.
9. Assist in interviewing and hiring selection of new staff with the Program Manager.
10. Assist in counseling, disciplining, promotion or dismissal of employees.
11. Coordinates unit activities with the following: (a) Income Maintenance Director and Eligibility Supervisors to ensure that their units interact with the IV-D Unit towards providing information essential to the success in providing child support services. Coordinates with Eligibility Supervisor to ensure all IV-D Referrals are sent to update ACTS cases to avoid any unnecessary delays in pursuing parents for children currently receiving services. These referrals also assist to ensure money is applied to the appropriate accounts and/or disbursed to the correct person/case-head. (b) The IV-D Attorney is to ensure that all pending requests to/from the Agents are completed in a timely manner. Also assist attorney in court as needed on questions as they arise in court in relation to local policy and/or procedures as well as federal and state policy/procedures in relation to Interstate Requirements. Also coordinate with Attorney to assist in monitoring any outstanding orders to ensure all orders are accurate and received in timely manner. (c) The Clerk of Court's Office and the judicial and law enforcement systems to ensure that our cooperative efforts will result in a more effective program. (d) The Establishment Supervisor to notify her of any concerns and/or issues that need to be addressed to staff assigned to her and to ensure Child Support Unit as a whole is meeting agency standards and are following policy and procedures. Also coordinate together with Attorney on legal issues and any outstanding orders needing to be monitored and/or corrected. (e) The Foster Care Supervisors and staff to ensure children in foster care and/or DSS custody have appropriate actions taken to enforce child support orders as needed. (f) Coordinates with local and other county law enforcement officers to ensure Requests for Recalls of outstanding Orders of Arrest and/or Commitment Orders are prepared and processed to avoid inappropriate arrests as parties have since complied with terms or Orders of Arrest have since expired.
12. Evaluates individual caseloads and staff skills on an ongoing basis making necessary changes to keep operations running smoothly and fairly.
13. Organizes Enforcement Unit to efficiently carry out changes in mandates in the Child Support Program.
14. Operationalizes new policy and programs for the Enforcement Unit.
15. Interviews dissatisfied or special clients to resolves issues. Also ensures all concerns/issues are addressed in a timely manner.
16. Receives incoming Change of Venue Cases from other counties. Review same for accuracy in the case file to ensure all required documentation is included in the case file. Research to ensure correct medical terms/codes are found in system and if any enforcement activities are immediately needed.

Forwarding the case to appropriate agent for follow-up and/or enforcement.

17. Reviews incoming Change of Payee requests to ensure contents of previous client’s orders are included in new payee’s case file and to confirm all appropriate documentation is included in case files. Same is then forwarded to appropriate enforcement agent for proper follow-up on change/payee requests.
18. Monthly Reports: Researching and printing all appropriate monthly reports including self-assessments, agent’s statistical reports, and any clean-up reports that need agent feedback. These are assigned an appropriate due date to be completed by assigned agent.
19. Case Closure Requests: Supervisor researches and responds to all case closure requests to ensure it is an appropriate request and meets state/federal criteria for case closure prior to approving request and closing out case.
20. Maintains small caseload when supervisory involvement may be required due to case may include direct family member of a current employee. This may include establishing and/or enforcing orders that include ongoing support, arrears and/or medical coverage.
21. Monitors, researches and approves all contempt actions taken against non-custodial parents for failure to comply with court orders.
22. Monitors, researches and approves any motions and/or modifications of support orders filed by agents or parties of the case.
23. Collect tax sensitive destruction logs and safeguard required Federal Tax Destruction Logs in compliance with Federal Regulations. Ensuring logs are kept in storage in compliance with Federal Regulations.
24. Assists Attorney with Bankruptcy Process on any bankruptcy notifications received by the State Regional Consultant and/or State Child Support Central Office. Ensuring that the bankruptcy process is monitored and completed in compliance with state and federal policy/regulations. Ensuring appropriate notifications are made in the Child Support System to ensure Child Support Unit is in compliance with Federal Laws as it pertains to bankruptcy filings. c. Financial Management

1. Makes recommendations for additional personnel, equipment, space, etc. based on sound factual data to the Program Manager.
2. Provides statistics to the Program Manager, Deputy Director and Director as needed to justify budget requests.
3. When staff submits requisition requests, supervisor researches and approves expenditures for court costs, paternity tests, birth certificates and refunds for overpayments of cost to appropriate party. a. When incoming checks and/or payments are received at local office, Supervisor researches to determine if appropriate to accept, if made out to appropriate party and how it should be applied. d. Reviews

1. Develops and maintains a vehicle for compiling unit and individual statistics to utilize as a guide in determining if unit and individual standards and goals are being met.
2. Periodically reviews both unit and individual progress to determine whether or not internal changes need to be made to improve the child support program.
3. Utilizes Establishment Supervisor's and staff's suggestions in setting unit policy, procedures and standards as part of the review process.
4. Reviews work standards for the unit and redefines standards as needed.
5. Conducts individual and group conferences regularly to determine if unit and individual standards and goals are met, identifying and addressing problems promptly.
6. Reviews case records regularly for compliance with regulations, policies, standards and appropriateness of action taken.
7. Reviews case listing report and compiles this report to identify all open non-custodial parent cases and total number of these cases are provided to Administrative Accounting Clerk.
8. Reviews Collections Report and compiles this report that is provided to Director to report money collected by county on a monthly, quarterly and yearly basis.
9. Reviews Collections by Pay Source and compiles this report that is provided to Director to report source of all payments collected by the County.
10. Review State Foster Home and Foster Care Collections Reports and compiles this report to show how money collected is disbursed to the Federal/State Government and to local county. This report reflects reimbursement of funds expended on children while in state/county custody.
11. Reviews Payments Distributed per County and compiles this report to identify county expenditures made by Foster Care, State Foster Home, Incentive Money, cost of Tax Intercepts, paternity tests and legal fees.
12. Reviews Legal Fees Report and compiles this report for County Business Officer to identify and track incoming payments from the State Central Office as reimbursement of county legal fees paid out for service of court actions, show causes, Orders of Arrest and other civil actions.

PERSONNEL RESPONSIBILITIES 39%

a. Training

1. Provides on-the-job training and orientation for new staff and ongoing training for staffing in individuals and group settings.
2. Develops written training materials used in training line staff.
3. Makes arrangement for staff to receive formal training initially and annually when offered and/or certifications as required by Federal and State regulations as needed. Notifying state of any terminations as needed.
4. Conducts staff meetings at least monthly to review new manual material and agency policies, discussing problems with the unit and giving staff an opportunity to share problems with the unit and giving staff an opportunity to share problems, concerns, ideas, etc.
5. Provides written memoranda and instructions when necessary to instruct and to establish and clarify policy.
6. Utilizes the regional consultant in staff training as needed.
7. Provides training to assist IV-D attorney in matters relating to the child support program, policies and procedure. In conjunction with Establishment Supervisor and Legal staff, assist in training new attorney and/or legal assistant as needed.
8. Monitor staff for appropriate follow-up on cases in their caseload. Ensuring proper and timely actions have been taken on or after scheduled appointments/hearings. Monitoring their ‘work-lists’ (method of alerts received in Child Support Computer System) to ensure have been completed timely. Give staff feedback on findings via conferences and/or notifications as needed.
9. Conduct Performance Reviews with staff on individual basis and discuss accomplishments, strengths, areas of improvement and any assigned goals for upcoming year.
10. Ensures adequate coverage is maintained in the Unit. Approves appropriate leave for vacation and/or sick time. Reassigns work as needed for proper coverage and timely workflow. Monitors staff to ensure they have adequate time available to cover requests.

Review monthly timesheets for accuracy. b. Counseling and Disciplining Employees

1. Provides counseling to staff regarding workload, assisting staff in dealing with their feelings regarding difficult or challenging clients.
2. Provides counseling and support regarding work performance and work habit issues. If counseling and support do not work, supervisor begins the disciplinary process following written agency policy regarding discipline and grievance which could include coaching plans, work plans, and/or corrective action plans.

4. Evaluates each supervisee on an ongoing basis and prepares annual performance reviews.
5. Makes recommendations to the Director regarding promotion, dismissals, reassignment and salary adjustments of staff. c. Selection of Employees

1. Assists the Program Manager in preparation of structured interviews, participates in interviews of potential unit members and makes recommendations to the Director based on the interview and reference checks. Assists in selection, promotion or dismissal of employees in cooperation with Program Manager, Deputy Director and Director.
2. Develops and maintains a format to utilize in interviewing and appraisal of job applications.
3. Design new positions within the unit and is responsible for preparation of new job descriptions and assisting staff with updating existing positions when changes occur.

OTHER 01%

a. This employee will be expected to work in emergency shelters and/or perform related disaster tasks. b. Performs other reasonable tasks requested by Program Manager, Deputy Director and Director. c. e B. OTHER POSITION CHRACTERISTICS

1. Accuracy Required in Work: A high degree of accuracy is required in both oral and written work as the unit supervised and administered by this employee is primarily responsible for activities related to legal procedures that are governed by state statutes. Personnel actions involving hiring, disciplining and dismissing of employees require accurately abiding by legal mandates (i.e. Equal Employment Opportunity, American Disabilities Act of 1990) and accurate documentation of the process to avoid and to defend against lawsuits.
2. Consequence of Error: Errors in training activities, organizing and directing work, expenditure approval, and in planning activities may affect the quality of services rendered to clients. Errors in personnel matters may result in lawsuits. Errors in work result in loss of staff productivity, financial loss if time is wasted or if inappropriate legal referrals are made. Inaccurate evidence presented to the court could cause the Judge to rule against the agency and our client. It is vital that all sources of information are checked for accuracy and that all information is verified before it is submitted as evidence in court. Inaccurate information could subject the individual or Agency to a lawsuit. Loss in public confidence and loss in credibility before the District Court is the ultimate result of work error.
3. Instructions Provided to Employee: Instructions are provided in written and oral form. Monthly Management Team meetings are held to develop and receive instructions on administrative policies and procedures. Supervisor also has scheduled conferences with the Program Manager. Instructions are also provided by the State through manual changes and administrative letters. The supervisor attends appropriate workshops regarding policy, procedure, supervision, child support trends and staff development. The Regional Consultant and State IV-D Staff are also available as needed to provide instructions. Instructions are also provided in the form of county and agency personnel handbooks.
4. Guides, Regulations, Policies and References Used by Employee: a. North Carolina Child Support Program Manual b. North Carolina Child Support Legal Manual c. North Carolina General State statutes d. Written instructions from the Program Manager, Deputy Director and Director. e. Written instructions from the IV-D attorney regarding legal procedures. f. Written instructions from the state child support office and from the regional consultant. g. Agency, County and State Personnel Manuals,
5. Supervision Received by Employee: This employee has periodic conferences with the Program Manager to discuss and review unit goals and ongoing issues. This employee consults and coordinates with the Director, Deputy Director and Program Manager when major disciplinary actions which may result in termination must be initiated against an employee. Employee receives review through scheduled conferences, meetings, informal interaction, reports and annual performance appraisal. Review for quality is also received through random case reviews by regional consultant. Supervisor is expected to function independently in management of caseload and unit once she is trained.
6. Variety and Purpose of Personal Contacts: Employee has contact with unit staff, other units within the agency, defendants, defendants' attorneys, clients, employers, Clerks of Court, Sheriff's Departments, Judges, witnesses, other agencies, State IV-D staff and the regional consultant for the purpose of helping agents locate absent parents, establish and modify child support orders. Supervisor may serve as agency representative on various boards and committees, act as liaison between the numerous persons and agencies involved in the delivery of service to clients, handle and resolve complaints from clients, and educating the public on an individual or group basis regarding the Child Support Program, interpreting policies standards and procedures.
7. Physical Effort: Employee must be able to move within the agency and use office equipment described in #9 below on a frequent basis. Employee must have ability to be mobile to attend court and to carry records, documents and supplies needed for court. Employee must have ability to attend meetings within the county as well as workshops and meetings out of the county. Overnight stays are sometimes necessary.
8. Work Environment and Conditions: Work is performed in a county social service agency located in the County Administration Building. Employee has a private office within the agency to perform duties. Employee's work station has a desktop printer. As child support is often an emotionally distressing issue, considerable anger is demonstrated often through verbal communication and can be demonstrated physically. The local police department and sheriff’s department are located in close proximity to the County Administration Building and can be easily contacted. The agency receptionist alerts the unit if a client or an absent parent is demonstrating hostile behavior so that staff will be alerted to potential problems.
9. Machines, Tool, Instruments, Equipment and Materials Used: Employee uses a personal computer, calculator, copier, printer, telephone, paper shredder, FAX machine and automobile in order to perform duties.
10. Visual Attention. Mental Concentration and Manipulative Skills: Employee must use high degree of mental concentration and visual attention to ensure that attention is given to detail when dealing with expenditure approval, legal, administrative, and personnel issues as well as monitoring records and interpreting State Statutes. Employee must have physical dexterity required to successfully and effectively operate machinery and tools outlined in #9 above.
11. Safety for Others: The supervisor strengthens staff's awareness of job-related safety precautions and ensures that staff understands the Agency's Safety Protocol (including use of law enforcement) and importance of attitude and professionalism. See #8 for issues confronting this employee and unit for precautions. Employee as well as the agents must be able to skillfully control interviews and be able to diffuse potential volatile attacks. Staff has been instructed to call the Police Department if a situation seems to be developing that could endanger staff. Clients and children may be subjected to domestic violence as a result of legal actions by the Unit. Staff must be alert to refer clients to Court System and/or Eligibility Unit if they want to claim ‘Good Cause’ for not cooperating with the Child Support Unit. Supervisor must complete incident reports on any and all incidents that occur during normal work hours and while on county property within 24 hours of occurrence.
12. Dynamics of Work: The Child Support Unit is frequently affected by changes in methodology, laws and guidelines, shifting program emphasis, new programs and changes in technology and in laws relating to child support issues. These changes occur not only in the child support unit but also in other departments and agencies interfacing the unit. Program procedures must be constantly redesigned to adjust to program changes. The Enforcement Supervisor, in conjunction with the Establishment Supervisor, is responsible for planning and implementing program changes and adjusting procedures to comply with changing program requirements affecting the enforcement unit. Changes in state and local personnel policies and procedures and changes in state and federal laws that affect personnel practices affect this employee. Knowledges, Skills and Abilities A. Knowledge, Skills and Abilities:

1. Thorough knowledge of the Child Support Enforcement Program and applicable legal procedures including judicial operations.
2. Considerable knowledge of state and local personnel policy regarding leave, grievances, discipline, work hours, breaks, documentation requirements and overtime.
3. Considerable ability to plan, organize, evaluate, direct and execute work effectively.
4. Considerable ability to establish and maintain effective working relationships with administrative superiors, associates, clients, legal entities and other social agencies.
5. Considerable knowledge of supervisory practices and management techniques including the ability to handle grievance and disciplinary actions, to motivate staff to handle complaints and inquires and to resolve potentially dangerous or volatile situations.
6. Math skills to the extent that child support arrearages are reconciled and budgets can be computed to determine the appropriate amount of child support.
7. Considerable ability to organize, analyze and summarize case information both orally and in writing.
8. Considerable interviewing and investigative skills needed to gather, analyze and utilize information.
9. Ability to deal effectively with people from diversified segments of the population.
10. Ability to read and interpret material of a complex nature.
11. Ability to organize and prioritize due to the quantity and variety of tasks that must be completed.
12. Ability to compose material that is clear, concise and grammatically correct.
13. Ability to supervise, train, or orient supervisory level employees.
14. Ability to assess and evaluate child support cases to determine the need of the case and to communicate that to supervisors.
15. Ability to coordinate activities between all individuals, programs and agencies involved in the child support process including WFFA and Medicaid Units, Clerk of Court, IV-D attorney, private attorneys, sheriff’s departments, employers, other state IV-D agencies, our State Child Support Office and other local agencies, etc.
16. Ability to work cooperatively with others and to function well as a part of a team.
17. Ability to work independently and to make decisions.
18. Ability to use a personal computer.
19. Language skills in both oral and written form.
20. Ability to generate a high quantity of work with a high degree of accuracy.
21. Ability to meet deadlines and handle the stress of a constantly changing work environment and large quantities of work.
22. Physical ability to verbally communicate with others via telephone and in person.
23. Physical dexterity needed to operate personal computer, copying machine, calculator and telephone and to move between assigned work station and the work stations of the other child support and agency staff as well as between auxiliary agencies utilized in the child support process.
24. Considerable leadership ability needed to train, motivate and problem solve with staff.
25. Considerable interpersonal skills to enable effective management of others in a constructive manner.
26. Considerable knowledge of office management practices and procedures. Minimum Requirements (Education & Experience) Graduation from a high school plus five of experience in eligibility, investigative, judiciary, attorney’s office or related work, which provides the knowledge, skills, and abilities, needed to perform the work, including one year of experience in the Child Support Program. OR Four-year degree plus one year of work experience in Child Support Enforcement Program OR Associate of Arts Degree in business, human resources, law enforcement, or closely related field plus three years of experience in investigative, judiciary, eligibility, attorney’s office or related work, including one year of experience in the Child Support Enforcement Program.

Benefits

INSURANCE PROGRAMS

Nash County offers cafeteria-style benefits including:

• Health Insurance
• Dental Insurance
• Life Insurance
• Vision Insurance
• Supplemental Health Benefits (Accident, Critical Illness, and Hospital Indemnity Insurances)
• Disability Insurance (Long-Term and Short-Term Disability) and more!

FINANCIAL PROGRAMS

Retirement

Membership in the North Carolina Local Government Employees Retirement System is a requirement for all regular full-time and regular part-time employees. Employees contribute 6% of their annual compensation before it is taxed. If you leave County service before retirement, you may withdraw your retirement contributions or elect to freeze your contributions in anticipation of future local government employment. If you have 5 years of service, you are 100% vested in the NCLGERS.

NC401(k)

The NC401(k) supplemental retirement program is available to regular full-time and regular part-time employees. The County establishes this 401(k) account for each eligible employee and makes a 5% contribution based on monthly earnings. Employees may elect to make voluntary contributions through payroll deduction.

457 Deferred Compensation

The 457 Deferred Compensation program is available to regular full-time and regular part-time employees through payroll deduction. Deferred compensation is a voluntary investment plan to supplement retirement income and to defer taxable income.

Special Separation Allowance

The Separation Allowance is available to law enforcement officers between the ages of 55 and 62 years that are eligible and retire under the provisions of the NC Local Government Employees Retirement System.

125 Flexible Benefit Plan

Flexible Spending Account options are available to regular full-time and regular part-time employees who wish to use pre-tax dollars for eligible medical, pharmacy, dental, vision, and daycare expenses. The Flex Convenience Card program gives you instant access to your account funds.

• Health Care Spending Account -- Section 125 of the IRS Code allows yearly voluntary enrollment to set aside pre-tax dollars for eligible health care expenses.
• Dependent Care Spending Account -- Section 125 of the IRS Code allows yearly voluntary enrollment to set aside pre-tax dollars for eligible dependent care expenses.

Direct Deposit

Direct Deposit is a condition of employment for all employees. Deposit of your paycheck will be made to checking or savings accounts in a bank of your choice.

LEAVE PROGRAMS

Vacation Leave

For regular full-time County employees, vacation leave accrues based on length of service in the NC Local Government Employees Retirement System. Regular part-time employees accrue prorated vacation leave based on a percentage of the full-time benefit.

Sick Leave

For regular full-time County employees, sick leave accrues each pay-cycle. Regular part-time employees accrue prorated sick leave based on a percentage of the full-time benefit. Your unused sick leave balance can be applied as creditable service toward a service retirement under the guidelines of the NCLGERS.

Holidays

The policy of the County is to follow the holiday schedule as published by the State of North Carolina each year.

The following holidays are observed:

• New Year’s Day,
• Martin Luther King, Jr. Day,
• Good Friday,
• Memorial Day,
• Independence Day,
• Labor Day,
• Veteran’s Day,
• Thanksgiving Day and the day after, and
• Three (3) days at Christmas.

Military Leave

Annual Training - Reserves and National Guard -Ten paid workdays per fiscal year. Active Duty - Reserves and National Guard - Ten paid workdays upon activation.

Civil Leave

Paid leave is provided to full-time or regular part-time County employees called for jury duty or as a witness of the court for the federal or state government, or a subdivision thereof.

Family Medical Leave Act

Federal law provides job protection and continuation of existing paid health insurance during 12 weeks of leave, paid or unpaid, to an eligible employee for qualifying events. These events can include birth or adoption, and serious illness of an immediate family member, or of the employee.

OTHER PROGRAMS

Employee Assistance Program (EAP)

The Employee Assistance Program is open to all employees and their dependents. It is a confidential service provided at no cost to the employees of the County. EAP provides certified counselors who administer assessment and brief therapy to employees who want help with a variety of personal and work-related issues such as stress, parenting concerns, grief, alcohol/drug use, family problems, financial concerns, and work-related problems.

Wellness Center and Telemedicine

We believe that staying healthy is inclusive of exercising regularly and taking care of your physical body. Nash County has a Wellness Center, which consists of various exercise equipment and videos, open to all full and part-time employees.

All full-time employees also have access to telemedicine through Teladoc. Teladoc treats conditions like allergies, sore throats, asthma, and more. Doctors are available by phone or video 24/7 from wherever you are. They are available to diagnose symptoms and send a prescription if needed.

NOTICE OF PRIVACY PRACTICES

The benefits offered by Nash County are subject to change. In the event there is a conflict between the above contents and Nash County policies and/or a State or Federal statute, the policy/statute shall control. Plan documents will govern benefits plans should there be a conflict with this information. They are not held out to any employee as part of any contractual agreement. Benefits, policies, and procedures are subject to change or termination at any time.

Information provided on this site is for informational purposes only. Actual provisions of each plan will be provided on the certificate of coverage as part of the Summary Plan description.

Nash County is an Equal Opportunity Employer/Provider

In accordance with Federal civil rights law and the U.S. Department of Agriculture (USDA) civil rights regulations and policies, the USDA, its Agencies, offices, employees, and institutions participating in or administering USDA programs are prohibited from discriminating based on race, color, national origin, religion, sex, gender identity (including gender expression), sexual orientation, disability, age, marital status, family/parental status, income derived from public assistance program, political beliefs, or reprisal or retaliation for prior civil rights activity, in any program or activity conducted or funded by USDA (not all bases apply to all programs). Remedies and complaint filing deadlines vary by program or incident. Persons with disabilities who require alternative means of communication for program information (e.g., Braille, large print, audiotape, American Sign Language, etc.) should contact the responsible Agency or USDA's Target Center at (202) 720-2600 (voice and TTY) or contact USDA through the Federal Relay Service at (800) 877-8339. Additionally, program information may be made available in languages other than English. To file a program discrimination complaint, complete the USDA Program Discrimination Complaint Form, AD-3027, found online at http://www.ascr.usda.gov/complaint filing cust.html and any USDA office or write a letter addressed to USDA and provide in the letter all of the information requested in the form. To request a copy of the complaint form, call (866) 632-9992. Submit your completed form or letter to USDA by:

1. mail: U.S. Department of Agriculture Office of the Assistant Secretary for Civil Rights 1400 Independence Avenue, SW Washington, D.C. 20250-9410;
2. fax: (202) 690-7442; or
3. email: program.intake@usda.gov

USDA is an equal opportunity provider, employer, and lender.