Library Board Agenda Packet (PDF)

Deviation from Order Shown May Occur In compliance with the Americans with Disabilities Act, any person needing assistance to participate in this meeting, should contact the Library at (920)746-2700. Notification 72 hours prior to a meeting will enable the Library to make reasonable arrangements to ensure accessibility to that meeting. Notice of Public Meeting Monday, February 16, 2026 5:00 pm DOOR COUNTY LIBRARY BOARD OF TRUSTEES Door County Library – Sturgeon Bay Jane Greene Room 107 South 4th Avenue Sturgeon Bay, WI 54235 Oversight for Door County Library 1. Call Meeting to Order 2. Establish a Quorum 3. Adopt Agenda 4. Approval of the January 19, 2026 Library Board Meeting Minutes (to be distributed) 5. Discussion and Decision (if any) 6. Correspondence  Door County Library Events Calendar – February & March  Nicolet Library System Letter: Membership Benefits and Responsibilities to Library Trustees  Trustee Tale- Benefits of Wisconsin’s Public Library Systems  Toys for Tots Thank You 7. Public Comment 8. Closed Session Convene into closed session pursuant to §19.85(1)(c), Wis. Stats, for purposes of considering employment, promotion, compensation, or performance evaluation data of any public employee over which the Library Board has jurisdiction or exercises responsibility. 9. Reconvene into Open Session 10. Discussion and Decision (if any) 11.Reports  Miller Art Museum Report  Museum/Archives Report  Library Director Report  School Library Report 12.Vouchers Review and Approval 13. Donations Review and Approval 14. Acceptance of Gifts, Grants, or Donations (standing agenda item) 15. Sustainability Matters to be Considered (standing agenda item) 16. Legislative Matters to be Considered 17. Review and Approve Application to (NLS) for Library Services Grant 18. Review and Consider for Approval 2025 State Annual Report for Door County Library 19. Review and Consider for Approval Annual Report statement concerning System Effectiveness for 2025 20. Review and Consider for Approval Rescheduling Staff Training Day from March 23 to May 11, 2026 21. Review and Discuss the Draft County of Door Employee Handbook 22. Review and Approve Library Hierarchy Proposal 23. Review and Approve Area Branch Manager Job Description (to be distributed) 24. Discuss Sturgeon Bay Circulation Staffing Pilot 25. Matters to be Placed on a Future Agenda or Referred to a Committee, Official, or Employee 26. Next Meeting Date(s)  Monday, March 16, 2026 - 5:00 pm  Place: Door County Library - Jane Greene Room 107 South 4th Avenue Sturgeon Bay, WI 54235 27. Meeting Per Diem Code: 28. Adjournment This meeting will be conducted by teleconference or video conference. Members of the public may join the meeting remotely or in-person. To attend the meeting via computer: https://us02web.zoom.us/j/85898827212?pwd= TIad5F05tYVPfjdLrrJoeKTD3ypbny.1 Meeting ID: 858 9882 7212 Passcode: 724329 Page 2 of 169 Page 3 of 169 Page 4 of 169 Page 5 of 169 January 29, 2026 Dear Library Trustees: Happy New Year! I wanted to reach out and extend a note of gratitude for your commitment to your community and your public library. There are always a lot of moving pieces in the library world, and I thank you all for juggling them and keeping your focus on your community’s needs. Challenges come and go, and I know that some of you are navigating challenges that may influence your library’s ability to remain in compliance with the Wisconsin Statutes that govern libraries. As we are at the beginning of the Annual Report period for public libraries, in which libraries establish compliance for the Department of Public Instruction (DPI), I wanted to remind you that the Nicolet Library System is here as a resource for you. Libraries have a unique mission to support the educational, recreational, and informational needs of the community. To protect the historic role of the public library as a source of unbiased information, public library boards have been granted a great deal of independent authority. The League of Wisconsin Municipalities provides some clarity and Chapter 43 of Wisconsin Statutes outlines the library’s requirements to maintain system membership, and charges library boards with this oversight. Maintaining a public library will allow continued membership in the Nicolet system if the minimum compliance requirements for state library system membership are met. These requirements are: • The library is established under Wisconsin Statutes. • The library has entered into a written agreement with the public library system board. • The library is free for the use of the inhabitants of the municipality by which it is established and maintained. • The library’s board membership complies with statutory requirements regarding appointment, length of term, number of members and composition. • The library board has exclusive control of the expenditure of all money collected, donated, or appropriated for the library. • The library board has exclusive control of all lands, buildings, money, and property acquired or leased by the municipality for library purposes. • The library board supervises the administration of the library, appoints the librarian, who appoints such other assistants and employees as the library board deems necessary, and prescribes their duties and compensation. • The library’s head librarian holds the appropriate grade level librarian certification from DPI. • The library director is present in the library at least 10 hours a week while the library is open to the public, less leave time. • Annually, the library is open to the public for an average of at least 20 hours each week. • The library annually spends at least $2,500 on library materials. Page 6 of 169 In turn, membership in Nicolet will allow for continued access to the following: • Expanded statewide catalog via interlibrary loan (ILL) services • Library Services, Youth Services, and Innovation & Improvement grant funding • Continued Education funding for library staff and trustees • Delivery services and communication of library resources • Management and membership in Wisconsin’s statewide, electronic collection • Contract negotiation efficiencies of scale (e.g., movie licenses) • Consulting services (Inclusive Services, Youth Services, WI Statutes, Annual Reporting, etc.) • Technology support • Marketing & communications support • Ability to qualify for state and federal grant funding If your library is facing challenges maintaining compliance—now or at any time—please don’t hesitate to reach out. At Nicolet, we’re ready and eager to provide proactive support. When a public library is not in compliance with membership requirements, Nicolet is required to develop a plan to bring the library back into compliance and share that plan with DPI. Failure to develop a plan and practices to return the library to compliance may result in a reduction or loss of Nicolet services as determined by the Nicolet Board of Trustees and could eventually result in expulsion from the system. Please do not hesitate to contact me with any questions or concerns you may have as you move forward with your Annual Report process. I am also happy to visit you at a board meeting upon request. Additional resources include your local library director, fellow trustees and Teresa Schmidt, Public Library Administration Consultant at DPI, teresa.schmidt@dpi.wi.gov, (608) 224-6167, https://dpi.wi.gov/libraries/public-libraries. Sincerely, Tracy D. Vreeke, Director Nicolet Library System tvreeke@nflsoffice.org (920) 448-4414 A library is not a luxury but one of the necessities of life. - Henry Ward Beecher Page 7 of 169 Trustee Tale Trustee Tale is a joint project of the Manitowoc-Calumet Library System, Nicolet Federated Library System, Outagamie Waupaca Library System, Winnefox Library System and Wisconsin Valley Library System. If you have questions, comments, or suggestions for future articles, contact your system director. 1 February 2026 By Bradley Shipps, Director Outagamie Waupaca Library System There are 381 public libraries in Wisconsin with 467 local outlets, and every single one of them belongs to one of fifteen regional public library systems. System membership comes with many benefits that strengthen a local library’s ability to serve its community beyond what it can accomplish with local resources alone. Expanded access and resource sharing System membership guarantees mutual borrowing and interlibrary loan, allowing patrons to access millions of items statewide rather than being limited to a single local collection. Delivery networks and coordinated interlibrary loan services make this sharing efficient and reliable. Systems assist with regional planning, service agreements, and coordination with neighboring systems and other types of libraries (academic, school, and special libraries). As a result of efficient statewide coordination, Wisconsin ranks highly in the nation for library resource sharing. Cost savings and economies of scale Systems provide shared infrastructure—such as online catalogs, delivery services, and technology platforms—that would be too expensive for individual libraries to operate alone. By avoiding duplication of services, communities save money while receiving higher-quality service. Improved service quality System-funded services enhance local B e n e f i t s o f W i s c o n s i n ’ s P u b l i c L i b r a r y S y s t e m s Page 8 of 169 o p e r a t i o n s t h r o u g h a c c e s s t o b a c k u p r e f e r e n c e s e r v i c e s , p r o f e s s i o n a l c o n s u l t a t i o n , a n d p r o m o t i n g a n d f a c i l i t a t i n g i n c l u s i v e s e r v i c e s f o r u n d e r s e r v e d p o p u l a t i o n s . A d d i t i o n a l l y , s y s t e m s p r o m o t e c o o p e r a t i o n r a t h e r t h a n c o m p e t i t i o n a m o n g l i b r a r i e s , i m p r o v i n g s e r v i c e c o n s i s t e n c y a c r o s s m u n i c i p a l i t i e s o f d i f f e r e n t s i z e s a n d t y p e s . T e c h n o l o g y a n d i n n o v a t i o n S y s t e m s s u p p o r t t e c h n o l o g y p l a n n i n g , s h a r e d c a t a l o g s , I T i n f r a s t r u c t u r e , a n d c y b e r s e c u r i t y , h e l p i n g l i b r a r i e s a d o p t n e w t e c h n o l o g i e s s a f e l y a n d a f f o r d a b l y . S u p p o r t f o r l o c a l l i b r a r y b o a r d s o f t r u s t e e s R e g i o n a l s y s t e m s a l s o d i r e c t l y s u p p o r t l i b r a r y b o a r d s i n c a r r y i n g o u t t h e i r g o v e r n a n c e a n d o v e r s i g h t r e s p o n s i b i l i t i e s . S y s t e m s p r o v i d e t r a i n i n g f o r t r u s t e e s , h e l p i n g b o a r d s u n d e r s t a n d t h e i r s t a t u t o r y r o l e s , g o v e r n a n c e r e s p o n s i b i l i t i e s , a n d e m e r g i n g i s s u e s i n t h e l i b r a r y f i e l d . O n g o i n g e d u c a t i o n s t r e n g t h e n s t r u s t e e d e c i s i o n - m a k i n g a n d l e a d e r s h i p S y s t e m s t a f f o f f e r e x p e r t a d v i c e o n p o l i c y d e v e l o p m e n t , p l a n n i n g , b u d g e t i n g , t e c h n o l o g y , h i r i n g , a n d s e r v i c e m o d e l s , g i v i n g b o a r d s a c c e s s t o s p e c i a l i z e d k n o w l e d g e t h e y m a y n o t h a v e l o c a l l y . B e c a u s e s y s t e m s r e c e i v e a n d m a n a g e s t a t e f u n d i n g , t h e y h e l p e n s u r e c o m p l i a n c e w i t h s t a t u t o r y r e q u i r e m e n t s a n d s t a n d a r d s o f s e r v i c e , s u p p o r t i n g b o a r d s i n m e e t i n g l e g a l o b l i g a t i o n s . S y s t e m s p l a y a l e a d e r s h i p r o l e i n s t a t e w i d e a d v o c a c y f o r l i b r a r i e s , i n d i r e c t l y b e n e f i t i n g l o c a l b o a r d s a n d c o m m u n i t i e s . S y s t e m s p l a y a s u p p o r t i n g r o l e i n l o c a l a d v o c a c y e f f o r t s , p r o v i d i n g d a t a a n d c o m m u n i c a t i o n s s u p p o r t . I n s h o r t , m e m b e r s h i p i n a r e g i o n a l p u b l i c l i b r a r y s y s t e m a l l o w s a W i s c o n s i n p u b l i c l i b r a r y t o o f f e r b r o a d e r a c c e s s , b e t t e r s e r v i c e s , a n d g r e a t e r e f f i c i e n c y t h a n i t c o u l d a l o n e . F o r l i b r a r y b o a r d s o f t r u s t e e s , s y s t e m s p r o v i d e t r a i n i n g , e x p e r t g u i d a n c e , a n d a c c o u n t a b i l i t y f r a m e w o r k s t h a t s t r e n g t h e n g o v e r n a n c e a n d h e l p e n s u r e e q u i t a b l e , h i g h - q u a l i t y l i b r a r y s e r v i c e f o r a l l r e s i d e n t s o f t h e s t a t e . R e f e r e n c e s T h i s a r t i c l e w a s d r a f t e d w i t h t h e a s s i s t a n c e o f C h a t G P T t o p u l l r e l e v a n t i n f o r m a t i o n f r o m t h e f o l l o w i n g s o u r c e s . T h e f i n a l a r t i c l e w a s e d i t e d f o r r e a d a b i l i t y a n d r e v i e w e d f o r a c c u r a c y b y s y s t e m s t a f f . T r u s t e e E s s e n t i a l s , C h a p t e r 1 7 : M e m b e r s h i p i n t h e L i b r a r y S y s t e m T r u s t e e E s s e n t i a l s , C h a p t e r 2 6 : T h e P u b l i c L i b r a r y S y s t e m B o a r d — t h e B r o a d V i e w p o i n t W L A L i b r a r y L e g i s l a t i v e D a y h a n d o u t “ W i s c o n s i n ’ s P u b l i c L i b r a r y S y s t e m s ” https://owlsweb.org/trustee-tale/ Page 9 of 169 Page 10 of 169 U pcoming EventsE very Friday - Coffee with the Curators Talks2 /26/26 - LIR Talk - Exhibit Creation2 /28/26 - February Fossil Fest3 /5/26 - LIR Talk - Historic Cooking3 /12/26 - LIR Talk Early Firefighting in DCP rograms, Education, and Events1 /21/26 - DCR Historic Cooking w/United Way1 /29/25 - DCR Cold War TalkA rtifact Donations1 /13/26 - PBI Photos and automotive a dvertising from Door County1 /24/26 - Large collection of photos and d ocuments Hendricks Orchards 1930s-7 0s. child polio leg braces1 /31/26 - Large collection of photos and d ocuments on teacher,sheriff and State S enator, Alex Meunier.S ummaryT he Door County Reads programs were successful and enjoyable. We continued work on the F ounding Industries exhibit, the Chief Roy Oshkosh and Mary Jane Van Duyse exhibit, and b egan designing a new exhibit on early fraternal organizations in Door County. Archival work a lso continued with the setup of new digitization equipment and work spaces.Ja nuary 2026 ReportS ubmitted by Joe Taylor, Museum and Archives Manager Page 11 of 169 C hild's Polio Leg BracesA rtist Study for Timber Industry MuralS tone Industry Intro PanelH enricks Orchard Workers PhotoD uck and Cover TalkA lex Meunier Artifacts Page 12 of 169 Director’s Report Page 1 of 13 Administrative • Door County Library’s Annual Report was completed and is further in this packet. The summary infographic one-page handout of statistics is in process. • Door County Reads 2026 is still going strong with several events remaining. • Director was interviewed on the Peninsula Pusle podcast on Feb 5th and this episode is currently available. • Library Legislative Day the Director met with Senator Andre Jacque and Representative Joel Kitchens. In addition they met with Representative Ron Tussler as a librarian or trustee from their district was unable to attend. Facilities • Elevator technician was called to fix the elevator as it was out of service January 20th, and repaired by about noon on the 21st. Friends of Door County Libraries • Upcoming book sales: February 25, March 14 & 25 • Director met with Friends board members for a budget discussion January 28 to establish their 2026 budget and passed at the Feb 9th meeting. Great Thanks to them for all of their work on book sales and other events to support the Library. Library statistics reporting – included statistical reports and charts: 19 January 2026 – Library Board Meeting Director’s Report – Dominic Frandrup Page 13 of 169 Director’s Report Page 2 of 13 Branch Library Locations Reports Baileys Harbor- Mary Sawyer We focused on weeding last month, completing a 3 year non-circulating of Adult DVD's, Fiction, Mystery and Children's picture books. We'll continue with genre fiction, audiobooks, and Juvenile/Teens in February and March. We've also been happily watching the progress of geothermal installation in the BAI town hall. Next week the old heating system will be shut off in the library and temporary space heaters will be installed until the completion of Page 14 of 169 Director’s Report Page 3 of 13 the geothermal installation. Thankfully the library will not have to close during this process, but space heaters do have me nervous considering how cold this winter has been. But all we can do is wait and see. Egg Harbor- Dixie Jorns January at the Egg Harbor Library was relatively quiet. The weather was not the best for venturing out. The children’s room still saw a lot of activity with parents bringing their toddlers in to get “the wiggles out”. Take and make crafts in the children’s room were, as always, very popular. We typically go through 40+ kits every month. The Maker Space was busy with glass fusing projects happening. At least 70 people used the space at least once (we do have many repeat crafters coming often) during the month. Our monthly Craft Kick-Off Night happens in the Maker Space and gives people the opportunity to see what we will be working on in the coming month. Seventeen people came out on the 27th to learn how to use alcohol inks which we will be featuring throughout February. This was also the debut month for the Silent Book Club of Door County and we had 12 participants. This new group meets on the first Tuesday of the month and our start up event was on an evening of thick fog and sleet. Nine people braved the elements and very much enjoyed the snacks provided, conversation, and the quiet personal reading time. It was a great group, and I think this will be a fun monthly event going forward. Music Jam also remains popular. The number of musicians dropping in to play is growing again now that the holidays are behind us. We are still seeing a handful of listeners on a steady basis as well. Our Between the Pages Book Club discussed the D.C. Reads book, The Briar Club at our January meeting. Thirteen people braved the bitter cold (wind chills in minus double digits) to attend. The book was enjoyed by all, and we had a very good discussion. It worked out well that this happened shortly after the Author Talk from the previous Saturday. Those that attended that event brought a lot to the conversation. Story time for January fell on one of the brutally cold days. No one attended and I applaud them for hunkering down at home. No one attended the monthly movie as well and I would guess that is the result of avoiding being out in the dangerous cold. Page 15 of 169 Director’s Report Page 4 of 13 Ephraim- Suzanne Ihrig Ephraim Book Club met on January 6th to discuss Orbital by Samantha Harvey. We also gave away two Take and Make craft kits for kids that featured a cozy winter theme. The Door County Reads books were all gone in December but we had several Ephraim patrons attend the Kate Quinn live event in Sturgeon Bay and our spotlight DCR event, creating spoon rests with Owl Arts (to be held in February) filled up fast, with a substantial wait list to boot. We look forward to doing more classes with Karen from Owl Arts in the future. As usual, January is a good time to tackle projects that get neglected in the busy season: weeding, re-arranging, fixing books, cleaning, etc. We’re also working ahead on summer programming, as well as facility updates and improvements to the Children’s Area. Fish Creek- Elisha Adelman I’m sure due in part to the epically frigid temperatures, we were a bit quiet this month, but folks who came in were still checking out plenty. We did reschedule a DCR dance and lessons for February due to the cold, so we’ll have an update on that event next month. Around here, some winter tasks are getting done, such as weeding and working on reorganizing Sharepoint. We did do our first visit with the Northern Door Children’s Center’s 4K students to introduce them to how libraries work. We read a story, made library cards for their library, and learned about what librarians do. This month, they’ll make their own books that will go in their library. Page 16 of 169 Director’s Report Page 5 of 13 Forestville- Jennifer Bacall We had a record high door count for January 2026 with 1028 individual patrons! (Statistics available back to 2016.) Plenty of our hours were spent arranging and rearranging the Children's area for painting the walls and for the shelving installation which was completed on January 30th. The shelves were created by C & C Builders out of Green Bay and were paid for with donations gathered from the community. We continue to gather funds in hopes to purchase a library grade sofa for the room. Somehow, besides the renovation project we were able to weed several sections, hold eight programs and still serve our patrons. Our Home School Workshop this month was creating a small, light-up robot from a kit, and we had 40 people in attendance for the event. Right after that event was out first zero attendance event, our Adult Craft Night which was themed "Bring Your Own Craft". We held two Door County Reads events. Our Family Cookie Decorating Workshop featured cookies from the North Water Bakery in Algoma. We had enough extra that our preschool kids were able to decorate cookies as well. Our second DCR event was Adult Book Club at the Door County Fire Company in Sturgeon Bay. Both of these programs were held thanks to gift funds from the Library Foundation. Page 17 of 169 Director’s Report Page 6 of 13 Sister Bay/ Liberty Grove - Christina Johnson For January, I am pleased to report solid participation in several of our programs this month. We had a full class for our Door County Reads: Owl Arts Pottery Class - Make your Own Spoon Rest, where 1 teen and 15 adults participated. Our Briar Club Music Hour with David Watkins for Door County Reads also brought in 23 people to our branch (15 adults, 2 teens, and 6 toddler to kindergarten aged kids) who all enjoyed the curated 1950s vintage record music and history listening event. A truly welcome for all ages early evening event! We also coordinated with local senior living facility Activity Director Jan Wood and hosted this same event off-site on a different day in the morning by bringing it to the elder residents at Serenity Springs Scandia Village in Sister Bay where 24 of our local elders (many who had been library patrons) gathered in the event space on campus and enjoyed letting the music bring them to life. It was a beautiful example of when music awakens one’s soul -- even if one has dementia, movement, or speaking issues somehow music traverses those barriers and toe tapping, body moving, and humming and singing along with the old tunes of one’s youth comes back with attention, energy, and joy. Page 18 of 169 Director’s Report Page 7 of 13 The above Door County Reads opportunities with much appreciation were funded by the Door County Library Foundation. In addition to these, our monthly branch programs brought in solid member turn out this past month as well, including for our book club with 10 people and our genealogy club with 6 people. We have also continued our annual providing of Winter Seed Sowing Kits with prepared milk jugs, instructions, seed packets, and soil in partnership with our Seed Library Volunteer, Lu Maloney. In January, 15 kits were claimed. We have another 15 out for February, and can easily make more if the interest is there. Stop by our branch in Sister Bay soon before Winter wraps-up, and to get the seed selections you would like. Sturgeon Bay Adult Department – Laura Kayacan Tuesday January 6 - Multicultural Book Club read “Wild Dark Shore” by Charlotte McConachy. The group will be reading the Door County Reads book next month, and I handed out a list of 12 books for next season and asked members to vote on the 6 books they’d most like to read between March and August. Thursday January 8 – Genealogy Club discussed how to handle items inherited from our families such as old mining certificates, WWII letters etc. The topic of which software to use for genealogy was once more discussed and the verdict was Family Tree Maker. Wednesday January 14 – Bill Parson and Tim Annoye, former employees of Sturgeon Bay’s Palmer Johnsons discussed a book by the late James Mihaley, “The Boatyard: How a Rollicking Bunch in Rural Wisconsin Built the Finest Yachts in the World. ” They had many photos of the yachts and talked about the atmosphere and camaraderie they experienced while working at that company. It was interesting to learn that Palmer Johnson built boats for people like the King of Spain, and that this book was the best-selling book last year at the local bookstore, Novel Bay. Page 19 of 169 Director’s Report Page 8 of 13 Two new items were introduced to Sturgeon Bay’s Library of Things, an air quality detector, and a lightweight 5X magnifier with 3 led light colors. If someone wants a large print book and there are only regular print available, this magnifier will make reading the small print much easier. Both items were quickly checked out of the library. The Seed Library brought in a donation they received from a local hardware store and that included seeds for various soil conditions, and local wildflowers. The seeds are popular and the display lets people know about an upcoming seed sowing program, seed exchange, and the season’s kickoff event in March. Saturday, January 17 was the kickoff event for Door County Reads 2026. The author of “The Briar Club, ” Kate Quinn, spoke at Sturgeon Bay High School auditorium. She was a very strong speaker and impressed everyone. Local author, Anne Heyse, had the honor of interviewing Kate. The program was recorded and added to the library YouTube channel and in 9 days has over 170 views. Wednesday January 21 – The Play Reading Club discussed “The Perfect Arrangement” by Topher Payne. This is the play Third Avenue PlayWorks will be reading as part of Door County Reads in February. It was set in the 1950’s and dealt with the stigma of being gay in that era. Thursday January 22 – Was the first Fish Tales of the season, and once again, the library is partnering with Crossroads to bring expert speakers to the area to talk about fish ecology. The first speaker this year was Dr. Karen Murchie from the Shedd Aquarium in Chicago. She comes to Door County regularly to study suckers. There are video records of all Fish Tale programs going back a few years on the library YouTube channel under the playlist “Fish Tales. ” Page 20 of 169 Director’s Report Page 9 of 13 Saturday, January 24 – The film, “Far from Heaven” was shown at the Kress in partnership with Open Door Pride, PFLAG, Northern Door Pride. After the film a discussion was led by film critic, Mike Orlock, and Kinsey Institute psychologist, Patrick Cerra. The program was interesting, but it was the coldest day of the year, so it was rewarding to see how many attended. Wednesday, January 28 – A group of 14 people registered ahead and joined Karen Eckberg from OWLS Arts in Green Bay in making spoon rests as part of Door County Reads and the cooking theme that ran through “The Briar Club. ” The group loved the experience of working with clay and learning to glaze their ceramic pieces. Sturgeon Bay Children’s Department - Beth Lokken January's biggest news is always the Costumed Character Program at the end of the month. This year it was a Party With Pete the Cat, which was a big success. 135+ people came to listen to stories, make crafts, play games, eat snacks, and of course meet Pete, a giant blue Siamese Cat with a very relaxed attitude. As usual, the Friends provided the lion's share of the volunteers, many of whom are veterans of previous Costumed Character Programs and so knew what to expect. The biggest difference this year was Nadia and her kids, who volunteered to help create games and crafts, and then came to run them. Chenille Stems turned into creative sunglasses, Tempura Paint Sticks created groovy underwater scenes, and a box of various takes on a banana (can you feel the difference without peeking?) all came from their creative minds. The biggest thing that I will add to our project every year moving forward? Nadia works for the Gnoshery, and she pulled in Jocelyn from their Green Bay office, who brought case after case of cool small kid games to play. They were a huge hit, and Jocelyn has promised to come next year if I fill out the forms. I am very good at filling out forms! Up next month is our partnership with the school districts: Author Bethany Barton will be coming on Saturday February 14th, supported by a grant from the Library Foundation. She will do her big school presentation (complete with a toilet paper cannon) in Egg Harbor at 10am and Sturgeon Bay at 3pm, with a presentation for parents about the practical tools for making choices about screen time for elementary Page 21 of 169 Director’s Report Page 10 of 13 aged kids at 6pm at Crossroads at Big Creek. We particularly focused on reaching out to the parochial and homeschool families, but everyone is invited to attend, so I will let you know how it went next time! Sturgeon Bay Circulation Department – Morgan Mann In 2025, Sturgeon Bay Library had 95,073 circs of our physical materials, which was nearly 2,000 more checkouts than in 2024! The adult collection accounted for 61% of the checkouts, teen collection was 3%, and children’s collection was 36% (seen in the graph to the left). Sturgeon Bay readers preferred nonfiction, videos, mystery/thrillers, and picture books this year, as shown below in the top genres in each category. A graph representing the largest percentages can be found to the right of each. The circs, shown in the parenthesis to the left of each genre, can be used to evaluate the year-over-year usage of that segment. Adult Collection (circs) 29.65% – Nonfiction (17,225) 26.46% – Videos (15,375) 19.59% – Mystery/Thriller (11,385) 15.42% – Large Print (8958) 13.18% – General Fiction (7658) 4.89% – Romance (2843) 4.42% – Magazines & Newspapers (2569) 3.89% – Fantasy/Science Fiction (2259) 3.63% – Audiobooks (2111) 2.94% – Paperbacks (1709) 2.37% – Music (1375) 2.11% – Inspirational (1224) 1.03% – Classics (597) 0.50% – Graphic Novels (293) 0.34% – Western (197) 0.09% – Library of Things (53) 0.06% – Spanish/World Language (32) 0.03% – Videogames (17) 0.02% – Adult Readers (13) 0.01% – Art Prints (6) Teen Collection (circs) 60.39% – Teen Fiction (1418) 20.83% – Teen Graphic Novels (489) 8.30% – Teen Nonfiction (195) 4.68% – Teen Videogames (110) Adult Collection Teen Collection Page 22 of 169 Director’s Report Page 11 of 13 3.53% – Teen Magazines (83) 2.47% – Teen Audiobooks (58) 0.00% – Teen Spanish (1) Children’s Collection (circs) 34.47% – Children’s Picture Books (11,936) 17.85% – Children’s Fiction (6179) 14.25% – Children’s Nonfiction (4935) 8.25% – Children’s Videos (2856) 8.14% – Children’s Graphic Novels (2819) 8.02% – Children’s Early Readers (2777) 2.69% – Children’s Board Books (930) 2.62% – Children’s Toys (906) 0.93% – Children’s Audiobooks (332) 0.53% – Children’s Magazines (182) 0.40% – Children’s Spanish/World Language (140) 0.33% – Children’s Books with Audio (115) 0.22% – Children’s Music (75) Washington Island- Corinn Sevcik January was a very busy month at the Washington Island Library despite some frigid temperatures. Our door count numbers were up 342 patrons visiting compared to January 2025. The Washington Island Library opted to be open on Friday, January 23, despite the local school and other DC libraries being closed. We had about 30 patrons visit that day to use computers, check out books, and hang out in the warm environment. Our monthly Storytime & Crafts was held on Tuesday, January 6, and had 14 children and eight adults attend. The theme for January was winter. Meghann read books on winter and snow, and the children made a hot cocoa ornament that was a screen-free craft send from Sturgeon Bay. The craft was a hit! Children’s Collection Page 23 of 169 Director’s Report Page 12 of 13 The monthly Adult Book Club held on Thursday, January 22, had record numbers with 11 patrons attending. All attendees loved the book "The Day the World Came to Town" by Jim Defede, which is a true story of how Gander, Newfoundland, handled close to 7,000 passengers landing in a town of barely 10,000 people for five days. All of us thought that if something similar happened on Washington Island, the visitors would be treated with the same empathy and thoughtfulness as the passengers of the 38 planes. For February, we are reading the Door County Reads book, "The Briar Club" by Kate Quinn. This month, we held our first Lego Club of 2026. We had an amazing turn out with 22 children and 14 adults attending. It was a very cold afternoon and evening, so many Island families were looking for something to do. Surprisingly, all the children got along despite the tight quarters. We put out a few brand-new Lego sets for older kids, and we had Duplo blocks for younger children. Now that we have more children visiting on a regular basis with the elementary school students coming here at least twice a month, I made it a goal to improve the children's section of the library. And, that means getting more and newer books. Because of this we, are quickly becoming short on space. An easy fix was to purchase a new book truck for our library. It is a beautiful light blue color, and is now stocked with new and favorite children's series along with new children's non-fiction books. During our well- attended events, the new book truck can be moved out of the way to make more space. Lots of books coming and going in the delivery service lately, so lots of lifting! We've had record loads with seven bins (and the box for the new dolly - I still need to take it out of the box) picked up from the ferry dock on Wednesday, Feb. 4, and seven bins and five bags going out to the ferry dock on Feb. 5. Page 24 of 169 Director’s Report Page 13 of 13 Washington Island Observer photo and caption from the January 26- February 11 issue. Page 25 of 169 8. Vouchers December 2025 Expenses 09-Jan-2026 $33,693.43 23-Jan-2026 $2,442.62 $36,136.05 January 2026 Expenses 09-Jan-2026 $15,023.76 23-Jan-2026 $20,243.64 $35,267.40 16 February 2026 – Library Board Meeting Agenda Notes Page 26 of 169 Invoice Number Invoice Description Status Held Reason Invoice Date Due Date G/L Date Received Date Payment Date Invoice Net Amount Department 36 - Library Batch Number 2025-00000774 Batch Date 12/31/2025 Entered by User Ashley Zahn Vendor 8383 - AMAZON CAPITAL SERVICES, INC 1MVN-RPGV-L9G9 Amazon 12/1-12/31/25 Edit 12/31/2025 12/31/2025 12/31/2025 6,096.69 Vendor 8383 - AMAZON CAPITAL SERVICES, INC Totals Invoices 1 $6,096.69 Vendor 23985 - CENGAGE LEARNING INC 999101816743 DCL Circuit Edit 12/31/2025 12/31/2025 12/31/2025 36.89 999101816744 EGG CTY Books and Donations Edit 12/31/2025 12/31/2025 12/31/2025 73.78 Vendor 23985 - CENGAGE LEARNING INC Totals Invoices 2 $110.67 Vendor 23993 - COLLABORATIVE SUMMER LIBRARY PROGRAM 554756 SIS Summer Reading Supplies Edit 12/31/2025 12/31/2025 12/31/2025 1,551.79 Vendor 23993 - COLLABORATIVE SUMMER LIBRARY PROGRAM Totals Invoices 1 $1,551.79 Vendor 12527 - DESTINATION DOOR COUNTY 200 DDC Certificates Edit 12/31/2025 12/31/2025 12/31/2025 200.00 Vendor 12527 - DESTINATION DOOR COUNTY Totals Invoices 1 $200.00 Vendor 8520 - DOOR COUNTY HARDWARE COMPANY 478275 Wire ties Edit 12/31/2025 12/31/2025 12/31/2025 17.18 Vendor 8520 - DOOR COUNTY HARDWARE COMPANY Totals Invoices 1 $17.18 Vendor 9776 - ELAN FINANCIAL SERVICES Visa12/3-1/2/26 Donations and CTY Expenses Edit 12/31/2025 12/31/2025 12/31/2025 1,278.94 Vendor 9776 - ELAN FINANCIAL SERVICES Totals Invoices 1 $1,278.94 Vendor 13031 - GFL SOLID WASTE MIDWEST LLC U50000115108 Recycling Services Edit 12/31/2025 12/31/2025 12/31/2025 68.89 Vendor 13031 - GFL SOLID WASTE MIDWEST LLC Totals Invoices 1 $68.89 Vendor 14164 - INGRAM LIBRARY SERVICES 2009329 1-1-26 CTY Books and Donations Edit 12/31/2025 12/31/2025 12/31/2025 9,723.80 20K8906 1-1-26 Donations Edit 12/31/2025 12/31/2025 12/31/2025 1,752.28 Vendor 14164 - INGRAM LIBRARY SERVICES Totals Invoices 2 $11,476.08 Vendor 12443 - MAIN STREET MARKET 12/1-12/31/25 EGG Newspapers Edit 12/31/2025 12/31/2025 12/31/2025 177.79 Vendor 12443 - MAIN STREET MARKET Totals Invoices 1 $177.79 Vendor 10103 - MIDWEST TAPE 12/1-12/31/26 CTY AV, AB, and Donations Edit 12/31/2025 12/31/2025 12/31/2025 2,595.35 508251780 HQ Foundation Hoopla (County expense) Edit 12/31/2025 12/31/2025 12/31/2025 4,571.29 Vendor 10103 - MIDWEST TAPE Totals Invoices 2 $7,166.64 Vendor 25736 - OVERDRIVE INC 00669CO25405558 HQ Foundation Overdrive Advantage Pilot 3 Edit 12/31/2025 12/31/2025 12/31/2025 535.47 00669CP25411029 HQ Library Materials Edit 12/31/2025 12/31/2025 12/31/2025 39.36 Vendor 25736 - OVERDRIVE INC Totals Invoices 2 $574.83 Vendor 172 - PIGGLY WIGGLY Run by Ashley Zahn on 01/09/2026 04:43:28 PM Page 1 of 2 Door County Accounts Payable Invoice Report G/L Date Range 12/31/25 - 12/31/25 Report By Department - Batch - Vendor - Invoice Summary Listing Page 27 of 169 Invoice Number Invoice Description Status Held Reason Invoice Date Due Date G/L Date Received Date Payment Date Invoice Net Amount 2721-1/1/26 SIS Newspapers Edit 12/31/2025 12/31/2025 12/31/2025 349.01 Vendor 172 - PIGGLY WIGGLY Totals Invoices 1 $349.01 Vendor 24086 - PLAYAWAY PRODUCTS LLC 520387 Wonderbooks Edit 12/31/2025 12/31/2025 12/31/2025 590.92 520390 Wonderbooks-STRJ CTY AB Edit 12/31/2025 12/31/2025 12/31/2025 1,296.83 Vendor 24086 - PLAYAWAY PRODUCTS LLC Totals Invoices 2 $1,887.75 Vendor 24479 - PTS COMMUNICATIONS INC 2149612 Pay Phone Edit 12/31/2025 12/31/2025 12/31/2025 43.00 Vendor 24479 - PTS COMMUNICATIONS INC Totals Invoices 1 $43.00 Vendor 15069 - STAPLES ADVANTAGE 6051445647 Office Supplies Edit 12/31/2025 12/31/2025 12/31/2025 93.99 6051445648 Office Supplies Edit 12/31/2025 12/31/2025 12/31/2025 1,318.07 Vendor 15069 - STAPLES ADVANTAGE Totals Invoices 2 $1,412.06 Vendor 22193 - UNIQUE MANAGEMENT SERVICES INC 6149525 STR Placements Edit 12/31/2025 12/31/2025 12/31/2025 29.55 6149532 SIS Placements Edit 12/31/2025 12/31/2025 12/31/2025 9.85 Vendor 22193 - UNIQUE MANAGEMENT SERVICES INC Totals Invoices 2 $39.40 Vendor 38670 - WISCONSIN PUBLIC SERVICE CORP 5749389810 Heat Edit 12/31/2025 12/31/2025 12/31/2025 1,242.71 Vendor 38670 - WISCONSIN PUBLIC SERVICE CORP Totals Invoices 1 $1,242.71 Batch Number 2025-00000774 Totals Invoices 24 $33,693.43 Department 36 - Library Totals Invoices 24 $33,693.43 36 Library ___________________________________________________ Grand Totals Invoices 24 $33,693.43 Run by Ashley Zahn on 01/09/2026 04:43:28 PM Page 2 of 2 Door County Accounts Payable Invoice Report G/L Date Range 12/31/25 - 12/31/25 Report By Department - Batch - Vendor - Invoice Summary Listing Page 28 of 169 Invoice Number Invoice Description Status Held Reason Invoice Date Due Date G/L Date Received Date Payment Date Invoice Net Amount Department 36 - Library Batch Number 2026-00000004 Batch Date 01/09/2026 Entered by User Ashley Zahn Vendor 11 - A 1 ELEVATOR SALES & SERVICE 24608 Elevator Quarterly Service- Miller Art Museum Edit 01/09/2026 01/09/2026 01/09/2026 176.25 Vendor 11 - A 1 ELEVATOR SALES & SERVICE Totals Invoices 1 $176.25 Vendor 22275 - BIRCH CREEK MUSIC PERFORMANCE 120226 Door County Reads- Foundation Edit 01/09/2026 01/09/2026 01/09/2026 500.00 Vendor 22275 - BIRCH CREEK MUSIC PERFORMANCE Totals Invoices 1 $500.00 Vendor 4818 - CELLCOM WISCONSIN RSA 10 600491 Cellphone - Library Edit 01/09/2026 01/09/2026 01/09/2026 41.79 Vendor 4818 - CELLCOM WISCONSIN RSA 10 Totals Invoices 1 $41.79 Vendor 4241 - COSTUME SPECIALISTS 33942 Costume for Jan. Children's Party- FRI JCP Edit 01/09/2026 01/09/2026 01/09/2026 270.00 Vendor 4241 - COSTUME SPECIALISTS Totals Invoices 1 $270.00 Vendor 24377 - DAVID J WATKINS 01/27/26 The Briar Club record listening party @ Sister Bay 1/27/26 Edit 01/09/2026 01/09/2026 01/09/2026 350.00 1-23-26 1950's Learn to Dance Program @ Gibraltar Town hall 1/23/26 Edit 01/09/2026 01/09/2026 01/09/2026 300.00 2/10/26 The Briar Club record listening party @ Sturgeon Bay 2/10/26 Edit 01/09/2026 01/09/2026 01/09/2026 350.00 2/3/26 The Briar Club record listening party @ Cherry Cove 2-3-26 Edit 01/09/2026 01/09/2026 01/09/2026 350.00 Vendor 24377 - DAVID J WATKINS Totals Invoices 4 $1,350.00 Vendor 10334 - OWLS 4759 Microsoft Office licenses Edit 01/09/2026 01/09/2026 01/09/2026 480.00 Vendor 10334 - OWLS Totals Invoices 1 $480.00 Vendor 24170 - PENINSULA PLAYERS THEATRE 020226 Door County Reads-Foundation Edit 01/09/2026 01/09/2026 01/09/2026 2,000.00 Vendor 24170 - PENINSULA PLAYERS THEATRE Totals Invoices 1 $2,000.00 Vendor 8182 - PITNEY BOWES INC 1028686437 Ink for Postage Machine Edit 01/09/2026 01/09/2026 01/09/2026 91.29 Vendor 8182 - PITNEY BOWES INC Totals Invoices 1 $91.29 Vendor 24783 - RIVISTAS SUBSCRIPTION SERVICES 21395 EPH Magazines Edit 01/09/2026 01/09/2026 01/09/2026 346.26 21396 FIS Magazines Edit 01/09/2026 01/09/2026 01/09/2026 522.94 21398 WSH Magazines Edit 01/09/2026 01/09/2026 01/09/2026 336.78 21399 WSH Newspapers Edit 01/09/2026 01/09/2026 01/09/2026 66.00 22106 BAI Magazines Edit 01/09/2026 01/09/2026 01/09/2026 610.89 22107 STRA Magazines Edit 01/09/2026 01/09/2026 01/09/2026 2,015.09 22109 STRJ Magazines Edit 01/09/2026 01/09/2026 01/09/2026 251.00 Run by Ashley Zahn on 01/12/2026 11:04:38 AM Page 1 of 2 Door County Accounts Payable Invoice Report G/L Date Range 01/09/26 - 01/09/26 Report By Department - Batch - Vendor - Invoice Summary Listing Page 29 of 169 Invoice Number Invoice Description Status Held Reason Invoice Date Due Date G/L Date Received Date Payment Date Invoice Net Amount 22110 STRT Magazines Edit 01/09/2026 01/09/2026 01/09/2026 110.19 22111 FOR Newspapers Edit 01/09/2026 01/09/2026 01/09/2026 66.00 22112 FOR Magazines Edit 01/09/2026 01/09/2026 01/09/2026 328.57 22113 SIS Magazines Edit 01/09/2026 01/09/2026 01/09/2026 1,021.61 22114 HQ Magazines Edit 01/09/2026 01/09/2026 01/09/2026 782.93 Vendor 24783 - RIVISTAS SUBSCRIPTION SERVICES Totals Invoices 12 $6,458.26 Vendor 23722 - ROGUE THEATER 210726 Door County Reads- Foundation Edit 01/09/2026 01/09/2026 01/09/2026 1,000.00 Vendor 23722 - ROGUE THEATER Totals Invoices 1 $1,000.00 Vendor 18078 - THE LIBRARY STORE, INC. 770829 Vistafoil and jacket covers Edit 01/09/2026 01/09/2026 01/09/2026 631.17 Vendor 18078 - THE LIBRARY STORE, INC. Totals Invoices 1 $631.17 Vendor 15135 - THIRD AVENUE PLAYHOUSE, INC 070226 Door County Reads- Foundation Edit 01/09/2026 01/09/2026 01/09/2026 1,000.00 Vendor 15135 - THIRD AVENUE PLAYHOUSE, INC Totals Invoices 1 $1,000.00 Vendor 502 - UNITED WAY OF DOOR COUNTY DCNPG Dues 2026 DC Non Profit Group 2026 Membership Dues Edit 01/09/2026 01/09/2026 01/09/2026 25.00 Vendor 502 - UNITED WAY OF DOOR COUNTY Totals Invoices 1 $25.00 Vendor 23449 - WRITE ON, DOOR COUNTY INC 030226 Door County Reads-Foundation Edit 01/09/2026 01/09/2026 01/09/2026 1,000.00 Vendor 23449 - WRITE ON, DOOR COUNTY INC Totals Invoices 1 $1,000.00 Batch Number 2026-00000004 Totals Invoices 28 $15,023.76 Department 36 - Library Totals Invoices 28 $15,023.76 36 Library ___________________________________________________ Grand Totals Invoices 28 $15,023.76 Run by Ashley Zahn on 01/12/2026 11:04:38 AM Page 2 of 2 Door County Accounts Payable Invoice Report G/L Date Range 01/09/26 - 01/09/26 Report By Department - Batch - Vendor - Invoice Summary Listing Page 30 of 169 Invoice Number Invoice Description Status Held Reason Invoice Date Due Date G/L Date Received Date Payment Date Invoice Net Amount Department 36 - Library Batch Number 2025-00000794 Batch Date 12/31/2025 Entered by User Ashley Zahn Vendor 8923 - BONNIE BROOKE GARDENS BB290525 Flowers for Planter- HQ General Edit 12/31/2025 12/31/2025 12/31/2025 243.21 Vendor 8923 - BONNIE BROOKE GARDENS Totals Invoices 1 $243.21 Vendor 25292 - CORINN SEVCIK CS-12/31/25 Mileage Reimbursement WSH - December Edit 12/31/2025 12/31/2025 12/31/2025 61.74 Vendor 25292 - CORINN SEVCIK Totals Invoices 1 $61.74 Vendor 24086 - PLAYAWAY PRODUCTS LLC 522537 Wonderbooks Edit 12/31/2025 12/31/2025 12/31/2025 468.93 Vendor 24086 - PLAYAWAY PRODUCTS LLC Totals Invoices 1 $468.93 Vendor 30820 - STURGEON BAY UTILITIES 1-7-26 SBU #1 Utilities Edit 12/31/2025 12/31/2025 12/31/2025 1,586.61 1-7-26 SBU #2 Utilities Edit 12/31/2025 12/31/2025 12/31/2025 37.13 Vendor 30820 - STURGEON BAY UTILITIES Totals Invoices 2 $1,623.74 Vendor 36270 - WASHINGTON ISLAND FERRY LINE I 160640 Ferry-SR Edit 12/31/2025 12/31/2025 12/31/2025 45.00 Vendor 36270 - WASHINGTON ISLAND FERRY LINE I Totals Invoices 1 $45.00 Batch Number 2025-00000794 Totals Invoices 6 $2,442.62 Department 36 - Library Totals Invoices 6 $2,442.62 36 Library ___________________________________________________ Grand Totals Invoices 6 $2,442.62 Run by Ashley Zahn on 01/23/2026 11:49:27 AM Page 1 of 1 Door County Accounts Payable Invoice Report G/L Date Range 12/31/25 - 12/31/25 Report By Department - Batch - Vendor - Invoice Summary Listing Page 31 of 169 Invoice Number Invoice Description Status Held Reason Invoice Date Due Date G/L Date Received Date Payment Date Invoice Net Amount Department 36 - Library Batch Number 2026-00000041 Batch Date 01/23/2026 Entered by User Ashley Zahn Vendor 2720 - CITY OF STURGEON BAY 2026018 Property and Liability Insurance- STR Library Edit 01/23/2026 01/23/2026 01/23/2026 10,052.91 Vendor 2720 - CITY OF STURGEON BAY Totals Invoices 1 $10,052.91 Vendor 7150 - DEMCO 7748317 Labels Edit 01/23/2026 01/23/2026 01/23/2026 605.36 Vendor 7150 - DEMCO Totals Invoices 1 $605.36 Vendor 25355 - JENNIFER BACALL JB- 1/21/26 Mileage for travel to DC Reads event Edit 01/23/2026 01/23/2026 01/23/2026 42.78 Vendor 25355 - JENNIFER BACALL Totals Invoices 1 $42.78 Vendor 14816 - NFLS NFLS-1/22/25 Bus fee for PLA Conference- BL Edit 01/23/2026 01/23/2026 01/23/2026 185.00 Vendor 14816 - NFLS Totals Invoices 1 $185.00 Vendor 24783 - RIVISTAS SUBSCRIPTION SERVICES 22108 STRA Newspapers Edit 01/23/2026 01/23/2026 01/23/2026 1,891.64 22193 EGG Newspapers Edit 01/23/2026 01/23/2026 01/23/2026 603.00 22194 FIS Newspapers Edit 01/23/2026 01/23/2026 01/23/2026 669.00 22195 BAI Newspapers Edit 01/23/2026 01/23/2026 01/23/2026 66.00 Vendor 24783 - RIVISTAS SUBSCRIPTION SERVICES Totals Invoices 4 $3,229.64 Vendor 19276 - SAN-A-CARE INC 664045 Carpet Extractor Edit 01/23/2026 01/23/2026 01/23/2026 5,397.56 Vendor 19276 - SAN-A-CARE INC Totals Invoices 1 $5,397.56 Vendor 15069 - STAPLES ADVANTAGE 6052175959 Office Supplies Edit 01/23/2026 01/23/2026 01/23/2026 45.41 6052663918 Office Supplies Edit 01/23/2026 01/23/2026 01/23/2026 44.68 6052663919 Office Supplies Edit 01/23/2026 01/23/2026 01/23/2026 168.13 Vendor 15069 - STAPLES ADVANTAGE Totals Invoices 3 $258.22 Vendor 18078 - THE LIBRARY STORE, INC. 772592 Newspaper/Magazine Reorg. Supplies for FOR Edit 01/23/2026 01/23/2026 01/23/2026 366.90 772960 Labels Edit 01/23/2026 01/23/2026 01/23/2026 105.27 Vendor 18078 - THE LIBRARY STORE, INC. Totals Invoices 2 $472.17 Batch Number 2026-00000041 Totals Invoices 14 $20,243.64 Department 36 - Library Totals Invoices 14 $20,243.64 36 Library ___________________________________________________ Grand Totals Invoices 14 $20,243.64 Run by Ashley Zahn on 01/23/2026 11:52:02 AM Page 1 of 1 Door County Accounts Payable Invoice Report G/L Date Range 01/23/26 - 01/23/26 Report By Department - Batch - Vendor - Invoice Summary Listing Page 32 of 169 9. Donations EXPENSES Donation and Grant Expenses are included in the Accounts Payable transactions. Included is a summary of the amount of Donated and Grant Funds that were expended as part of the bills submitted to the County. This includes bills for December 2025 that were not received until January 2026. REVENUE Included is a summary of Donation and Grant revenue from various individuals and entities and the summary of Library donations and grants received in January 2026. The summary also includes revenue intended for the 2025 budget year that was not received and deposited until January 2026. 16 February 2026 – Library Board Meeting Agenda Notes Page 33 of 169 Date Department Type rec'd From Description or Purpose Amount or Estimated Value 12/31/25 Library Donation James and Laura Winefordner General Donation for Baileys Harbor 100.00 12/31/25 Library Donation Julie Burich General Donation for Baileys Harbor 7.00 12/31/25 Library Donation General Donations General Donations for Baileys Harbor 50.00 12/31/25 Library Donation General Donations General Donations for Fish Creek 75.00 12/31/25 Library Donation Book Sale General Donations for Forestville 40.85 12/31/25 Library Donation Susan Nakas General Donations for Washington Island 25.00 12/31/25 Library Donation Maureen Goulding General Donations for Washington Island 30.00 12/31/25 Library Donation HarperCollins Reimbursement for HQ General 1,014.49 12/31/25 Library DonationFriends of Door County LibrariesDonation 1,802.21 12/31/25 Library Grant Door County Library FoundationGrant 20,414.13Deposited 2026-01-13 23,558.68 Total December 2025 received in January 2026 $ 23,558.68 Date Department Type rec'd From Description or Purpose Amount or Estimated Value 01/26/26 Library Donation Friends of Door County LibrariesDonation for Forestville Space Upgrade Project250.00 250.00Deposited 2026-01-26 Total January 2026 $ 250.00 2025 Door County Gift, Grant or Donation Form 2026 Door County Gift, Grant or Donation Form Page 34 of 169 Revenue 46214 Donation Revenue-Misc 23558.68 Total Revenue 23,558.68$ Expenditures 53110 Operating Supplies 27.22 53111 Library Materials 535.47 53111.010 Audio-Visual 1158.37 53111.020 Audio Books 730.89 53111.030 Hoopla 4571.29 53112 Print Materials 2703.1 53113 Donation Expense 1034.21 53150 Library Programs 3307.6 Total for Expenditures 14,068.15$ Door County Library Donations and Grants Summary Revenue and Expenses December 2025 Revenue and Expenses not yet reported Page 35 of 169 Revenue 46214 Donation Revenue-Misc 250 Total Revenue 250.00$ Expenditures 53150 Library Programs 7120 Total Expenditures 7,120.00$ Door County Library Donations and Grants Summary Revenue and Expenses January 1 - January 31, 2026 Page 36 of 169 14. Review and Approve Application to (NLS) for Libr ary Services Grant Nicolet Library System (NLS) requests that the Door County Library Board approve this application for Library Services grant. This grant is an annually recurring. 16 February 2026 – Library Board Meeting Agenda Notes Page 37 of 169 2026 Library Services Grant Application Please answer the questions completely. Please emai l the completed form to hzima@nflsoffice.org . Application Deadline: Monday, March 16, 2026 Library: Door County Library Applicant Name: Dominic Frandrup Applicant Title: Library Director Email: dfrandrup@doorcountylibrary.org Name of Initiative: 2026 Enhancement of Collections at Door County Library Locations Amount Budgeted: $ 3,140.00 Briefly describe the initiative indicating purpose and target audience. The grant award will be divided between each of the Door County Library locations. Each branch will be using their awarded allocation for circulating materials to enhance the areas of their collections they feel will best serve their communities. The target audiences are the local communities located in: Baileys Harbor, Egg Harbor, Ephraim, Fish Creek, Forestville, Sister Bay, Sturgeon Bay, and Washington Island. Goal (s) of the initiative. Goals of this initiative are to: support the local collection development needs of each Door County Li brary location, enhance the overall Door County Library c ollection, and potentially increase the lender- borrower ratio of all Door County Library Branches. How will you evaluate this initiative? List measurable objectives. This initiative will be evaluated by reviewing lender/ borrower statistics and potentially the number of local checkouts, if there is a way to extract them from CARL/ Polaris. Board Approval: ☒ My library board has approved this grant application. Date of approval: 2/16/2025 Page 38 of 169 15. 2025 State Annual Report for Door County Librar y Annual Report Section Two: Collections Physical collection size is up slightly by 2,947. Annual Report Section Three: Library Services Registered users total (19,826) with 17,027 (86%) being residents and 2,799 (14%) non-residents. DCL gained 1,162 new users in 2025. Visits per cardholder increased 3% from 10 to 12 (239,518) Reference transactions are up 6% for a total of 23,452. Interlibrary loan provided to and received from other OWLSnet libraries increased 5% (122,395) Items checked out per library visit increased 3% from 10 to 12 for a total of (235,111) 5% of DCL circulation was to non-residents. Digital circulations increased 9% to 97,940. E-audio had a 14% increase Ebooks had 5% decrease Children’s e-materials increased 33% Hoopla vs Libby comparison  E-book circulation 4,634 Hoopla, 29,146 Libby  E-serial circulation 394 Hoopla, 13,907 Libby  E-audio 15,628 Hoopla, 31,655 Libby (audiobooks and music)  E-video- Hoopla 2,576  Children’s materials: 1627 Hoopla, 2647 Libby Preliminary Numbers: Hoopla users 1,567: 20% of library budget with 23,232 uses Libby users 2,510: 7% of library budget with 74,708 uses 16 February, 2026 – Library Board Meeting Agenda Notes Page 39 of 169 2 Annual Report Section Three: Library Programs Total attendance for all library programs in 2025 was 15,905 which is a reduction of 2,175 (12%) over 2024. This can be accounted for by a change in definition between Programming vs Outreach events. Self-directed activity participation was 22,455 which is up 5,473 (32%) over 2024. Annual Report Section Ten: Staff hours for staff in excess of 2080 are included for the first time in 2025: Library Director (1.12 FTE – 2,334 hours), Assistant Director/ Head of Technical Services (1.12 FTE- 2,331 hours), Youth Services Librarian (1.05 FTE- 2,179 hours), Community Relations/ Library Assistant (1.01 FTE- 2,113 hours), Other fulltime staff did not exceed 1.00 FTE. 16. Annual Report statement concerning System Effectiveness for 2025 NFLS (Nicolet Federated Library System) provides a conduit for state and federal financial support for Door County Library's collection development, programs, and continuing education. The OWLSnet partnership, consisting of NFLS and OWLS (Outagamie Waupaca Library Service), supports broadband connectivity, ILS administration, and material deliveries between the Door County locations, in addition to deliveries between libraries throughout both systems. This cooperation between systems provides a leadership and support structure which greatly benefits the Door County Library. Page 40 of 169 Wisconsin Department of Public Instruction PUBLIC LIBRARY ANNUAL REPORT PI-2401 (Rev. 11-25) S. 43.05(4) & 43.58(6) FOR THE YEAR 2025 INSTRUCTIONS: Complete and return electronic, signed copy of the form and attachments to the library system. Confirm with the library system if printed, signed copies are required. Board-approved, signed annual reports for 2025 are due to the DPI Division for Libraries and Technology no later than March 1, 2026. I. GENERAL INFORMATION 1. Name of Library 2. Public Library System 3b. Head Librarian First Name 3c. Head Librarian Last Name 4a. Certification Grade 4b. Certification Type 5. Certification Expiration Date 6a. Street Address 6b. Mailing Address or PO Box 7. City / Village / Town 8a. ZIP 8b. ZIP4 9. County 10. Library Phone Number 11. Fax Number 12. Library E-mail Address of Director 13. Library Website URL 14. No. of Branches 15. No. of Bookmobiles Owned 16. No. of Other Public Service Outlets 17. Does your library operate a books-by-mail program? 18. Some public libraries are legally organized as joint libraries, with neighboring municipalities or a county and municipality joining to operate a library. Is your library such a joint library legally established under Wis. Stat. s. 43.53? 20. Square Footage of Public Library 21a. Did your library or a branch move to a new facility during the fiscal year? 21b. Did your library or a branch renovate or expand an existing facility during the fiscal year? 22. UEI Number HOURS OF OPERATION Standard Service with No Restrictions on Building Access Limited Service Staff Only (No interior service for the public) 19a. Winter hours open per week 19b. Number of winter weeks 19c. Summer hours open per week 19d. Number of summer weeks 19e. Total weeks per year 19f. Total hours per year for this location 107 S. 4th Ave. 107 S. 4th Ave. No No 0 7 Grade 1 February 2027 Regular Sturgeon Bay Door Dominic Frandrup 134814938 dfrandrup@doorcountylibrary.org No No No Door County Library Nicolet Federated Library System No 0 9207436578 26,629 0 0 0 0 0 0 2,912 0 0 52 0 0 www.doorcountylibrary.org 56 0 0 52 0 0 54235 2203 Page 41 of 169 PI-2401 Page 2 II. LIBRARY COLLECTIONS a. Number Owned / Leased b. Number Added 1. Books in Print 2. Physical Subscriptions 3. Physical Audio Materials 4. Physical Video Materials 5. Other Physical Materials 6. Total Physical Items in Collection Purchased solely by the Library Provided by the State 7. E-books 8. E-serials 9. E-audio 10. E-video 11. Research Databases 12. Online Learning Platforms a. E-books 3. Electronic Content Circulation Transactions b. E-serials c. E-audio d. E-video e. Children's E-materials f. Total E-materials (Only Total will display when Total ILL Transactions is listed as the Method for Counting ILL Transactions) Items Loaned to Other Libraries Provided to Items Borrowed from Other Libraries Received from Purchased via a System, Consortium or Cooperative Agreement III. LIBRARY SERVICES a. Total Circulation 1. Physical Circulation Transactions b. Children’s Materials c. Other Physical Items 2. Interlibrary Loans a. Items Loaned Provided to b. Items Received Received from Method for Counting ILL Transactions Integrated Library Systems (ILS) WISCAT Other (includes OCLC, manual tracking or other methods) 5. Overdue Fines 7. Library Visits a. Resident 4. Number of Registered Users b. Nonresident c. TOTAL a. Method 6. Reference Transactions b. Annual Count a. Method b. Annual Count a. Number of Public Use Computers 8. Uses of Public Internet Computers b. Number of Public Use Computers with internet access c. Method d. Annual Count a. Method 9. Uses of Public Wireless Internet b. Annual Count 8,710 380 125,210 9,618 Yes 47,283 Yes No Yes 33,780 Yes No 97,940 Yes 14,301 Yes No Yes 2,576 No No 39 Categorized ILL Transactions 59,324 61,084 73,958 4,274 59,695 62,700 2,799 Yes Yes No Yes 3,745 1,215 0 54 235,111 Actual Count 7,693 23,452 Survey Week(s) 19,826 No Yes Yes 17,027 205 156,625 54 21,490 1,338 239,518 Actual Count Actual Count 36,056 371 1,562 Page 42 of 169 PI-2401 Page 3 LIBRARY PROGRAMS AND ATTENDANCE Total In-Person and Live, Virtual Statistics by Age Young Child (0-5) Child (6-11) Young Adult (12-18) Adult (19+) General Interest (all ages) Number of Programs Total Program Statistics by Program Category Total Program Views Describe the library's in-person programs: Which platforms does the library use to host the library's live, virtual programs: Describe the library's live, virtual programs: Which platforms does the library use to host the library's pre-recorded programs: Describe the library's pre-recorded programs: Total Attendance In-Person On-Site In-Person Off-Site Live, Virtual Pre-recorded Number of Programs Total Attendance 3,281 227 3,919 170 4,617 200 3,739 137 Story times, book clubs, Genealogy group, films, crafts, presentations, musical gatherings, reading to animals, author events, Seed Library and community partnership events, homeschool programs, Boys & Girls Club and YMCA visits Craft videos Genealogy group, book clubs, various adult programs, Library Speakers Consortium YouTube 5,012 10,535 2,386 358 148 568 43 38 Zoom 349 20 Page 43 of 169 PI-2401 IV. LIBRARY GOVERNANCE Library Board Members. List all members of the library board as of the date of this report. List the president first. Indicate vacancies. Report changes to the Division for Libraries and Technology as they occur. When reporting such changes, indicate the departing board members. First Name Last Name City Email Address PRESIDENT 1. 2. 3. 4. 5. 6. 7. 8. 9. 10. 11. 12. 13. 14. 15. 16. 17. No. of Library Board Members Include vacancies in this count Page 4 Sturgeon Bay district11@co.door.wi.us Forestville mary_spain@hotmail.com Egg Harbor mscovil1@gibraltar.k12.wi.us Sturgeon Bay sbdistrict2@sturgeonbaywi.org Egg Harbor rcdickson75@gmail.com Sturgeon Bay sbdistrict7@sturgeonbaywi.gov Sturgeon Bay district12@co.door.wi.us Mary Jackson Mike Scoville Matt Huston Robert Dickson Nicole Matson Nissa Norton Morgan Rusnak 7 Page 44 of 169 PI-2401 Page 5 V. LIBRARY OPERATING REVENUE Report operating revenue only. Do not report capital receipts here. 1. Local Municipal Appropriations for Library Service Only Joint libraries report more than one municipality here Municipality Type Name Amount Subtotal 1 2. County a. Home County Appropriation for Library Services Subtotal 2a a. Other County Payments for Library Services County Name Amount County Name Amount Subtotal 2b 3. State Funds a. Public Library System State Funds Description Amount Description Amount b. Funds Carried Forward from Previous Year c. Other State Funded Program Subtotal 3 4. Federal Funds Name of program—for LSTA grant awards, grant number, and project title Program or Project Amount Subtotal 4 5. Contract Income From other governmental units, libraries, agencies, library systems, etc. Name Amount Name Amount Subtotal 5 6. Other Funds Carried Forward and Expended. Do not include state aid. Report state funds in 3b above. 7. All Other Operating Income 8. Total Operating Income Add 1 through 7 9. What is the current year annual appropriation provided by governing body(ies) for the public library? 10. Was the library’s municipality exempt from the county library tax for the report year? Wis. Stat. s. 43.64(2) $0 $0 $0 $0 $2,051,820 Yes $0 $0 $53,452 Sturgeon Bay City $53,452 $2,177,545 $0 $49,433 $0 0 NFLS Library Services Grant $3,030 NFLS Youth Services Grant $1,950 NFLS Continuing Education Funds $1,500 NFLS Innovation and Improvement Grant $6,036 $12,516 $2,167,221 Page 45 of 169 PI-2401 Page 6 VI. LIBRARY OPERATING EXPENDITURES Report operating expenditures from all sources. Do not report capital expenditures here. 1. Salaries and Wages Include maintenance, security, plant operations 2. Employee Benefits Include maintenance, security, plant operations 3. Library Collection Expenditures 4. Contracts for Services Include contracts with other libraries, municipalities, and library systems here. Include service provider. Provider Description Type Amount Subtotal 4 5. Other Operating Expenditures 6. Total Operating Expenditures Add 1 through 5 7. Of the expenditures reported in item 6, what were operating expenditures from federal program sources? VII. LIBRARY CAPITAL REVENUE, EXPENDITURES, DEBT RETIREMENT, AND RENT 1. Capital Income and Expenditures by Source of Income Do not report any expenditures reported above. Provide a brief description of any expenditures. Source Brief Description of Expenditure Revenue Expenditure a. Federal b. State c. Municipal d. County e. Other 2. Debt Retirement 3. Rent Paid to Municiality/County Total Revenue Total Expenditure VIII. OTHER FUNDS HELD BY THE LIBRARY BOARD 1. Total Amount of Other Funds at the End of Year IX. FUNDS PAID OR TRANSFERRED TO THE LIBRARY BOARD FINANCIAL SECRETARY 1. Total Amount of Section IX Funds at End of Year a. Print Materials b. Electronic Materials c. Audiovisual Materials d. All Other Library Materials Subtotal 3 $31,984 $374,227 $0 $0 $83,046 OWLSnet $72,355 OWLSnet Membership Fee Fee WPLC $10,691 WPLC Electronic Book Share Fee $0 $0 $0 $59,832 $0 $0 $0 $0 $0 $0 $89,981 $3,490 $221,801 $0 $160,000 $0 $1,232,841 $0 $0 $255,306 $2,167,221 $0 Page 46 of 169 PI-2401 Page 7 X. STAFF 1. Personnel Listing. Libraries with 15 or fewer employees may report all staff under 1a. Libraries with more than 15 employees, list head librarian, chief assistants, branch librarians, division heads, and other supervisory personnel in 1a. and all other positions in 1b. a. Employees Holding the Title of Librarian. Indicate advanced degrees in Type of Staff. Position (Local Title) Job Title (AppendixA) Type of Staff Annual Salary Hours Worked per Year Director / Head Librarian Library Director / Chief Officer 2,334.00 Librn. MLS (ALA) $107,915 1,866.00 Branch Manager Branch Manager 2 $67,692 5,175.15 Branch Manager Branch Manager $157,462 3,117.90 Clerk - Public Services Circulation Assistant 2 $73,329 6,265.00 Clerk - Public Services Circulation Assistant $118,904 2,614.20 Branch Manager Branch Manager $74,831 2,331.00 Deputy / Associate / Assistant Library Director Assistant Director- Head of Technical Se $79,328 2,179.00 Librarian (MLS) Youth Services Librarian $85,578 2,088.00 Librarian (MLS) Adult Services Librarian $82,751 2,113.00 Graphic Artist/Designer Community Relations Library Assistant $52,132 2,080.00 Technical Support/Computer Technician Technical Support Specialist Library $66,319 2,007.00 Copy Cataloger Technical Services Acquisitions Cataloger $49,491 2,080.00 Bookkeeper Administrative Assistant 2 - Library $50,705 2,082.00 Branch Manager Head of Circulation $73,730 Librn. MLS (ALA) Librn. no-MLS Librn. no-MLS Librn. no-MLS Librn. MLS (ALA) Librn. MLS (ALA) Librn. MLS (ALA) Librn. MLS (ALA) Other no-MLS Other no-MLS Librn. MLS (ALA) Other no-MLS Librn. no-MLS Page 47 of 169 PI-2401 Page 8 X. STAFF (cont’d.) b. Other Paid Staff See Instructions Position (Local Title) Job Title (AppendixA) Type of Staff Total Annual Wages Paid Hours Worked per Year 2. Library Staff Full-Time Equivalents (FTEs). Divide the total hours worked per week for each category by 40 to determine full-time equivalents. a. Persons Holding the Title of Librarian b. All Other Paid Staff (FTE) Master’s Degree from an ALA Accredited Program (FTE) Other Persons Holding the Title of Librarian (FTE) Subtotal 2a Include maintenance, plant operations, and security c. Total Library Staff (FTE) 7.39 7.94 5.24 1,789.00 1,467.00 1,305.00 Clerk - Technical Services Page/Shelver Janitorial Cleaner Technical Services Assistant Page Custodial and Facilities Other no-MLS Other no-MLS Other no-MLS $37,453 $25,127 $28,741 20.57 15.33 Page 48 of 169 PI-2401 Page 9 10 XI. PUBLIC LIBRARY LOANS OF MATERIAL TO NONRESIDENTS 1. Of the total circulation reported for the library from Section III, item 1, what was the total circulation to nonresidents See instructions for definition of nonresident Divide nonresident circulation among the following categories. The total of 2 through 6 below should not be greater than the number reported in item 1 above. a. Those with a Library b. Those without a Library c. Subtotal 2. Circulation to Nonresidents Living in the Library’s County 3. Circulation to Nonresidents Living in Another County in the Library System 4. Circulation to Nonresidents Living in an Adjacent County Not in the Library System 5. Circulation to All Other Wisconsin Residents 6. Circulation to Persons from Out of the State 7. Are the answers to items 1 through 6 based on actual count or survey/sample? 8a. Does the library deny access to any residents of adjacent public library systems on the basis of Wis. Stat. s. 43.17(11)(b)? 8b. If yes, does the library allow residents in adjacent systems to purchase library cards? 9. Circulation to Nonresidents Living in an Adjacent County Who Do Not Have a Local Public Library Name of County Circulation Name of County Circulation a. f. b. g. c. h. d. i. e. j. XII.TECHNOLOGY (Not included in 2025 Report) XIII. SELF-DIRECTED ACTIVITIES, STAFF SERVING YOUTH / ADULTS 1. Self-directed Activities: Planned, independent activities available for a definite time period which introduce participants to any of the broad range of library services or activities that directly provide information to participants. a. Children (0-5) b. Children (6-11) c. Young Adult (12-18) Number of Self-Directed Activities Total Self-Directed Activity Participation d. Adult (19+) e. General Interest (all ages) f. Total Number of Self-Directed Activities Total Self-Directed Activity Participation 2. Name and email address of primary staff person who serves as the children, youth, or teen librarian. Only the primary person is displayed here. a. First Name b. Last Name c. Email Address 3. Name and email address of primary staff person who serves as the librarian for adults. Only the primary person is displayed here. a. First Name b. Last Name c. Email Address No No 0 0 0 lkayacan@doorcountylibrary.org Laura Kayacan 6,804 5,925 Kewaunee 2,435 0 0 0 0 0 0 0 blokken@doorcountylibrary.org Beth Lokken 30 1 81 18 87 1,070 30 6,895 309 6,921 Actual 18,277 5,548 2,737 2,811 15,225 217 Page 49 of 169 PI-2401 Page 10 11 XIV. PUBLIC LIBRARY ASSURANCE OF COMPLIANCE WITH SYSTEM MEMBERSHIP REQUIREMENTS We assure the Public Library System of which this library is a member and the Division for Libraries and Technology, Department of Public Instruction that this public library is in compliance with the following requirements for public library system membership as listed in Wis. Stats. A check (X) or a mark in the checkbox indicates compliance with the requirement. The library is established under s. 43.52 (municipalities), s. 43.53 (joint libraries), or s. 43.57 (consolidated county libraries and county library services) of the Wisconsin Statutes [s. 43.15(4)(c)1]. The library is free for the use of the inhabitants of the municipality by which it is established and maintained [s. 43.52(2), 73 Op. Atty. Gen. 86(1984), and OAG 30-89]. The library's board membership complies with statutory requirements regarding appointment, length of term, number of members and composition. [s. 43.54 (municipal and joint libraries), s. 43.57(4) & (5) (consolidated and country library services), and s. 43.60(3) (library extension and interchange)]. The library board has exclusive control of the expenditure of all moneys collected, donated, or appropriated for the library fund [s. 43.58(1)]. The library director is present in the library at least 10 hours a week while library is open to the public, less leave time [s. 43.15(4)(c)6] The library board supervises the administration of the library, appoints the librarian, who appoints such other assistants and employees as the library board deems necessary, and prescribes their duties and compensation [s. 43.58(4)]. The library is authorized by the municipal governing board to participate in the public library system [s. 43.15(4)(c)3]. The library has entered into a written agreement with the public library system board to participate in the system and its activities, to participate in interlibrary loan of materials with other system libraries, and to provide, to any resident of the system area, the same library services, on the same terms, that are provided to the residents of the municipality or county that established the member library. This shall not prohibit a municipal, county, or joint public library from giving preference to its residents in library group programs held for children or adults if the library limits the number of persons who may participate in the group program, or from providing remote access to a library's online resources only to its residents. [s. 43.15(4)(c)4]. The library's head librarian holds the appropriate grade level of public librarian certification from the Department of Public Instruction [s. 43.15(4)(c)6 and Administrative Code Rules PI 6.03]. The library annually is open to the public an average of at least 20 hours each week except that for a library in existence on June 3, 2006, annually is open to the public an average of at least 20 hours or the number of hours each week that the library was open to the public in 2005, whichever is fewer [s. 43.15(4)(c)7]. The library annually spends at least $2,500 on library materials. [s. 43.15(4)(c)8]. XV. CERTIFICATION I CERTIFY THAT, to the best of my knowledge, the information provided in this annual report and any attachments are true and accurate and the library board has reviewed and approved this report. President, Library Board of Trustees Signature or designee ➢ Name of President or Designee Print or type Date Signed Library Director / Head Librarian Signature ➢ Library Director / Head Librarian Print or type Date Signed Dominic Frandrup Morgan Rusnak Page 50 of 169 Page 11 PI-2401 STATEMENT CONCERNING PUBLIC LIBRARY SYSTEM EFFECTIVENESS As required by Wis. Stat. s. 43.58(6)(c), the following statement that the library system either did or did not provide effective leadership and adequately meet the needs of the library must be completed and approved by the library board. The response should be made in the context of the public library system's statutory responsibilities and the funding which it has available to meet those responsibilities. County The ______________________________ Board of Trustees hereby states that in 2025 the _____________________________________ Name of Public Library Name of Public Library System / Service  did provide effective leadership and adequately met the needs of the library.  did not provide effective leadership and did not adequately meet the needs of the library. Indicate with an X one of the above statements Explanation of library board’s response. Attach additional sheets if necessary. Note: With the approval of the library board of trustees, this statement may be submitted separately from the Annual Report form that is sent to the library system, as an e-mail attachment to LibraryReport@dpi.wi.gov. XV. CERTIFICATION The preceding statement was approved by the Public Library Board of Trustees. Division staff will compile the statements received for each library system and, as required by Wis. Stat. s. 43.05(14), conduct a review of a public library system if at least 30 percent of the libraries in participating municipalities that include at least 30 percent of the population of all participating municipalities report that the public library system did not adequately meet the needs of the library. This statement may be provided to the public library system. President, Library Board of Trustees Signature or designee ➢ Name of President or Designee Print or type Date Signed Door NFLS (Nicolet Federated Library System) provides a conduit for state and federal financial support for Door County Library's collection development, programs, and continuing education. The OWLSnet partnership, consisting of NFLS and OWLS (Outagamie Waupaca Library Service), supports broadband connectivity, ILS administration, and material deliveries between the Door County locations, in addition to deliveries between libraries throughout both systems. This cooperation between systems provides a leadership and support structure which greatly benefits the Door County Library. Morgan Rusnak Door County Library Nicolet Federated Library System Page 51 of 169 PI-2401 Page 12 COMMENTS SECTION_III 3a., E-book Circulation 4634 Hoopla, 29146 Libby--2026-02-02 3b., E-serial Circulation 394 Hoopla, 13907 Libby--2026-01-29 3c., E-audio Circulation 15628 Hoopla, 31655 Libby--2026-01-29 3d., E-video Circulation 2576 Hoopla--2026-02-02 3e., Circulation of Children's Electronic Materials Libby/Overdrive: 2,647; Hoopla: 1627--2026-02-02 4c. Registered Users DCL has been working on purging long inactive users.--2026-02-02 8d., Number of Uses (sessions) of Public Internet Computers 10 day data loss in November 2025--2026-02-02 SECTION_VIII Beginning Balance of Other Funds Under Library Board Control The $1,312 difference between 2024-2025 is due to a donation that hadn't yet cleared in the accounting software (2024) by annual report due date.--2026-02-02 SECTION_X Benefits Eligible? some of these staff have benefits--2026-01-28 Paid Leave Eligible? some of these staff have leave--2026-01-28 SECTION_XII 1. What is the speed of your connection to the internet? Choose the closest value. Fish Creek (20mbps) and Ephraim (20mpbs) locations have not been upgraded to 100mbps--2026-01-29 2. At times of peak use, is the bandwidth of the library sufficient for patrons and staff? Except for Ephraim and Fish Creek locations--2026-01-29 Total Participation in Drop-in Activities Previous to 2025, certain outreach activities were counted as self-directed programming.--2026-02-02 Page 52 of 169 Wisconsin Department of Public Instruction WISCONSIN PUBLIC LIBRARY OUTLET DATA PI-2401-A (Rev. 11-25) Wis. Stat. §§ 43.05(4) & 43.58(6) FOR THE YEAR 2025 INSTRUCTIONS: This form is provided for public library’s informational purposes only. Do not include with the signed annual report delivered to your system headquarters. DO NOT FILE WITH DPI I. GENERAL INFORMATION 1. Name of Parent Library 2. Legal Name of Branch 3. Branch Email Address 4. Salutation 5. Branch Head First Name 6. Branch Head Last Name II. ADDRESS 1. Branch Street Address 2. Branch Mailing Address or PO Box 3. City / Village / Town 4a. ZIP Code 4b. ZIP4 5. County III. BRANCH INFORMATION 1. Branch Phone Number Area/No. 4. Branch Square Footage IV. HOURS OF OPERATION Standard Service with No Restrictions on Building Access Limited Service Staff Only (no interior service for the public) Winter hours open per week Number of Winter Weeks Summer Hours open per week Number of Summer Weeks msawyer@doorcountylibrary.org Mary Sawyer Baileys Harbor (McArdle) Branch Door 2392 County F Baileys Harbor Ms. (920) 839-2210 0 0 0 0 0 0 22 52 0 0 54202 0307 PO Box 307 1,672 Page 53 of 169 Wisconsin Department of Public Instruction WISCONSIN PUBLIC LIBRARY OUTLET DATA PI-2401-A (Rev. 11-25) Wis. Stat. §§ 43.05(4) & 43.58(6) FOR THE YEAR 2025 INSTRUCTIONS: This form is provided for public library’s informational purposes only. Do not include with the signed annual report delivered to your system headquarters. DO NOT FILE WITH DPI I. GENERAL INFORMATION 1. Name of Parent Library 2. Legal Name of Branch 3. Branch Email Address 4. Salutation 5. Branch Head First Name 6. Branch Head Last Name II. ADDRESS 1. Branch Street Address 2. Branch Mailing Address or PO Box 3. City / Village / Town 4a. ZIP Code 4b. ZIP4 5. County III. BRANCH INFORMATION 1. Branch Phone Number Area/No. 4. Branch Square Footage IV. HOURS OF OPERATION Standard Service with No Restrictions on Building Access Limited Service Staff Only (no interior service for the public) Winter hours open per week Number of Winter Weeks Summer Hours open per week Number of Summer Weeks dfrandrup@doorcountylibrary.org Dominic Frandrup Door County Library Door 107 S. 4th Ave. Sturgeon Bay Mr. 9207436578 0 0 0 0 0 0 0 0 56 52 0 0 54235 2203 107 S. 4th Ave. 26,629 Page 54 of 169 Wisconsin Department of Public Instruction WISCONSIN PUBLIC LIBRARY OUTLET DATA PI-2401-A (Rev. 11-25) Wis. Stat. §§ 43.05(4) & 43.58(6) FOR THE YEAR 2025 INSTRUCTIONS: This form is provided for public library’s informational purposes only. Do not include with the signed annual report delivered to your system headquarters. DO NOT FILE WITH DPI I. GENERAL INFORMATION 1. Name of Parent Library 2. Legal Name of Branch 3. Branch Email Address 4. Salutation 5. Branch Head First Name 6. Branch Head Last Name II. ADDRESS 1. Branch Street Address 2. Branch Mailing Address or PO Box 3. City / Village / Town 4a. ZIP Code 4b. ZIP4 5. County III. BRANCH INFORMATION 1. Branch Phone Number Area/No. 4. Branch Square Footage IV. HOURS OF OPERATION Standard Service with No Restrictions on Building Access Limited Service Staff Only (no interior service for the public) Winter hours open per week Number of Winter Weeks Summer Hours open per week Number of Summer Weeks djorns@doorcountylibrary.org Dixie Jorns Egg Harbor Branch Door 7845 Church St. Egg Harbor Ms. (920) 868-2664 0 0 0 0 0 0 32 52 0 0 54209 0207 PO Box 207 8,683 Page 55 of 169 Wisconsin Department of Public Instruction WISCONSIN PUBLIC LIBRARY OUTLET DATA PI-2401-A (Rev. 11-25) Wis. Stat. §§ 43.05(4) & 43.58(6) FOR THE YEAR 2025 INSTRUCTIONS: This form is provided for public library’s informational purposes only. Do not include with the signed annual report delivered to your system headquarters. DO NOT FILE WITH DPI I. GENERAL INFORMATION 1. Name of Parent Library 2. Legal Name of Branch 3. Branch Email Address 4. Salutation 5. Branch Head First Name 6. Branch Head Last Name II. ADDRESS 1. Branch Street Address 2. Branch Mailing Address or PO Box 3. City / Village / Town 4a. ZIP Code 4b. ZIP4 5. County III. BRANCH INFORMATION 1. Branch Phone Number Area/No. 4. Branch Square Footage IV. HOURS OF OPERATION Standard Service with No Restrictions on Building Access Limited Service Staff Only (no interior service for the public) Winter hours open per week Number of Winter Weeks Summer Hours open per week Number of Summer Weeks sihrig@doorcountylibrary.org Suzanne Ihrig Ephraim Branch Door 9996 Water St. Ephraim Ms. (920) 854-2014 0 0 0 0 0 0 18 52 0 0 54211 0150 PO Box 150 1,122 Page 56 of 169 Wisconsin Department of Public Instruction WISCONSIN PUBLIC LIBRARY OUTLET DATA PI-2401-A (Rev. 11-25) Wis. Stat. §§ 43.05(4) & 43.58(6) FOR THE YEAR 2025 INSTRUCTIONS: This form is provided for public library’s informational purposes only. Do not include with the signed annual report delivered to your system headquarters. DO NOT FILE WITH DPI I. GENERAL INFORMATION 1. Name of Parent Library 2. Legal Name of Branch 3. Branch Email Address 4. Salutation 5. Branch Head First Name 6. Branch Head Last Name II. ADDRESS 1. Branch Street Address 2. Branch Mailing Address or PO Box 3. City / Village / Town 4a. ZIP Code 4b. ZIP4 5. County III. BRANCH INFORMATION 1. Branch Phone Number Area/No. 4. Branch Square Footage IV. HOURS OF OPERATION Standard Service with No Restrictions on Building Access Limited Service Staff Only (no interior service for the public) Winter hours open per week Number of Winter Weeks Summer Hours open per week Number of Summer Weeks eadelman@doorcountylibrary.org Elisha Adelman Fish Creek Branch Door 4097 Main St. Fish Creek Ms. (920) 868-3471 0 0 0 0 0 0 22 52 0 0 54212 0007 PO Box 7 1,610 Page 57 of 169 Wisconsin Department of Public Instruction WISCONSIN PUBLIC LIBRARY OUTLET DATA PI-2401-A (Rev. 11-25) Wis. Stat. §§ 43.05(4) & 43.58(6) FOR THE YEAR 2025 INSTRUCTIONS: This form is provided for public library’s informational purposes only. Do not include with the signed annual report delivered to your system headquarters. DO NOT FILE WITH DPI I. GENERAL INFORMATION 1. Name of Parent Library 2. Legal Name of Branch 3. Branch Email Address 4. Salutation 5. Branch Head First Name 6. Branch Head Last Name II. ADDRESS 1. Branch Street Address 2. Branch Mailing Address or PO Box 3. City / Village / Town 4a. ZIP Code 4b. ZIP4 5. County III. BRANCH INFORMATION 1. Branch Phone Number Area/No. 4. Branch Square Footage IV. HOURS OF OPERATION Standard Service with No Restrictions on Building Access Limited Service Staff Only (no interior service for the public) Winter hours open per week Number of Winter Weeks Summer Hours open per week Number of Summer Weeks jbacall@doorcountylibrary.org Jennifer Bacall Forestville Branch Door 123 S Forestville Ave Forestville Ms. (920) 856-6886 0 0 0 0 0 0 25 52 0 0 54213 0308 PO Box 308 1,487 Page 58 of 169 Wisconsin Department of Public Instruction WISCONSIN PUBLIC LIBRARY OUTLET DATA PI-2401-A (Rev. 11-25) Wis. Stat. §§ 43.05(4) & 43.58(6) FOR THE YEAR 2025 INSTRUCTIONS: This form is provided for public library’s informational purposes only. Do not include with the signed annual report delivered to your system headquarters. DO NOT FILE WITH DPI I. GENERAL INFORMATION 1. Name of Parent Library 2. Legal Name of Branch 3. Branch Email Address 4. Salutation 5. Branch Head First Name 6. Branch Head Last Name II. ADDRESS 1. Branch Street Address 2. Branch Mailing Address or PO Box 3. City / Village / Town 4a. ZIP Code 4b. ZIP4 5. County III. BRANCH INFORMATION 1. Branch Phone Number Area/No. 4. Branch Square Footage IV. HOURS OF OPERATION Standard Service with No Restrictions on Building Access Limited Service Staff Only (no interior service for the public) Winter hours open per week Number of Winter Weeks Summer Hours open per week Number of Summer Weeks cjohnson@doorcountylibrary.org Christina Johnson Sister Bay / Liberty Grove Branch Door 2323 Mill Rd. Sister Bay Ms. (920) 854-2721 0 0 0 0 0 0 32 52 0 0 54234 0347 PO Box 347 7,400 Page 59 of 169 Wisconsin Department of Public Instruction WISCONSIN PUBLIC LIBRARY OUTLET DATA PI-2401-A (Rev. 11-25) Wis. Stat. §§ 43.05(4) & 43.58(6) FOR THE YEAR 2025 INSTRUCTIONS: This form is provided for public library’s informational purposes only. Do not include with the signed annual report delivered to your system headquarters. DO NOT FILE WITH DPI I. GENERAL INFORMATION 1. Name of Parent Library 2. Legal Name of Branch 3. Branch Email Address 4. Salutation 5. Branch Head First Name 6. Branch Head Last Name II. ADDRESS 1. Branch Street Address 2. Branch Mailing Address or PO Box 3. City / Village / Town 4a. ZIP Code 4b. ZIP4 5. County III. BRANCH INFORMATION 1. Branch Phone Number Area/No. 4. Branch Square Footage IV. HOURS OF OPERATION Standard Service with No Restrictions on Building Access Limited Service Staff Only (no interior service for the public) Winter hours open per week Number of Winter Weeks Summer Hours open per week Number of Summer Weeks csevcik@doorcountylibrary.org Corinn Sevcik Washington Island Branch Door 910 Main Rd. Washington Island Ms. (920) 847-2323 0 0 0 0 0 0 20 52 0 0 54246 9703 1,394 Page 60 of 169 20. Rescheduling Staff Training Day Due to ILS transition schedule requesting to move the March 23 All Staff Training Day to May 11 so the training can revolve around ILS transition. 16 February, 2026 – Library Board Meeting Agenda Notes Page 61 of 169 22. Review and Approve Library Hierarchy Proposal Draft Door County Library hierarchy proposal. Discussion of roadmap and details of possible implementation. 16 February 2026 – Library Board Meeting Agenda Notes Page 62 of 169 Page 1 of 6 MEMO To: Door County Administrative Committee From: Sean Donohue, Corporation Counsel Date: December 29, 2025 Subject: Noteworthy Changes - Door County Employee and Administrative Policy Manual This memo outlines noteworthy changes proposed in the new Door County Employee and Administrative Policy Manual – a single, comprehensive policy manual intended to replace the existing Door County Administrative Manual and Employee Handbook. This summary is provided to facilitate the Committee’s review and identification of any needed revisions prior to forwarding the Manual to the County Board for final review and approval. Chapter 2 Sections 14.01 and 14.02 – Separation Notice & Procedure Introduces notice requirements for voluntary separation (resignation or retirement) of both non- exempt (hourly) and exempt (salaried) employees. 1. Minimum Notice Periods • Non-exempt (hourly) employees: o Must provide at least 10 business days’ written notice prior to resignation or retirement. • Exempt (salaried) employees: o Must provide at least 20 business days’ written notice prior to resignation or retirement. 2. Consequences for Failure to Provide Proper Notice • Employees who do not comply with notice requirements will forfeit payment of earned and accrued leave, if applicable, to the extent permitted by law. 3. Administrative and Operational Benefits • Promotes uniformity across departments in handling resignations and retirements. • Provides transition time for recruitment, workload redistribution, and knowledge transfer. Section 14.09 – Forfeiture of Leave Payout Introduces a clarified and expanded policy regarding the forfeiture of earned and accrued leave payouts upon separation from employment. While the prior Administrative Manual (Section Page 20 of 145 Page 63 of 169 Page 2 of 6 2.10) addressed leave payout only in the context of voluntary separation, the new provision clarifies the County’s practice and includes additional circumstances under which leave payout may be forfeited. 1. Confirms the County’s policy that disciplinary termination results in forfeiture of earned and accrued leave. 2. Adds two new conditions under which leave payout will be forfeited: • Failure to provide proper notice of resignation or retirement, as defined in Sections 14.01 and 14.02. • Separation during an introductory period (first 12 months of employment in a position). Chapter 3 Section 1.05 (b) – Flexible Workday (“Flexing Time”) Authorizes supervisors to allow infrequent, brief time off (typically not exceeding two hours), provided the time is made up within the same workweek. 1. Requires advance supervisor approval. 2. Supervisors must monitor for misuse or excessive use. 3. County reserves the right to suspend or revoke the policy in cases of abuse. Chapter 4 Section 3.01 – Payout upon Termination Clarifies that employees who are involuntarily terminated will not receive a payout of accrued paid leave. Adds that employees who resign their employment without providing the required notice will not receive a payout of accrued paid leave. Chapter 5 Section 3.01 – Eligibility (For Holiday Pay) Clarifies that an employee must use paid leave for all hours not worked the day before and after a holiday to be eligible for holiday pay. Page 21 of 145 Page 64 of 169 Page 3 of 6 Section 4.02(e) – Newly Hired Employees (PTO) Provides upfront Paid Time Off (PTO) to new employees. Door County employees earn a set amount of PTO each pay period. Under the previous policy, new employees begin with no PTO and accrue PTO gradually like all other employees. This created challenges when new hires needed time away for illness, medical appointments, or personal obligations soon after starting. The updated provision now credits newly hired full-time employees with 40 hours of PTO immediately upon hire. Newly hired part-time employees will receive a prorated amount based on their expected percentage of full-time employment. Section 4.08 (b) – Separation from Employment – Involuntary Termination Clarifies that involuntarily terminated employees do not receive a leave bank payout other than a permitted Earned Unused Sick Leave (EUSL) payout. Section 11 – Bone Marrow and Organ Donation The Wisconsin Bone Marrow and Organ Donor Leave Law mandates that employers provide unpaid leave to employees who serve as bone marrow or organ donors. New Section 11 of Chapter 5 was added to outline the law’s key provisions, including eligibility, duration of leave, and related employee and employer responsibilities. Chapter 6 Section 3.02 – Insurance – Married Couples Employed by the County Memorializes how the health insurance benefit is provided when both spouses work for Door County. 1. One Family Plan Limit • If both spouses work for the County, the County will only pay the employer portion of the premium for one family health insurance plan, not two. 2. Conversion for Remaining Spouse • If one spouse terminates employment, the remaining spouse can switch to a family plan to maintain coverage for dependents. Page 22 of 145 Page 65 of 169 Page 4 of 6 Section 8.01 – Tuition Assistance Program Formalizes the County’s Tuition Assistance Program, which provides partial reimbursement for job-related educational courses that benefit both the employee and the County. This section explains eligibility, covered expenses, reimbursement limits, and employee obligations, ensuring clarity on program rules and requirements. 1. Purpose • Provides financial assistance for employees who voluntarily enroll in job-related educational courses that benefit the County. • County reserves the right to prioritize participation or curtail the program based on budgetary constraints. 2. Reimbursement Details • Reimbursable expenses include tuition, books, required materials, and lab fees. • County pays 66% of costs, up to $500 per semester, with a maximum reimbursement of $1,000 per calendar year. • Reimbursement only after satisfactory completion of the course(s): o Grade “C” or better (undergraduate) o Grade “B” or better (graduate) o Pass/fail allowed if pre-approved. 3. Employment Commitment • Employee must remain employed 1 year after course completion. • If employee leaves voluntarily or is terminated for cause within 1 year: o Must repay 100% of tuition assistance received in the prior 12 months. • No repayment if terminated without cause. 4. Participation Rules • Program is not an employee right; participation is at County’s discretion. • May be limited or discontinued due to: o Budget constraints o Employee work record o Other relevant factors • Curtailment does not affect previously approved courses. 5. Program Limitations • Employees must use other financial aid first (e.g., scholarships, VA benefits). • Courses must be taken outside regular work hours (with approved schedule adjustments). Page 23 of 145 Page 66 of 169 Page 5 of 6 • No reimbursement if: o Employee terminates before course completion o Employee withdraws from course • Excludes: o Workshops, seminars, conferences, in-service training o Mandatory training for certification/licensure Chapter 7 Section 6.02 – Smoke and Tobacco Use Addresses smoking by County employees. 1. Reminds employees that they must comply with Door County Ordinance Chapter 8 prohibiting smoking in or on County property. 2. Prohibits tobacco use and vaping, in addition to smoking, in or on County property. 3. Clarifies that County property includes owned or leased real property and structures, as well as County owned and leased vehicles. Section 6.03 – Intoxicating Substance Free Workplace Regulates the use and possession of intoxicating substances on County property. 1. Prohibits bringing intoxicating substances into any building or vehicle owned, leased, or rented by Door County. a. Exception for evidence kept by the Sheriff’s Office. 2. Prohibits employees from being under the influence of or consuming intoxicating substances during the employee’s work hours. Chapter 8 Section 5 – Use of County Property Regulates the use of County property by employees. 1. Requires employees to use County property for its intended purpose and to exercise care, responsibility, and respect when using County property. 2. Prohibits employees from using County property for personal purposes. Page 24 of 145 Page 67 of 169 Page 6 of 6 Chapter 10 Section 7 – Generative Artificial Intelligence (AI) Contains the County’s policy on Generative Artificial Intelligence. Chapter 11 Chapter 11 – Anti-Harassment, Discrimination and Retaliation Policy Establishes and maintains Door County’s commitment to providing a workplace free from discrimination, harassment, and retaliation, outlining prohibited conduct and procedures for reporting, investigating, and addressing such violations to ensure equal opportunity and a respectful work environment. Door County’s affirmative action plan/program has been removed from the Manual. Under Wisconsin law, municipal entities (including counties) are exempt from an affirmative action program. Additionally, the Federal Government recently eliminated the need for affirmative action programs. While affirmative action mandates do not apply to Door County, the County remains committed to nondiscrimination and equal opportunity in employment practices. Page 25 of 145 Page 68 of 169 COVER Page 26 of 145 Page 69 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 1 Table of Contents Table of Contents TABLE OF CONTENTS ............................................................................................................................................................... 1 CHAPTER ONE – INTRODUCTION ............................................................................................................................................. 3 SECTION 1 – MISSION ................................................................................................................................................................. 3 SECTION 2 – INTENT & SCOPE ..................................................................................................................................................... 3 SECTION 3 – AT-WILL EMPLOYMENT .......................................................................................................................................... 4 SECTION 4 – WORK RULES .......................................................................................................................................................... 4 SECTION 5 – CHAIN OF COMMAND ............................................................................................................................................ 4 CHAPTER TWO – EMPLOYMENT POLICIES ................................................................................................................................ 6 SECTION 1 – POSITION CLASSIFICATION ..................................................................................................................................... 6 SECTION 2 – POSITION CONTROL ............................................................................................................................................... 6 SECTION 3 – EMPLOYEE SELECTION PROCESS ............................................................................................................................ 9 SECTION 4 – PRE-EMPLOYMENT TESTING, FUNCTIONAL CAPACITY TESTING & BACKGROUND CHECKS ................................... 9 SECTION 5 – EMPLOYEE REFERENCES ......................................................................................................................................... 9 SECTION 6 – PERSONNEL RECORDS .......................................................................................................................................... 10 SECTION 7 – REPORTING TO WORK .......................................................................................................................................... 10 SECTION 8 – PERFORMANCE AND SALARY REVIEW PROCESS .................................................................................................. 10 SECTION 9 – EMPLOYEES AS VOLUNTEERS ............................................................................................................................... 11 SECTION 10 – DUAL COUNTY EMPLOYMENT ............................................................................................................................ 11 SECTION 11 – OUTSIDE EMPLOYMENT ..................................................................................................................................... 11 SECTION 12 – CONFLICT OF INTEREST ...................................................................................................................................... 12 SECTION 13 – NEPOTISM & FRATERNIZATION .......................................................................................................................... 12 SECTION 14 – SEPARATION NOTICE & PROCEDURE.................................................................................................................. 13 SECTION 15 – REDUCTIONS IN THE WORKFORCE ..................................................................................................................... 14 SECTION 16 – ADA ACCOMMODATIONS .................................................................................................................................. 14 SECTION 17 – VEHICLE USE POLICY ........................................................................................................................................... 15 CHAPTER THREE – HOURS & SCHEDULES ................................................................................................................................19 SECTION 1 – WORK SCHEDULES................................................................................................................................................ 19 SECTION 2 – WORKING HOURS ................................................................................................................................................. 21 SECTION 3 – BUILDING HOURS OF OPERATION ........................................................................................................................ 23 SECTION 4 – TELECOMMUTING ................................................................................................................................................ 24 CHAPTER FOUR – EMPLOYEE COMPENSATION .......................................................................................................................27 SECTION 1 – PAY CHECKS .......................................................................................................................................................... 27 SECTION 2 – TIME AND PAY ...................................................................................................................................................... 27 SECTION 3 – PAY-OUT UPON TERMINATION ............................................................................................................................ 27 SECTION 4 – SALARIES AND WAGES ......................................................................................................................................... 27 SECTION 5 – TRAVEL TIME ........................................................................................................................................................ 30 SECTION 6 – WORK PERFORMED OUTSIDE THE COUNTY WORKPLACE .................................................................................... 30 SECTION 7 – CONFERENCES, SEMINARS, TRAINING, TOURS - REIMBURSEMENT ..................................................................... 30 SECTION 8 – MEMBERSHIP IN STATE OR NATIONAL ORGANIZATIONS ..................................................................................... 33 SECTION 9 – PROFESSIONAL LICENSURE AND CERTIFICATION FEES ......................................................................................... 33 SECTION 10 – EMPLOYEE RECOGNITION .................................................................................................................................. 33 SECTION 11 – GIFTS AND GRATUITIES ...................................................................................................................................... 33 CHAPTER FIVE – TIME OFF / LEAVES OF ABSENCE ...................................................................................................................35 SECTION 1 – ATTENDANCE........................................................................................................................................................ 35 SECTION 2 – UNSCHEDULED ABSENCES .................................................................................................................................... 35 SECTION 3 – HOLIDAYS ............................................................................................................................................................. 35 SECTION 4 – PAID TIME OFF (PTO) & EARNED UNUSED SICK LEAVE (EUSL) POLICIES .............................................................. 36 SECTION 5 – LEAVES OF ABSENCE ............................................................................................................................................. 38 SECTION 6 – FAMILY MEDICAL LEAVE ACT (FMLA) ................................................................................................................... 39 SECTION 7 – PERSONAL LEAVE ................................................................................................................................................. 44 SECTION 8 – MILITARY LEAVE ................................................................................................................................................... 45 SECTION 9 – JURY DUTY LEAVE ................................................................................................................................................. 46 SECTION 10 – SUBPOENA LEAVE ............................................................................................................................................... 46 SECTION 11 – BONE MARROW AND ORGAN DONATION ......................................................................................................... 46 Page 27 of 145 Page 70 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 2 CHAPTER SIX – EMPLOYEE BENEFITS .......................................................................................................................................48 SECTION 1 – BENEFITS ELIGIBILITY ............................................................................................................................................ 48 SECTION 2 – BENEFIT PLAN DOCUMENT CONTROL .................................................................................................................. 48 SECTION 3 –INSURANCE ........................................................................................................................................................... 48 SECTION 4 – RESERVED ............................................................................................................................................................. 50 SECTION 5 – WISCONSIN RETIREMENT SYSTEM (WRS) ............................................................................................................ 50 SECTION 6 – DEFERRED COMPENSATION ................................................................................................................................. 50 SECTION 7 – FLEXIBLE SPENDING ACCOUNT ............................................................................................................................. 50 SECTION 8 – TUITION ASSISTANCE PROGRAM.......................................................................................................................... 51 SECTION 9 – WELLNESS ROOM ................................................................................................................................................. 52 SECTION 10 – EMPLOYEE ASSISTANCE PROGRAM .................................................................................................................... 53 SECTION 11 – UNEMPLOYMENT INSURANCE ........................................................................................................................... 53 CHAPTER SEVEN – EMPLOYMENT SAFETY ...............................................................................................................................54 SECTION 1 – SAFETY AND SECURITY ......................................................................................................................................... 54 SECTION 2 – NOTICE OF INJURY ................................................................................................................................................ 54 SECTION 3 – WORKER’S COMPENSATION ................................................................................................................................. 54 SECTION 4 – BUILDING SECURITY ............................................................................................................................................. 55 SECTION 5 – MOTORCYCLE/MOPED ......................................................................................................................................... 55 SECTION 6 – DRUG, ALCOHOL, TOBACCO, VAPING, AND SMOKE FREE WORKPLACE ............................................................... 55 SECTION 7 – BULLYING AND WORKPLACE VIOLENCE POLICY ................................................................................................... 56 SECTION 8 – EMERGENCY LEAVE / INCLEMENT WEATHER POLICY .......................................................................................... 57 SECTION 9 – OTHER EMERGENCIES .......................................................................................................................................... 58 CHAPTER EIGHT – EMPLOYEE CONDUCT / GRIEVANCE............................................................................................................59 SECTION 1 – PERFORMANCE MANAGEMENT ........................................................................................................................... 59 SECTION 2 – GENERAL .............................................................................................................................................................. 59 SECTION 3 – ETHICAL PRINCIPLES ............................................................................................................................................. 59 SECTION 4 – PERSONAL APPEARANCE ...................................................................................................................................... 60 SECTION 5 – USE OF COUNTY PROPERTY .................................................................................................................................. 61 SECTION 6 – CONFIDENTIALITY ................................................................................................................................................. 61 SECTION 7 – EMPLOYEE CONDUCT, DISCIPLINE, AND DISCHARGE ........................................................................................... 61 SECTION 8 – EMPLOYEE GRIEVANCE PROCEDURE .................................................................................................................... 64 CHAPTER NINE – BUDGETING / PURCHASING .........................................................................................................................73 SECTION 1 – PURCHASING POLICY ............................................................................................................................................ 73 SECTION 2 – PUBLIC WORK ....................................................................................................................................................... 76 SECTION 3 – BID PROCEDURES ................................................................................................................................................. 77 SECTION 4 – ACCOUNTS PAYABLE CHECKS ............................................................................................................................... 78 SECTION 5 – INVENTORY ........................................................................................................................................................... 78 SECTION 6 – POLICY ON GIFTS, GRANTS AND DONATIONS ...................................................................................................... 78 SECTION 7 – POLICY ON BUDGETS ............................................................................................................................................ 78 SECTION 8 – SALE OF ITEMS ON INTERNET AUCTION SITE ....................................................................................................... 79 SECTION 9 – EMPLOYEE CELEBRATIONS/EVENTS/DECORATIONS ............................................................................................ 79 CHAPTER TEN – TECHNOLOGY & EQUIPMENT ........................................................................................................................81 SECTION 1 – PURPOSE .............................................................................................................................................................. 81 SECTION 2 – SOFTWARE ........................................................................................................................................................... 82 SECTION 3 – NETWORK / EMAIL / INTERNET ............................................................................................................................ 83 SECTION 4 – SECURITY AWARENESS PROGRAM ....................................................................................................................... 84 SECTION 5 – MOBILE DEVICES .................................................................................................................................................. 84 SECTION 6 – SMARTPHONE/BRING YOUR OWN DEVICE (BYOD) .............................................................................................. 86 SECTION 7 – GENERATIVE ARTIFICIAL INTELLIGENCE (AI) ......................................................................................................... 87 SECTION 8 – USE OF CAMERA ENABLED DEVICES ..................................................................................................................... 89 SECTION 9– REMOTE ACCESS ................................................................................................................................................... 89 SECTION 10 – HELPDESK ........................................................................................................................................................... 89 SECTION 11 – NEW EQUIPMENT OR SOFTWARE ...................................................................................................................... 90 SECTION 1 – STATEMENT OF POLICY ........................................................................................................................................ 91 SECTION 2 – REPORTING AND COMPLAINT PROCEDURE ......................................................................................................... 93 Page 28 of 145 Page 71 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 3 Chapter One – Introduction SECTION 1 – MISSION 1.01 Mission. To protect the people, economic vitality, and environment of Door County (“County”) and enable its people to build productive communities, families and lives. Deliver all County services and programs in a respectful, professional manner and manage operations consistent with available human, natural and fiscal resources. 1.02 Vision. We envision a Door County government that people feel has helped make the County a better place to live. Door County government strives to be the leader in developing partnerships with private and community organizations to deliver the programs and services people call for. We are a government that listens to its people, promotes a diverse and vital economy, values fiscal responsibility and enhances the natural and aesthetic qualities that have for so long made Door County a premier place to live, work, and visit. 1.03 Core Values. a) Respect. Treat all people as you would like to be treated, responsiveness to people, be user- friendly. b) Integrity. Ensure public trust through honesty, fairness, consistency and follow-through. c) Openness & Accessibility. People should feel they can approach and communicate freely with their County government. d) Fiscal Responsibility. Accountability for the proper and efficient use of public funds and resources. 1.04 Strategic Priorities. a) Promote a diverse and growing economy producing high quality jobs. b) Exercise sound financial management and build the County’s fiscal strength while minimizing the property tax burden. c) Protect Door County’s natural resources, especially water quality. d) Plan and manage land use in Door County to promote responsible development and to preserve our natural and aesthetic strengths. e) Respond effectively to issues in Door County arising as our population ages and manages difficult economic times. SECTION 2 – INTENT & SCOPE 2.01 Intent. It is the intent of the Door County Board of Supervisors ( “Board”) to establish a uniform Door County Employee and General Administrative Policy Manual (“Manual”). The rules, regulations and policies shall apply to all employees of the County. 2.02 No Contract Intended. This Manual is not intended to, and does not create a contract of employment, or a guarantee of employment, a guarantee of any other benefits or rights. 2.03 Non-Discrimination. It is the intent that employment practices and policies within the County conform to the provisions of law relating to non-discrimination in employment. Department Heads and supervisors are expected to follow state and federal employment laws in all hiring and employment practices in their Departments. Employment notices required by law to be posted are located at each of the County’s official worksites. 2.04 Application of Manual to Represented Employees. Whenever there is a conflict between this Manual and any valid collective bargaining agreement, the provisions of the collective Page 29 of 145 Page 72 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 4 bargaining agreement will govern, but only to the extent the collective bargaining agreement complies with federal and state laws and only with respect to the employees included in the bargaining unit. 2.05 Amendments. The County reserves the right to change the Manual, at any time, with or without notice, in its discretion. No Department Head or supervisor has authority to create a contract or agreement contrary to the foregoing. Further, no Department Head or supervisor has the authority to modify, amend, or alter the terms of this Manual without the written consent of the County Administrator or designee(s). In order to provide effective and efficient administration of County government, the County Administrator may make exceptions to the Manual on a case- by-case basis. 2.06 Review & Acknowledgement. Employees shall sign the acknowledgement form indicating they have reviewed this manual and return the form to Human Resources to be placed in the employee’s personnel file. 2.07 Questions Regarding Application/Interpretation. All employee questions regarding the application or interpretation of this Manual should be directed to the Human Resources Department. 2.08 Interpretation. The provisions of this Manual shall be interpreted, when possible, to sustain their legality and enforceability as a whole. In the event any provision of this Manual is held invalid, illegal, or unenforceable by a court of competent jurisdiction, in whole or in part, neither the validity of the remaining part of such provision nor the validity of any other provision of this Manual shall be in any way affected thereby. References to statutes and codes herein are as currently enacted and as hereafter revised or superseded from time to time. 2.09 Application of Other State and Federal Laws. The County intends to comply with all federal and state laws, to the extent that they apply and the County is required to comply with the same. SECTION 3 – AT-WILL EMPLOYMENT 3.01 At-Will Employment. Wisconsin is considered an at-will state for purposes of employment. This means that unless an employee is entitled to a level of job protection by statute, ordinance, contract or written agreement with the County, employment with the County is voluntarily entered into, and the employee is free to terminate their own employment at-will at any time, with or without cause. Similarly, the County may terminate the employment relationship at-will at any time, with or without notice or cause. SECTION 4 – WORK RULES 4.01 Work Rules. Departments may develop work rules specific to their operations and/or Department in a manner consistent with this Manual, state and federal regulations, and any County resolutions or ordinances. All such work rules that pertain to matters of wages, benefits, hours of work, or conditions of employment, shall be reviewed with the Human Resources Department prior to implementation. SECTION 5 – CHAIN OF COMMAND 5.01 Chain of Command. In order to provide effective services, Door County depends on an effective chain of command. While the establishment of policy in the County resides by law with the Board, or its designee, the County Administrator, as the chief administrative officer of the County, is the primary professional advisor to the County and head of its management team. Department Heads, and those Supervisors subordinate to the Department Heads, are part of the management team, and the Department Heads report to the County Administrator. This chain Page 30 of 145 Page 73 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 5 of command represents a means of establishing orderly lines of organization and communication as management personnel coordinate to promote effective services for the community. 5.02 County Administrator. The County Administrator is responsible for the development, supervision, and operation of the County, its Departments, its employees and its facilities, and is given the latitude to determine the best method of implementing the policy decisions of the Board. Employees have the obligation to facilitate the professional advisement of the County through the chain of command. 5.03 Matters Requiring Administrative Attention. All staff members, including supervisors, shall be responsible to their respective Department Head, who shall be responsible to the County Administrator. Employees shall refer matters requiring administrative attention to their supervisor, who shall refer such matters to the next higher authority, when necessary, and through the County Administrator and, if applicable, to the Board. Each employee is to keep the person that the employee reports to informed of the employee's activities by whatever means the supervisor deems appropriate. If an employee has any questions, opinions or suggestions about the information contained in this Manual or about any other aspect of their job, then those questions, opinions or suggestions must be directed through the chain of command. 5.04 Meeting Attendance. The County Administrator, Department Heads and employees, as directed by their immediate supervisor, shall attend all meetings of the Board and of the Oversight Committee having policy making responsibilities over their Department, when feasible. 5.05 Directives/Requests. Any employees who receive directives or requests, to which they are not otherwise authorized to respond, from any individual citizen, business representative or elected or appointed official are to immediately report such directive or request to the employee's supervisor. No such specific directives or requests from such persons are to be fulfilled unless permission to do so is given by the employee's supervisor. Chapter Revisions Resolution or Approval Description of Change Page 31 of 145 Page 74 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 6 Chapter Two – Employment Policies SECTION 1 – POSITION CLASSIFICATION 1.01 Regular Employment Status. Regular employee status is assigned by the County to both full- time and part-time positions that are expected to remain employed by Door County on a regular, ongoing basis as long as the work is required or necessary, the individual employee(s) performs satisfactorily, and the financial status of the County and/or the Department supports the continuing existence of the position. a) Full Time. Defined as forty (40) hours per week. b) Part Time. Defined in three (3) separate ways: those employees working thirty (30) to thirty- nine (39) hours per week; those working twenty-four (24) to twenty-nine (29) hours per week; and those working under twenty-four (24) hours per week. 1.02 Non-Regular Employee Status. a) Casual. Employees typically employed on an intermittent, or sporadic basis, subject to call, with limited expectation of a regular work schedule. b) Intern. Employees hired to work in the capacity of a training position for an accredited educational institution. An intern typically receives credit or formal recognition from the educational institution for the work performed and may also receive compensation for the services provided to the County. c) Limited-Term Employee. Employees hired to work on a temporary basis due to unforeseen circumstances and/or needs of the Department. d) Defined-Term Employee. Employees hired in instances where the position has some sort of condition such as a time limitation or funding contingency. Dependent upon the funding source and/or program requirements, a defined-term employee’s employment may exceed the restrictions established for other limited-term employees (e.g. regular work schedule, benefits eligibility, etc.). e) Seasonal. Employees hired to perform seasonal work for a specified time period. Employment terminates at the end of the season, or whenever the need no longer exists, whichever comes first. These employees may be called back in subsequent seasons. 1.03 Introductory Status. a) The introductory period for employees is twelve (12) months. The introductory period is a continuation of the employment selection process and is a time in which the employee should demonstrate that s/he is suited for the position. The introductory period is not a guarantee of employment. If the Department Head concludes at any time that an employee is not suited for her/his position, the employee may be terminated, or s/he may continue in an extended introductory period, if requested by the Department Head and approved by the Human Resources Department. If the County Administrator concludes at any time that a Department Head is not suited for her/his position, the Department Head may be terminated, or s/he may continue in an extended introduction period. b) The introductory period ends successfully when the County Administrator, Department Head, or supervisor, evaluates the employee in writing and authorizes her/his classification as a "regular" employee, but in no case sooner than the initial applicable introductory period. SECTION 2 – POSITION CONTROL 2.01 Job Description. Each position shall have a written job description, which provides a non- exhaustive list of job duties and is compliant with all legal requirements. Page 32 of 145 Page 75 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 7 a) All job descriptions shall be approved by the Department Head, and the Human Resources Department. 2.02 Filling Vacancies. Nothing contained in this policy shall be construed to require the County Administrator or any Department to fill all positions allocated by the Board. If it is determined that a vacancy exists, then the request to fill such vacancy shall proceed as follows: a) Department Head. The Department Head must complete the Request to Refill Form, update the existing (or create a new) job description, and then submit to the Human Resources Department. b) Finance Department. Finance will prepare a fiscal impact statement and provide it to the Human Resources Department. c) Human Resources. The Human Resources Department shall review the request to refill the vacancy with the Department Head and County Administrator. If approved to fill or refill, the Human Resources Department shall place the position on the Personnel Transaction Report to the Administrative Committee. d) Administrative Committee: The Department Head, Human Resources Department, and County Administrator will present the Personnel Transaction Report to seek approval. If approved, the position may be filled or refilled. If denied, the position will be reviewed to determine if it should be modified or removed from the table of organization. e) Department Heads. The County Administrator will appoint and supervise the Heads of all Departments as set forth in Sec. 59.18(2)(b), Wis. Stats. Any appointment by the County Administrator requires the approval of the County Board unless the Board, by ordinance, elects to waive confirmation or unless the appointment is made under a civil service system competitive examination procedure established under Sec. 59.52(8) or Ch. 63, Wis. Stats. f) Interim Appointments. A temporary assignment for at least two (2) weeks’ duration requires approval by the County Administrator with communication to the County Board. The Human Resources Department shall recommend to the County Administrator the appropriate rate of pay for the temporary assignment. 2.03 Temporary Increase in Part-Time Hours. In certain circumstances the hours of existing part-time employees may be increased in lieu of other limited-term employment options. If the assignment is expected to last longer than two (2) weeks, the part-time employee’s pro-ration may be modified for the duration of this temporary assignment and shall receive all benefits at the higher pro-ration during the temporary assignment. 2.04 Non-Regular Employee Position Authorizations. The County Administrator may authorize an increase/decrease of non-regular employee positions provided there are funds available. 2.05 Reclassification / Reallocation – New Positions a) Purpose. To outline standard criteria and procedures for submitting and reviewing requests for reclassification, reallocation, or creation of new positions. b) General. Human Resources and the County Administrator are jointly responsible for determining job classifications for all positions, with input from the department head. When necessary, an external consulting firm may be engaged to evaluate and recommend appropriate pay grades. Requests for reclassification, reallocation, or new positions may be submitted during the budget process, as determined by Human Resources and/or the County Administrator. c) Definitions 1. Reclassification. An adjustment to the classification of a position based on substantial and permanent changes in the duties and responsibilities, aligning the position with a different classification level. Page 33 of 145 Page 76 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 8 2. Reallocation. A change to the pay range assigned to a classification based on market value or internal equity adjustments. This does not involve a significant change to the duties or responsibilities of the classification. d) Position Approvals. New positions or permanent increases in part-time allocations to full- time status shall be approved through the budget process and shall be presented to the County Board of Supervisors in the form of a resolution. However, when the County Administrator determines that an unbudgeted position is necessary outside of budget process, and will create a budget increase in the current year, a resolution for the unbudgeted position shall be approved by the Administrative Committee in conjunction with the Finance Committee, and a two-thirds (2/3rds) vote of the full County Board. All position resolutions shall have an approved position description attached to it and shall contain the following information: 1) Position title, 2) Proposed classification, 3) Effective date, 4) Rationale for the position which includes the identification of the state or federal mandates that may have caused the need, 5) Description of how the position fits into the long-range and strategic plans of the Department and/or County salary, fringe benefit and other related costs. e) Reclassification Process 1) Classification is determined based on the majority (51% or more) of duties and responsibilities assigned to the position—not on the employee’s performance, seniority, training, or education. 2) Requests for reclassification must show that: • New duties occupy a substantial portion of the employee’s time, • The change is permanent and occurred within the last 12 months, • The position better aligns with a different classification level. f) Steps to Request Reclassification: 1) The Department Head must: • Submit a written request detailing the justification for reclassification; • Submit an updated draft job description reflecting current duties. 2) Requests will be reviewed jointly by Human Resources and the County Administrator. 3) Approved reclassifications will take effect no earlier than January 1 of the following year as part of the annual budget. g) Reallocation Process 1) Reallocation may be considered if: • Market value for the classification has changed, • There is a significant internal equity concern, • Budgetary funds are available. 2) Factors not considered include volume of work, length of service, or the incumbent’s individual performance or qualifications. h) Steps to Request Reallocation: 1) Departments must submit an analysis of fiscal impact. 2) Human Resources and the County Administrator will review and develop a joint recommendation for the Finance/Administrative Committee. 3) If approved by the governing committees and the County Board certifies the availability of funds, the reallocation will become effective on January 1 of the following year 2.06 Reduction of Hours, Combination and Elimination of Positions. a) Reduction of hours. The County may, in its sole discretion, temporarily or permanently reduce the hours of any position. Page 34 of 145 Page 77 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 9 b) Combining. Two or more positions may, at the County's sole discretion, be combined into one. c) Elimination. The County may, in its sole discretion, eliminate any position. SECTION 3 – EMPLOYEE SELECTION PROCESS 3.01 The County seeks to recruit and hire the best-quality and qualified candidates who fit the needs and culture of the County. At the direction of the Human Resources Department, the County may use hiring, interview and screening processes designed to fulfill this objective. All recruitment and hiring, including the hiring of interns and temporary staff, will be done in coordination with the Human Resources Department. 3.02 Recruitment and selection will be conducted in a manner to ensure competition, provide equal employment opportunity, and prohibit illegal discrimination. 3.03 Internal Applicants. When an employee applies for a position internally, the employee is recommended to notify their current supervisor/manager prior to interviewing for said position. a) Hiring managers will not contact the supervisor/manager of the internal applicant, to discuss the internal applicant, until after the interview and only if the applicant is being further considered for the position. 3.04 Unpaid Interns. Individuals who wish to volunteer for the purposes of educational or professional interest as part of a formal or informal education program will be considered an unpaid intern and an employment relationship will not exist under the Fair Labor Standards Act (“Act”), and the Act’s minimum wage and overtime provisions do not apply to the unpaid intern. Further, the individual is not eligible for any County benefits. The use of unpaid interns will be done in coordination with the Human Resources Department. SECTION 4 – PRE-EMPLOYMENT TESTING, FUNCTIONAL CAPACITY TESTING & BACKGROUND CHECKS 4.01 Pre-Employment or Post-Offer. Background and reference-checking, screening, testing, examination, and/or other investigation shall be conducted as deemed necessary and in accordance with state and federal law. 4.02 Physical Examination and Functional Capacity Examination upon Hire/Transfer. New employees and employees transferring or promoted to different jobs with new physical requirements may be required to take a Physical Examination and/or a Functional Capacity Examination after a conditional offer of employment is made. The Human Resources Department establishes the list of positions where examinations are required and the type of exams required. The County pays for the examination and determines where the exam is given. Information given to the examining physician(s)/provider(s) by the employee must be accurate and complete. Examination results are placed in the employee’s medical file and remain confidential as required by state and federal privacy laws. SECTION 5 – EMPLOYEE REFERENCES 5.01 Official Reference Checks. Unless delegated by the Human Resources Department, no County employee will, on behalf of the County, reply to a reference check request from a potential employer inquiring about the employee’s work performance or specific service to the County. Requests for reference checks should be forwarded to the Human Resources Department and include an authorization from the employee for the release of the requested information. In the event a reference check is not accompanied by an employee release, the Human Resources Department will only provide the dates of employment, position held, annual salary, and job location. 5.02 Personal References. Employees may serve as “personal references” which is construed to mean references that do not speak to the candidate’s work performance or specific service to the County, but rather the candidate’s personal characteristics, educational background, and Page 35 of 145 Page 78 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 10 personal dealings with the referring employee. The referring employee assumes all liability for the content of the personal reference. SECTION 6 – PERSONNEL RECORDS 6.01 An employee may, consistent with § 103.13 Wis. Stats., inspect and obtain a copy, or designate a person to inspect and obtain a copy, of her or his personnel records. 6.02 If an employee disagrees with any information contained in their personnel records, the County and employee may agree to correct or remove the information. If agreement cannot be reached, the employee may submit a written statement explaining his or her position. The County will attach this statement to the disputed item, and release it whenever that disputed item is released to a third party. SECTION 7 – REPORTING TO WORK 7.01 Worksite. As a condition of employment, and at the discretion of the County, certain employees may be required to report to more than one worksite at the direction of the Department Head or designee. 7.02 Mileage/Travel Time. Normal travel from home to work and return at the end of the workday is not work time and an employee may not claim mileage or be paid travel time. This is true whether the employee starts and/or ends their workday at a fixed location or differing locations, such as work sites. SECTION 8 – PERFORMANCE AND SALARY REVIEW PROCESS 8.01 Purpose. To provide a consistent and objective framework for evaluating employee performance and to support informed decisions regarding salary increases, merit payments, adjustments, promotions, and employee development. 8.02 Objectives of the Performance Appraisal Process a) Clarify performance expectations and responsibilities. b) Offer employees feedback, direction, and development opportunities. c) Support department heads in achieving organizational and departmental goals. d) Provide a fair and consistent basis for base rate compensation decisions. e) Identify employees who demonstrate potential for growth or advancement. 8.03 Performance Review Schedule. Performance reviews are conducted annually. Salary increases are not automatic or guaranteed and are determined based on: a) The employee’s performance review, b) Recommendations from the department head, c) Available funding and overall County budget considerations. If awarded, salary increases align with the approved merit budget and reflect individual performance and salary positioning. 8.04 Performance Reviews and Salary Increases. Department Heads are responsible for conducting fair and timely evaluations of employee performance. Key considerations for salary increase: a) Performance reviews do not automatically result in a salary increase. b) Salary increases are based on the overall rating, current pay relative to responsibilities, and available budget. c) Salary decisions must be grounded in documented performance and guided by County pay philosophy. 8.05 Responsibilities and Process a) Human Resources provides standardized evaluation forms and salary planning tools within the Human Resource Information System (HRIS). Page 36 of 145 Page 79 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 11 b) Supervisors conduct and document evaluations, meet with employees to review performance, and define goals for the upcoming period. c) Employees review and sign the evaluation to acknowledge discussion (not necessarily agreement). d) Department Heads complete the salary planning worksheet, seek necessary approvals, and submit to Human Resources. Important: No salary increase or adjustment should be communicated to the employee until all required approvals have been obtained from: 1) Department Head 2) Human Resources Human Resources will review all salary adjustment requests to ensure compliance with County policies and equity standards. Final evaluations will be retained in the employee’s personnel file. 8.06 Promotions and Role Changes a) To support growth and excellen ce across the organization, the County may periodically evaluate employee performance and potential through performance reviews or other methods. b) Based on organizational needs and individual contributions, the County may adjust an employee’s role, including opportunities for promotion or changes in responsibilities. c) Employees may be considered for promotion when they consistently demonstrate strong leadership, collaboration, and other qualities that align with the County’s goals and values. d) In some cases, a n employee’s role may be adjusted if additional support or development is needed to meet evolving expectations or standards. When possible, the County will work with the employee to identify training or resources to support continued success. SECTION 9 – EMPLOYEES AS VOLUNTEERS 9.01 An employee may not volunteer for the County when the volunteer duties involve the same type of service, which the individual is employed to perform for the County. All volunteer service provided by an employee of the County will be performed outside of the normal hours of work of the employee. SECTION 10 – DUAL COUNTY EMPLOYMENT 10.01 Employees may not hold more than one position with the employer. The County may, in its sole discretion, make exceptions. Any such exception must be made in advance and be in writing approved by the Human Resources Department. SECTION 11 – OUTSIDE EMPLOYMENT 11.01 Policy. Employees may hold outside jobs as long as they meet the performance standards of their job with the County, and provided that the outside employment does not conflict with their County employment. All employees will be judged by the same performance standards and will be subject to the County’s scheduling demands, regardless of existing outside work requirements. 11.02 Notification/Approval. All employees must notify their Department Head, on the County’s Outside Employment Form, of their desire to seek outside employment. The Department Head’s permission must be obtained, as evidenced by a signed form, submitted to the Human Resources Department, before the employee may begin to work at the outside employment. This form must be completed and approved prior to the start of outside employment and by January 1st of every year thereafter. 11.03 Problems with Outside Employment. If the County determines that an employee’s outside work interferes with performance or the ability to meet the requirements of the County as they are modified from time to time, the employee may be asked to terminate the outside employment, Page 37 of 145 Page 80 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 12 if they wish to remain with Door County. Employees are not allowed to conduct business related to outside employment while on County paid time, nor is an employee permitted to use County equipment or supplies in the performance of outside employment duties. a) While on off-duty status, no employee will be considered to be in employed status without specific supervisory authority. b) Outside Employment During Leaves of Absence. Unless authorized by the Human Resources Department, employees are prohibited f rom working at an outside job while on a leave of absence from the County (other than approved PTO/vacation). 11.04 Conflicts of Interest Prohibited. Outside employment, which constitutes a conflict of interest, is prohibited. Employees may not receive any income or material gain from individuals outside the organization for materials produced or services rendered while performing their jobs as Door County employees. Determining whether or not such outside employment constitutes a conflict of interest will be left to the sole discretion of the County. SECTION 12 – CONFLICT OF INTEREST 12.01 Conflict of Interest. A conflict of interest is a situation whereby an employee’s outside activities or interests could negatively affect the County. Employees must avoid placing themselves in a position where her or his private activities or interests’ conflict with performance of their work duties. 12.02 County Property. Employees shall not use the County’s resources (e.g., property or funds) or their position for personal gain or for the personal gain of a member of their immediate family. 12.03 Ethics. Employees are expected to familiarize themselves with and must adhere to the code of ethics for public employees set forth in §§19.41, .42, .46 & .59, Wis. Stats., and Door County’s Ethical Principles. See the Rules of Order Governing the Door County Board of Supervisors for Door County’s Ethical Principles. SECTION 13 – NEPOTISM & FRATERNIZATION 13.01 Restricted Employment. The County restricts employment of close relatives, employees dating or otherwise involved in an intimate relationship within the same Department, shift and/or work unit. Compliance with this policy is intended to prevent the perception of favoritism among employees and promote a harassment-free working environment. 13.02 Nepotism. No two (2) members of an immediate family or intimate relationship will be employed, promoted, or transferred to any Department, division, or work unit when as a result they would be directly supervising or receiving direct supervision from the other, unless written approval is received from the Human Resources Department. a) When evaluating these requests, the Human Resources Department may consider work location, shift, the Department in which the individual would work, the number of available qualified applicants, and whether normal recruitment and selection procedures have been followed, to ensure that all applicants have had an equal opportunity to apply for the position. 13.03 Notification Required of New Relationship. In the event a relationship develops between a manager or supervisor and an employee under their supervision, the management employee is responsible for bringing the matter to the attention of their immediate supervisor. In the event a relationship develops between employees in a Department, shift, and/or work unit, it is the responsibility of the employees for bringing the matter to the attention of their immediate supervisor. 13.04 Possible Resolutions. Resolution of any problems that arise may include, but is not limited to, termination of employment for one or both employees, or transfer of either employee to another Department, unit or shift. It is management’s sole discretion regarding which Page 38 of 145 Page 81 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 13 employee(s) is separated, retained or transferred, depending upon the needs of the County upon final approval of the County Administrator. SECTION 14 – SEPARATION NOTICE & PROCEDURE 14.01 Notice for Non-Exempt Positions. Non-exempt employees wishing to resign or retire in good standing will give written notice to their Department Head, with a copy to the Human Resources Department, not less than ten (10) business days before such resignation or retirement will be effective. Failure to provide proper notice will result in forfeiting payment of earned and accrued leave, if applicable and to the extent allowed by law. 14.02 Notice for Exempt Positions. Exempt employees wishing to resign or retire in good standing will give twenty (20) business days’ notice of their resignation or retirement. Department Heads will resign or retire in writing to the County Administrator, with a copy to the Human Resources Department. All other exempt employees will resign or retire in writing to their Department Head, with a copy to the Human Resources Department. Failure to provide proper notice will result in forfeiting payment of earned and accrued leave, if applicable, to the extent allowed by law. 14.03 Procedure – Employee. The employee must: a) Submit, in writing, a letter indicating resignation or retirement with name, current address, position held, and the last day of work; b) All County property must be returned to the Department and/ or the Human Resources Department on or before the last day of County employment, e.g., keys, tools, uniforms, badges, etc. 14.04 Procedure – Employer. Once the Human Resources Department receives the separation notice, the Human Resources Department will confirm receipt of separation and will provide the following: a) Confirm the effective date of the separation; b) Summarize the benefits and/or pay the employee will receive, if any. For retiring employees, they should contact the Department of Employee Trust Funds six (6) to twelve (12) months, but not less than ninety (90) days, prior to their last day of work to obtain information regarding retirement options available. c) Remind the employee of their obligation to return all of the County’s property, including mobile phones, computers, access cards and keys, identification cards, and records; d) Advise the employee that all personal belongings are to be removed from the workplace; and e) Provide the employee with the opportunity to complete an Exit Interview. 14.05 Accrued Time Off During Notice Period. Unless for unavoidable circumstances, or where approval is obtained from the Human Resources Department, such notice will be exclusive of any accrued paid time off taken. 14.06 Last Day of Work. Unless otherwise required by law, an employee may not extend their last day of employment with the use of leave. 14.07 All Resignations Final. All resignations are final unless reversed by the Department Head and the County Administrator. 14.08 Shorter Notice. Shorter notice may be accepted if agreed to by the employee, Department Head and the County Administrator. 14.09 Forfeiture of Leave Payout. Failure to provide proper notice, disciplinary termination of employment, or separation from employment within an introductory period, will result in forfeiting payment of earned and accrued leave, if applicable, to the extent allowed by law. 14.10 Job Abandonment. Unauthorized absence of an employee for three (3) consecutive workdays may be considered by the Department as a resignation of such employee. Page 39 of 145 Page 82 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 14 14.11 Death of Employee. In the case of death of an employee to whom wages and/or leave are due, the full amount of the wages and/or leave due shall be paid by the County to the employee’s estate. SECTION 15 – REDUCTIONS IN THE WORKFORCE 15.01 Layoff/Reduction in Workforce. Reductions in the workforce may occur through layoffs or furloughs, in addition to attrition or position elimination or modification. The County will determine the Departments, number of positions, and persons impacted by any reduction in workforce. a) In the event of a reduction in workforce through layoff or furlough, affected employees will be laid off or furloughed, at the County Administrator’s discretion, based on skills, abilities, qualifications, and the interests and needs of the County. The Cou nty may choose to solicit volunteers for the reduction in workforce. SECTION 16 – ADA ACCOMMODATIONS 16.01 Purpose. To provide equal employment opportunities to all qualified individuals, including those with disabilities. 16.02 Policy. Door County’s policy is to fully comply with the reasonable accommodation requirements of the Americans with Disabilities Act and the Wisconsin Fair Employment Act. a) Door County will process requests for reasonable accommodation and, where appropriate, provide reasonable accommodations in a prompt, fair, and efficient manner. b) The Human Resources Department is responsible for implementing this policy, including resolution of reasonable accommodation, safety, and undue hardship issues. 16.03 Procedure. Requests for Reasonable Accommodation. a) The employee will inform his or her supervisor of the need for an accommodation either orally or in writing. b) The supervisor shall immediately notify the Department Head and the Human Resources Department of the request for accommodation. 1) To enable County to keep accurate records regarding requests for accommodation, employees seeking a reasonable accommodation must follow up an oral request by documenting the request in writing and submitting it to the Human Resources Department. c) When a qualified individual with a disability has requested an accommodation, the Human Resources Department, will, in consultation with the individual: 1) Discuss the purpose and essential functions of the particular job involved. Completion of a step-by-step job analysis may be necessary. 2) Determine the precise job-related limitation. 3) Identify the potential accommodations and assess the effectiveness each would have in allowing the individual to perform the essential functions of the job. 4) Select and implement the accommodation that is the most appropriate for both the individual and the County. While an individual’s preference will be given consideration, the County is free to choose among equally effective accommodations and may choose the one that is less expensive or easier to provide. d) The Human Resources Department will work with the employee to obtain technical assistance, as needed. e) The Human Resource Department will provide a decision to the employee within a reasonable amount of time. f) If an accommodation cannot overcome the existing barriers or if the accommodation would cause an undue hardship on the operation of the County, the employee and the Human Page 40 of 145 Page 83 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 15 Resources Department will work together to determine whether reassignment may be an appropriate accommodation. 16.04 Medical Documentation. The Human Resources Department may request medical documentation of the individual’s functional limitations to support the request. Any medical documentation must be collected and maintained on separate forms, and in separate, locked files. 16.05 Appeals. a) Employees or applicants who are dissatisfied with the decision(s) pertaining to their accommodation request may file an appeal with the County Administrator, within ten ( 10) business days, for a final decision. b) If the individual believes the decision is based on discriminatory and/or retaliatory reasons, then he or she may file a complaint internally through the County Administrator. SECTION 17 – VEHICLE USE POLICY 17.01 Permissible Uses. The County of Door ("County") permits authorized individuals to drive vehicles owned, leased, or rented by the County ("County Vehicle") for County business purposes or other authorized services. Personal use of a County Vehicle is not permitted. Employee use of a County Vehicle is encouraged for all County business purposes. Employee use of a personal vehicle for County business purposes when a County Vehicle was available may result in non-payment of a voucher for personal mileage. 17.02 Authorized Drivers and Passengers. Only authorized individuals can drive County Vehicles. Individuals are authorized to drive County vehicles by the Human Resources Department or a contracted entity as authorized by the County. Individuals permitted to drive County Vehicles must have a valid driver's license with appropriate endorsement. In the event that an authorized individual's driver's license is suspended or revoked, that individual must notify Human Resources as soon as possible. In addition, consistent with relevant background check laws, the County reserves the right to evaluate the driving record of all authorized individuals and revoke driving privileges as necessary. The County may revoke an individual’s privilege to operate a County Vehicle at any time, with or without cause, and without prior notice. Transportation of passengers in County Vehicles is authorized for County business purposes and authorized services, but the number of passengers cannot exceed the number of passenger seats available. To the extent that a child will be traveling in a County Vehicle, child safety seats must be installed and used as required by applicable law. 17.03 County Vehicle Reservations. Reservations are to be made by the intended user(s) through the County Clerk's Office. a) The County intends to honor original reservations, but reserves the right to cancel a reservation in its discretion. b) Out-of-County travel takes precedence over in-County travel (a requestor of a vehicle for in- County travel may get bumped for an out-of-County request) c) Vehicle keys are to be obtained from, and returned to, the County Clerk's Office. 17.04 Safety Standards. Individuals operating any vehicle (County or personal) for County related business or authorized services are expected to operate the vehicle in a safe and lawful manner. Safe driving standards include but are not limited to: a) Maintaining a reasonable rate of speed as appropriate for existing road conditions. Drivers should not exceed posted speed limits. b) Abiding by traffic signals and signs. c) Wearing seat belts. d) Avoiding aggressive and reckless driving. e) Never driving in unsafe conditions. Page 41 of 145 Page 84 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 16 f) Never driving when impaired by alcohol, drugs, or fatigue. g) Never texting or emailing while driving. This safe driving standard does not apply to the operator of an authorized emergency vehicle if texting or emailing is necessary for emergency purposes. In the case of such an exception, the driver shall exercise due care in the safe operation of the vehicle and due regard under the circumstances for the safety of all persons. h) Talking on a cell phone while driving for County related business or authorized services without the use of a hands -free device or feature is prohibited. If a call comes in while traveling that cannot be taken hands -free, the caller will need to leave a voicemail for the driver and the driver can return the call at the next stop. Both hands should be on the steering wheel as much as possible. If an authorized passenger is riding along, they may answer calls while the vehicle is in operation if they are able to do so safely. Exceptions to this safe driving standard are lim ited to 911 emergency communication or the operator of an authorized emergency vehicle if necessary for emergency purposes. If possible, in the case of an exception, a passenger, and not the driver, shall make or take the phone call. In the case of an exception, the driver shall exercise due care in the safe operation of the vehicle and due regard under the circumstances for the safety of all persons. Safety standards include the need to be vigilant about County Vehicle maintenance. Inspect the County Vehicle for concerns (damage, repairs needed, cleaning, etc.) pre-trip and post- trip. If at any time, a County Vehicle seems to be unsafe or in need of maintenance, County Vehicle drivers must bring the issue to the attention of the County Clerk's Office as soon as possible. In addition, County Vehicle drivers must respect the vehicle as County property and take steps to avoid damage to it and its contents, including: i) Keeping property secure, such as by locking doors, closing windows, and properly maintaining valuables (including confidential information). Personal items may not be stored in a County Vehicle and personal losses generally will not be reimbursed. j) Never transport items for third parties other than those associated with a legitimate County business purpose. k) Eating or drinking in County vehicles is strongly discouraged. l) Tobacco use and vaping in County vehicles is prohibited. m) Service animals, as defined by applicable law, are permitted in County Vehicles when accompanying the individual they assist. Other animals may be allowed in County Vehicles only when their presence is necessary for conducting official County business. Except as noted above, animals are not permitted in County Vehicles. 17.05 Accidents. Accidents, incidents, injury, or damage involving a County Vehicle must be reported to Law Enforcement and the County Clerk's Office immediately. An Incident Report Form must be completed as soon as possible and submitted to the County Clerk's Office. This includes incidents involving pedestrians, passengers, vehicles, or other property. After an accident involving a County Vehicle, only move the vehicle if required for safety reasons or instructed to do so by emergency personnel. Under no circumstances shall the driver leave the scene of an accident unless directed to by the County Clerk's Office, emergency personnel, or if necessary for medical purpose. The following procedure is generally followed in the event of an accident: a) Stop, or pull the vehicle over to a safe location, and immediately turn on hazard lights. b) As soon as possible, call 911 to report the accident if it resulted in damage to any property, including the vehicle, or injury to any person. c) Protect riders and yourself from hazards created by the accident. d) Check for fire or other dangerous elements that may cause harm, if such inspection can be performed safely. e) Evacuate the vehicle if necessary for safety. Be sure to direct passengers to a safe area. f) Call the County Clerk's Office: (920) 746-2200. Page 42 of 145 Page 85 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 17 g) Once the vehicle is safely pulled over, secured, and passengers attended to, all occupants must begin documenting the accident. Photos of the accident shall be taken if possible. h) Begin post-accident investigation procedures (as listed below). i) The County Clerk's Office will notify applicable County personnel. j) Cooperate with the emergency personnel at the scene and get/give all necessary information for the accident report. NOTE: Unless requested by law enforcement or otherwise required by law, drivers and passengers of County Vehicles shall not complete or sign documents pertaining to an incident, accident, property damage, or injury which took place while on duty, that have not been approved by the Door County Corporation Counsel Office. Unless requested by law enforcement, County Vehicle drivers and passengers shall not participate in an interview via phone or in person pertaining to an incident, accident, property damage, or injury, unless prior approval has been given by the Door County Corporation Counsel Office. Post-Accident Investigation Procedures: a) The County Vehicle driver must complete and turn in their Incident Report Form, any pictures they may have, and other information prior to the end of their shift. b) Submit all paperwork to the County Clerk's Office and discuss details of the accident as needed. c) The County Clerk's Office will report to the County Administrator, Corporation Counsel, Finance, and Human Resources. 17.06 Fueling County Vehicles. County Vehicles should be full at time of pick up. Upon return to Door County, the driver must fill the vehicle with the proper fuel before parking it at the location in which it was picked up from. The Driver will fill up the vehicle using a County pump and the vehicle gas key. County fuel pump locations: 916 14th Avenue, Sturgeon Bay (behind ADRC) 1001 S Duluth Avenue, Sturgeon Bay (County S Hwy Dept) 1737 County Road DK, Brussels (between Southern Door School and Brussels) Electric County Vehicles Upon returning to Door County, electric County Vehicles shall be properly plugged in after parking at the location in which the vehicle was picked up. 17.07 Evidence of Insurance Employees and volunteers who operate a personal vehicle for County business purposes must furnish evidence of automobile insurance coverage at the start of employment/volunteer service and annually thereafter to their Department Head. Certificates of Insurance will be kept on file by the Department Head. Required minimum coverage limits are as follows: $100,000 per person $300,000 per accident Bodily Injury $50,000 per accident Property Damage, or $300,000 Combined Single Limit Employees and volunteers must promptly notify their Department Head should the employee’s/volunteer’s automobile insurance coverage limits fall below the minimum coverage limits listed above. Page 43 of 145 Page 86 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 18 Chapter Revisions Resolution or Approval Description of Change Page 44 of 145 Page 87 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 19 Chapter Three – Hours & Schedules SECTION 1 – WORK SCHEDULES 1.01 Public Accountability Exception for Governmental Employers. The foundation of the County’s administrative practices is derived from the desires of taxpayers that their government be accountable to them for expenditures from the public treasuries. It includes the notion that the use of public funds should always be in the public interest and not for private gain, including the view that public employees should not be paid for time they do not work that is not otherwise guaranteed to them under a pertinent employment policy or agreement (such as PTO, personal, or sick leave). The public expects government workers to be available during normal business operating hours and the County’s scheduling and payroll practices shall meet that expectation. 1.02 Work Schedules. Work schedules for employees vary throughout the organization, and scheduled hours of work are established by the County. Employees are to report to work at the established work site at the established starting time as scheduled by the Department Head or his/her designee. Employees will only be compensated for hours actually worked. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, days of the week worked, as well as variations in the total hours that may be scheduled each day and week. Said variations are at the discretion of the Department Head or designee. 1.03 Alternative Work Schedules. The County recognizes the importance of its employees having a proper work-life balance. It is understood that allowing employees to have a degree of control over their work schedules may make it easier for them to manage non-job-related responsibilities and to be more efficient and productive at work. The County supports alternative work schedules for employees; provided, that schedules are mutually beneficial to the County and employee, and continue to satisfy the needs and objectives of the County. 1.04 Eligibility/Criteria for Alternative Work Schedules. a) An alternative work schedule is not meant to include the occasional flexing of hours to meet the demands of an employee’s workload or department. b) The County may discontinue an Employee’s alternative work schedule at any time. c) Only employees who have maintained a satisfactory performance record, in the sole discretion of their Department Head, will be eligible to start or continue an alternative work schedule. d) Some employees, by the very nature of their work or staffing levels of their department, will not be eligible for an alternative work schedule. e) An alternative work schedule shall not result in a change in the County’s or a department’s regular hours of operation. f) Each pay period shall contain the same amount of hours an employee was normally scheduled to work. 1.05 Types of Schedules. a) Alternative Work Schedule (AWS). AWS allows employees to modify their daily work hours while still maintaining a 40-hour workweek, with no change to the total hours worked or eligibility for overtime. The purpose of AWS is to provide flexibility for employees without compromising productivity, operational efficiency, or the quality of service delivered to the public and county departments. The schedule must be a consistent, approved daily schedule for an individual employee. Approved AWS options include: Page 45 of 145 Page 88 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 20 • Alternative start / end times – Monday through Friday with varied start and end times • 4/10 Work Schedule – Four 10-hour days (Monday to Friday, between 6:00 a.m. and 7:00 p.m.) • 9/80 Work Schedule – Nine 9-hour days and one 8-hour day over two weeks (Monday to Friday, between 6:00 a.m. and 7:00 p.m.) b) Flexible Workday ("Flexing Time") Door County supports occasional workday flexibility by allowing employees to take a brief period of time off during the workday, typically not exceeding two (2) hours, for personal matters, provided the time is made up within the same workweek. This is referred to as "flexing time." Key Conditions for Flexing Time: • Infrequency: Flexing time is not intended to be routine or a substitute for paid time off (PTO). It is designed for infrequent use to accommodate short-term personal needs. It is not to be used as a recurring or regular modification of an employee’s work schedule. • Advance Approval Required: Employees must request and receive prior approval from their supervisor before flexing time. Approval is at the discretion of the County and may be denied based on operational needs, staffing levels, workload demands, or other considerations. • Supervisor Oversight: Supervisors are expected to ensure that the use of flexing time remains infrequent. Regular or repeated approvals may constitute misuse. • Make-Up Within Same Workweek: Any flexed time must be made up within the same workweek. Failure to do so may result in the time being unpaid and considered unapproved leave. • Revocation or Suspension: Door County reserves the right to suspend, limit, or revoke this Flexible Workday policy at any time, particularly in response to misuse or abuse. Examples of misuse or abuse may include, but are not limited to: o Excessive or routine use of flexing time; o Failure to make up flexed time within the same workweek; o Inconsistent, excessive, or inequitable approval practices by supervisors. c) Holidays. It is the responsibility of the employee to be aware of the work schedule during a week in which a holiday occurs, and to plan to alter their schedule, if necessary. d) Part-time Employees. The employee’s workweek remains at their previous allotment of hours, but the number of hours per day or days per week may vary. 1.06 Process. a) Employees requesting an alternative work schedule shall submit a completed, signed, and dated Work Schedule Request Form to their Department Head for approval. Requests by Department Heads are to be submitted to the County Administrator. b) Approval or denial by the Department Head (or County Administrator) of such requests must be in writing, signed by the Department Head (or County Administrator), and provided to the Human Resources Department for approval/denial. c) Approvals and denials by the Human Resources Department must be in writing, signed by the Human Resources Department, and provided to the employee and Department Head (or County Administrator). d) Once an alternative work schedule is approved, it cannot change without the prior written permission of the Department Head (or County Administrator) and the Human Resources Department. e) All completed requests, along with their approval or denial, will be placed in the employee’s personnel file by the Human Resources Department. Page 46 of 145 Page 89 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 21 f) Any request for an alternative work schedule option outside the parameters defined in this policy must be reviewed and approved by the Human Resources Department and County Administrator. SECTION 2 – WORKING HOURS 2.01 Working Hours. While the County attempts to provide employees the work hours for which they were hired, it is not to be construed to be a guarantee of work and employees may be released prior to the completion of their normal workday and those hours shall constitute their workday. 2.02 Employee Hours. Employee hours may vary based on Departmental operations, hours of operations and scheduling. a) Lunch Break. Other than general highway employees, employees on an eight (8) hour or greater workday, normally will be provided a one-half (½) hour unpaid lunch break at times to be determined by the Department. Employees are not to perform any work during their unpaid lunch break. b) Breaks. One ten (10) minute rest break is allowed for each four (4) hours worked. Scheduled breaks will be in mutual agreement with the Department Head or his/her designee and may be adjusted to meet the County’s needs. c) Staff Required to Remain on Premises. Staff expected to provide continuous service, or required to remain on premises for immediate call, (e.g. Dispatch) have no set break times, but breaks will be permitted at the discretion of the Supervisor. 2.03 Department Specific Work Hours. a) Government Center Employees. Government Center hours of operation are Monday through Thursday 7:00 a.m. to 4:30 p.m. with a 30-minute unpaid lunch and Friday, 7:00 a.m. to 11:00 a.m. The Government Center is to remain open during the noon hour; each Department should plan accordingly. b) Facilities & Parks Employees. Monday through Friday: 6:00 a.m. to 5:00 p.m. Each shift of eight (8) hours or greater will have a 30-minute unpaid lunch. Parks Division Seasonal staff will be scheduled to meet the demand(s) of the Park(s) activities as required by the Department Head or their designee. c) Emergency Services Clerical Staff. 7:00 a.m. to 4:30 p.m. Monday through Thursday with a thirty (30) minute unpaid lunch and 7:00 a.m. to 11:00 a.m. on Fridays. d) Highway Department Employees (Hourly General Employees, Non-Office). 1) Work Schedule. Work schedules, including starting and ending time, may vary and are at the discretion of the County. Supervisors will advise employees of their individual work schedules. Staffing needs and operational demands may necessitate variations in starting and ending times, days of the week worked, as well as variations in the total hours that may be scheduled each day and week. Said variations are at the discretion of the Department Head or designee. Employees must report to work on time and ready to start their daily tasks. 2) Hours of Work. Non-exempt Highway Department employees’ normal work week is forty (40) hours and has two (2) defined seasons. i) Construction Season: The construction season anticipated scheduled work week is Monday through Thursday, 6:00 a.m. to 4:00 p.m. Times may be modified based on Departmental needs. This is a straight ten (10) hour day with two (2) paid breaks: • Ten (10) minute break at 9:00 a.m. Page 47 of 145 Page 90 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 22 • Up to fifteen (15) minute lunch break at noon ii) Winter Season: The winter season anticipated scheduled work week is Monday through Friday, 7:00 a.m. to 3:00 p.m. Times may be modified based on Departmental needs. This is a straight eight (8) hour day with two (2) paid breaks: • Ten (10) minute break at 9:00 a.m. • Up to fifteen (15) minute lunch break at noon iii) Breaks cannot be stacked to create a longer break time without supervisor approval. Due to the nature of work, deviation from employee(s)’ schedule or work hours may occur. iv) The beginning and end of each of the above seasons is subject to change at the discretion of the Highway Commissioner depending on workload and weather conditions. 3) Overtime. Non-exempt employees will be paid for overtime pay at one and one half (1.5) times their regular hourly rate of pay for all hours worked outside of the designated scheduled work hours each day, including Saturdays, Sundays and paid holidays. If a non-exempt employee is called in to work during a period of previously approved PTO, such employee will receive pay at one and one half (1.5) times their regular hourly rate of pay for time actually worked during such period of previously approved PTO. All overtime must meet the approval of management prior to any overtime worked. 4) Call In. Non-exempt employees travel from home to work and work to home is not work time. i) Outside Scheduled Hours: Non-exempt employees called in to work outside of their scheduled work hours will receive a minimum of three (3) hours pay at one and one half (1.5) times their regular rate of pay when the hours worked do not abut a scheduled work shift. ii) When called in on a scheduled shift: If non-exempt employees are called in and the hours worked during their call in abut with their scheduled work shift, said employees will receive one and one half (1.5) times their regular rate of pay for actual hours worked before their scheduled shift and their regular rate of pay for hours worked during their scheduled work shift. iii) Send Home: If a non-exempt employee is called into work before his/her scheduled shift, the Highway Department, in its sole discretion, may send the employee home for the day after eight (8) hours have been worked. 5) Unavailability. An essential function/job requirement of the Highway Department during the winter season is to be available to work when snow and ice events occur. Minimum staffing must be maintained during the winter season twenty-four (24) hours a day, seven (7) days a week as this is an essential function/basic job requirement. i) Being Available Means: The employee is physically capable (fit for duty) and will report to work within a reasonable time after being called in to work during a snow/ice event. Exceptions may be made on a case-by-case basis, at the sole discretion of the Highway Commissioner, for employees to be excused for not reporting based on extenuating circumstances. Extenuating circumstances include situations that are beyond the employee’s control such as an accident or medical emergency. ii) Management maintains the right to determine the minimum staffing requirements during a snow/ice event and throughout the year for various projects. If an employee is aware that they may be unavailable during a potential snow/ice event or call-in, they must seek approval from the supervisor, that is scheduled to be on call. Page 48 of 145 Page 91 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 23 iii) Excessive unavailability requests will not be allowed. Excessive requests may include, but are not limited to, the following examples: • An extended period of time beyond an applicable vacation request • Multiple weekends (such as every other weekend) • Multiple holidays iv) The Highway Commissioner reserves the right to override the requests off and unavailability rules based on extraordinary circumstances. v) If an employee is not approved to be unavailable and does not report to work when called for a snow/ice event, disciplinary action may be taken to address the failure to report to work including suspension and/or termination. e) Highway Department Employees (Airport). 7:00 a.m. to 3:30 p.m. Monday through Friday with a thirty (30) minute unpaid lunch f) Highway Department Employees (Bridgetenders). The Bridgetenders will work on a schedule governed by the bridge operation agreement between the Wisconsin Department of Transportation and Door County. Bridgetenders work on a rotating shift that can include any day of the week, with a normal work week of forty (40) hours per week. The normal work shifts are as follows: First Shift: 7:00 a.m. to 3:00 p.m.; Second Shift: 3:00 p.m. to 11:00 p.m.; and Third Shift: 11:00 p.m. to 7:00 a.m. Bridgetenders are typically laid off from January through mid-March. g) Aging & Disability Resource Center (ADRC) & Senior Resource Center. 7:30 a.m. – 4:30 p.m. Monday thru Thursday with a thirty (30) minute unpaid lunch and Fridays 7:30 a.m. – 1:30 p.m. Cooks: Monday through Friday, 5:30 a.m. through 2:00 p.m.; or 6:00 a.m. through 2:30 p.m. h) Justice Center. Administrative Staff: Monday through Friday, 8:00 a.m. to 4:30 p.m., with a thirty (30) minute unpaid lunch. 911 Dispatchers in Communications Department: Employees work eight (8) hour shifts. This schedule consists of one thousand nine hundred forty-seven (1,947) hours annually, six (6) days on and three (3) days off in a rotation. Hours per pay period consist of a thirty-two (32), forty (40), or forty-eight (48) hours per work week, depending on scheduled rotation. 2.04 Shift Vacancies. Shift vacancies occurring without notice are to be covered in whole or in part as determined by management. Management, in its sole discretion, can determine minimum staffing requirements. Shift vacancies created by the use of PTO will be covered as determined by management. SECTION 3 – BUILDING HOURS OF OPERATION 3.01 Building. Building hours vary by location. Where possible, offices shall remain open during the lunch hour. a) Aging & Disability Resource Center (ADRC) & Senior Resource Center. Monday through Thursday 7:30 a.m. to 4:30 p.m., Friday 7:30 a.m. to 1:30 p.m. b) Cherryland Airport. Monday through Friday 8:00 a.m. to 4:00 p.m. c) Emergency Services. Monday through Thursday 7:00 a.m. to 4:30 p.m., Friday 7:00 a.m. to 11:00 a.m.. d) Government Center. Monday through Thursday 7:00 a.m. to 4:30 p.m., Friday 7:00 a.m. to 11:00 a.m. e) Highway Shop. Page 49 of 145 Page 92 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 24 Winter Season (tentatively November- April): Monday through Friday 7:00 a.m. to 3:00 p.m. Construction Season (tentatively May – October): Monday through Thursday 6:00 a.m. to 4:00 p.m. f) Justice Center. Monday through Friday 8:00 a.m. to 4:30 p.m. g) Door County Library (Central Branch). Monday through Thursday 9:00 a.m. to 7:00 p.m., Friday and Saturday 9:00 a.m. to 5:00 p.m. SECTION 4 – TELECOMMUTING 4.01 Purpose. Door County is committed to fostering a work environment that supports both organizational effectiveness and employee well-being. Telecommuting is a work arrangement in which eligible employees perform approved job duties at an alternate location during regularly scheduled work hours. This arrangement may be mutually beneficial when both the employee and the position are suited to such a structure. Occasional off-site work or travel for County business does not constitute telecommuting. 4.02 Nature of the Arrangement. Telecommuting is not a right or entitlement; it is a privilege granted at the discretion of Door County. An agreement between the employee, the Department Head, and Human Resources (HR) is required and may be discontinued at any time by the Department Head, HR, or the County Administrator, with or without cause. A minimum of two (2) weeks’ notice should be provided when possible. 4.03 Eligibility Criteria. Eligibility is determined on a case-by-case basis at the department level with final approval by the Department Head and Human Resources. Considerations include: a) Suitability of job duties for remote work. b) Ability to maintain or improve departmental productivity and client service. c) Whether the employee has completed their introductory period. d) Demonstrated sustained high performance and independent work capability. e) No recent documented attendance or performance concerns. f) Generally, telecommuting is not appropriate for positions requiring frequent on-site collaboration, supervision, or use of on-site resources. 4.04 Request and Approval Process. Employees requesting a telecommuting arrangement must: a) Complete a Remote Work Site Certification Checklist and the Door County Remote Work Arrangement Form. b) Obtain review and written approval from their supervisor and Department Head. c) Submit all approved/denied requests to Human Resources for approval and placement in the personnel file. d) Telecommuting agreements are valid for up to one (1) year and must be reviewed annually, typically during the performance evaluation cycle. 4.05 Work Schedule and Performance Expectations. a) Telecommuting employees are expected to maintain regularly scheduled hours and must be accessible and responsive during those hours. b) Telecommuting does not reduce expected work hours or alter performance expectations. c) A telecommuting employee may be required to report to the central worksite on a scheduled remote day based on department needs. d) Employees must notify their supervisor of any technical issues that prevent work; if unresolved within one hour, the employee may be required to report onsite or use PTO, with supervisor approval. Page 50 of 145 Page 93 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 25 4.06 Prohibited Uses of Telecommuting Time. Telecommuting time may not be used to: a) Provide dependent care. b) Operate a personal business. c) Work a second job. d) Perform activities unrelated to County work during scheduled hours. 4.07 Work Location Requirements. a) Employees must designate a specific, secure, distraction-free workspace in their home. b) The workspace must support uninterrupted, productive work and allow for the secure handling of confidential information. c) An ergonomic self-evaluation is encouraged. d) Employees must not meet with clients or conduct County business with visitors at their remote location. 4.08 Equipment, Internet, and Technology Use. a) All County equipment remains the property of Door County and is subject to County use policies. b) Departments and Technology Services will assess equipment needs on a case-by-case basis. c) Employees must sign an equipment inventory and return all County property upon separation. d) Employees are responsible for high-speed internet access at their own expense. e) Employees may not use County-issued phones as personal hotspots. f) Only the assigned employee may use County equipment; no family or non-County users are permitted. 4.09 Security, Privacy, and HIPAA Compliance. a) Employees must comply with all County policies, including HIPAA and data privacy regulations. b) Protected Health Information (PHI) may not be downloaded, printed, or stored on personal or non-County equipment. c) Devices with speech recognition (e.g., Alexa, Google Home) must be disabled during work. d) All remote access to County systems requires Multi-Factor Authentication (MFA) and may be monitored by Technology Services. e) Employees shall have no expectation of privacy when using County-provided equipment or networks. 4.10 Timekeeping and Overtime. Non-exempt (hourly) employees must: a) Receive approval for the telecommuting arrangement from HR and their Department Head. b) Accurately record all hours worked using the County timekeeping system. c) Request and record paid time off according to County policy. d) Not work beyond scheduled hours without written supervisor approval. 4.11 Liability and Insurance. a) Door County is not liable for damage to the employee’s personal property resulting from telecommuting. b) The employee is responsible for maintaining a safe home workspace. c) Work-related injuries sustained while telecommuting must be reported to HR within 24 hours and will be evaluated on a case-by-case basis for Workers’ Compensation. d) The employee is liable for injuries to visitors in the remote work location and agrees to hold the County harmless for any such claims. Page 51 of 145 Page 94 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 26 4.12 County Inspections. a) The County may inspect the telecommuting location with reasonable notice to: 1. Confer with the employee. 2. Maintain or retrieve equipment. 3. Conduct ergonomic or safety assessments. b) The County may also inspect the site following a reported injury. Chapter Revisions Resolution or Approval Description of Change Page 52 of 145 Page 95 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 27 Chapter Four – Employee Compensation SECTION 1 – PAY CHECKS 1.01 Pay Schedule. Employees shall be paid biweekly on alternate Fridays. If a payday is an observed holiday, employees will be paid on the preceding workday. 1.02 Direct Deposit. All employees shall participate in direct deposit for all of their pay through up to three (3) banking institutions of their choosing. Initial Direct Deposit, and any changes, must be setup through the County’s payroll system. SECTION 2 – TIME AND PAY 2.01 Accuracy. Each employee is responsible for and required to accurately record their own work time and use of paid time off each workday. 2.02 Errors. Employees are responsible for verifying the accuracy of their pay time. Errors on work time or paychecks must be immediately reported by the employee to their Supervisor or Department Head. 2.03 Daylight Savings Time. Employees who are required to work during the change of Daylight Savings Time shall be paid for the hours actually worked. SECTION 3 – PAY-OUT UPON TERMINATION 3.01 Employees who resign, retire, or are discharged will be paid in full for all hours worked by no later than the date on which the employee regularly would have been paid under the County’s established payroll schedule. In case of the death of an employee, the full amount of wages due will be paid to the employee’s estate. Employees who are involuntarily terminated or who resign their employment without providing the required notice shall not receive a payout of accrued paid leave. SECTION 4 – SALARIES AND WAGES 4.01 Non-Represented Employees. The wages of non-represented employees will be as set forth in the Compensation Plan established by the County. 4.02 Represented Employees. The wages of represented public safety employees are as set forth in any applicable collective bargaining agreement. 4.03 Classification. Door County accurately classifies and compensates employees in compliance with all applicable state and federal laws. Generally, the Fair Labor Standards Act ("FLSA") and Ch. DWD 274, Wis. Adm. Code, will govern overtime and compensatory time. Each position of employment is designated as "non-exempt" or "exempt" from the FLSA. Non-exempt employees are eligible for overtime pay, and exempt employees are not. a) Non-Exempt Employees. 1) Most non-exempt employees who work over 40 hours in a work week are entitled to 1.5 times their regular hourly rate for the hours actually worked over 40. Employees may not work overtime without the prior permission of their supervisor except in cases of emergency. 2) In lieu of cash overtime pay, non-exempt employees may be credited with compensatory time off. Compensatory time off: Page 53 of 145 Page 96 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 28 • must be agreed to, by the employee and Department Head or designee, prior to the work being performed; • accrues at the rate of 1.5 hours of paid time off for every hour of overtime actually worked; • cannot be accrued over a (non-replenishable) maximum of 40 hours per year; and • will be paid at the earlier of the end of each payroll year or upon separation from employment. • An employee who has accrued compensatory time off and requests use of the time will be permitted to use the time off within a reasonable period after making the request as long as it does not unduly disrupt the operations of the County (i.e., place an unreasonable burden on providing public services). 3) Non-exempt employees must maintain a record of the total hours worked each day. This record must accurately reflect all regular and overtime hours worked, any absences, early or late arrivals, early or late departures, and unpaid meal breaks. 4) Non-exempt employees must not engage in off-the-clock or unrecorded work. “Off-the- clock” or "unrecorded" work means work performed but not accurately reported on the employee’s timecard. 5) Department Heads or Supervisors may determine whether work will be performed on an overtime basis and allocation of overtime. b) Exempt Employees. The salary paid by the County to exempt employees is specifically intended to compensate for their service to the County. By law, the predetermined amount cannot be reduced because of variations in the quality or quantity of the salaried employees’ work. 1) Exempt employees do not receive overtime pay or compensatory time off. However, the County Administrator may, in her or his discretion, grant additional paid time off to exempt employees who have worked unusual amounts of time in excess of the normal schedule, but no exempt employee has a right to such additional paid time off and there is no payment for such additional paid time off upon separation from employment. 2) Exempt employees, to ensure that they are paid properly and that no improper deductions are made, must accurately record all paid time off and unpaid leaves of absences. 3) Exempt employees are expected to work a normal full-time workweek and to be available for work requirements, meetings and events outside of normal hours. 4.04 Compliance with the Fair Labor Standards Act – Payroll Deductions and Practices It is the policy of the County to fully comply with the Fair Labor Standards Act (“FLSA”) and applicable state wage and hour law relating to deductions from salaries of exempt employees. In keeping with this commitment, the County will pay exempt employees their full salary for any workweek in which they perform work, regardless of the number of days or hours worked, subject only to deductions that are permitted by law. It is further the policy of the County to promptly investigate and correct any improper payroll deductions or other payroll practices that do not comply with the FLSA. If an employee believes that an improper payroll practice — such as an improper deduction from an exempt salary — has occurred, he or she may make a complaint to the Human Resources Department. The Human Resources Department will ensure the matter is appropriately reviewed and investigated; and the employee will be reimbursed for the amount of any inappropriate deduction taken. 4.05 Other Forms of Compensation. Page 54 of 145 Page 97 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 29 a) Cost-of-Living-Adjustment ("COLA"). The County strives to maintain a competitive wage scale. In establishing an annual budget, the County will determine the need for and feasibility of implementing a COLA for the succeeding calendar year. b) Merit Pay. Merit pay gives the County the flexibility to reward eligible employees for extra merit, special projects, and/or the achievement of strategic objectives by allowing lump sum awards outside of base pay. Merit pay eligibility, criteria, and awards are at the sole discretion of the County and not the result of any agreement or promise to employees. c) On-Call Time (Pay for Nonworking Time). On-call pay has been established to ensure employees in specific classifications are available at any time to respond to emergency situations as they arise outside of regular working hours. 1) Authorized Classifications. Any requests for a formal on-call system for individual departments or classifications must be approved by the Human Resources Department and by the County Administrator. 2) Department Procedures. The development of, assignment to, duties during, and adjustments to a department’s on-call system/rotation will be at the sole discretion of the Department Head. Each department with an on-call system shall submit written on- call procedures to the Human Resources Department outlining their on-call system, including method of compensation allowed within the provisions of this policy. 3) Restrictions. Employees assigned to on-call are prohibited from responding to any on- call situation while under the influence of alcohol or other substance, which deems them unable to work. It is the employee’s responsibility to ensure they are able to respond during an on-call situation. Individual department procedures may outline how an employee may request prior arrangements to switch on-call with another employee, if necessary. 4) Response Times. Response times to an on-call situation are dependent upon the department and must be reviewed by Corporation Counsel prior to implementation. Response time expectations are to be clearly communicated to employees assigned to on-call within the individual department’s on-call procedures. d) Shift Differential. Non-exempt employees may be eligible for a shift differential. Typically shift differential pay will be considered for hours worked between 5:00 p.m. and 7:00 a.m., and on Saturdays and Sundays. e) Stand-By Time. Employees required to “stand by their posts ready for duty” generally should be paid for this time. This is because the employee is controlled by the employer during these periods, and is not able to use the time for her or his own purposes. Not applicable to FLSA exempt employees. 4.06 Special Pay. a) Crisis Premium Health & Human Services. FLSA exempt employees within the Health & Human Services Department will receive one hundred fifty dollars ($150.00) per day for non-holidays, or two hundred dollars ($200.00) per holiday (for both observed and actual holiday) when designated to be on call for crisis and required to carry a pager or a cellular phone for a full (24 hour) day. Only two (2) employees shall be on call per day. Two full time after hours/weekend crisis staff will receive two hundred dollars ($200.00) premium pay per holiday worked (both observed and actual holiday). In addition, these two positions receive 24 hours of administrative leave annually. b) Holiday Premium. FLSA non-exempt employees (except Library employees, Bridgetenders, and as otherwise required by applicable Collective Bargaining Agreements) required to work Page 55 of 145 Page 98 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 30 a scheduled holiday will receive time and one-half for actual hours worked on the scheduled holiday. c) Call-Out Premium. Non-exempt employees (except as otherwise required by applicable Collective Bargaining Agreements) will receive a minimum of two (2) hours pay (at their straight-time or overtime rate, as applicable) if the employee is called to work outside of their regular work schedule. Employees may be required to work the full two (2) hours. An employee shall not receive additional pay for call-outs received or made concerning the same or unrelated matters within two (2) hours of the time that the employee received the first call. The call-out premium shall not apply if extending a shift or starting a shift early and extending into the employee’s scheduled shift. Home to work and work to home travel is not work time. See the Employee Policy Handbook of Highway Operations for the call-in pay policy applicable to employees of the Door County Highway and Airport Department. d) 911 Dispatchers. Shift Differential: One dollar ($1.00) per hour for the 2:00 p.m. - 10:00 p.m. shift; and Two dollars ($2.00) per hour for the 10:00 p.m. - 6:00 a.m. shift. e) Anti-Stacking. Stacking of special pay is prohibited. Special pay and on-call compensation are mutually exclusive. See Highway Employee Handbook for Special Pay. SECTION 5 – TRAVEL TIME 5.01 Federal law applies to compensation for travel time required of non-exempt employees. For same day out of town travel, the time spent traveling to and returning from the out-of-town location is work time, except that the County may deduct/not count that time the employee would normally spend commuting between their residence and regular work site. Time spent traveling that keeps an employee away from home overnight is work time when it cuts across the employee’s workday, only if the employee is the driver of an automobile to the out-of-town location. It will not be considered hours worked for time spent in travel away from home outside of regular working hours as a passenger on an airplane, train, boat, bus or automobile. SECTION 6 – WORK PERFORMED OUTSIDE THE COUNTY WORKPLACE 6.01 Generally speaking, employees shall perform their duties only at a County worksite, or approved work from home location. (Examples of an obvious exception to this are those positions which require employees to travel to clients’ homes and other similarly situated positions.) Employees must receive advanced approval from their Department Head, or designee, for any work performed outside the County workplace. Non-exempt (hourly) employees approved for work outside the County workplace must document and submit their hours, including but not limited to, any and all time spent accessing work related emails and other programs and files, according to the pay practices and payroll processing timelines of Door County. SECTION 7 – CONFERENCES, SEMINARS, TRAINING, TOURS - REIMBURSEMENT 7.01 Approval. Elected Officials, Department Heads and staff may attend conferences, seminars, training and tours, provided it is related to the employee’s job, and approved in their Department’s budget. If funds are not available, advance approval must be obtained from the Page 56 of 145 Page 99 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 31 County Administrator. If the travel will overdraw the budget, advance approval must also be obtained from the Administrative Committee. All employee travel out of state shall be approved in advance by the County Administrator and reported to the Administrative Committee. Such requests shall be made in writing to include the reason, duration, and specifics of the trip. 7.02 Reimbursement for Expenses. Door County will reimburse employees for expenses incurred for approved travel, conferences, seminars, training and tours. In order to receive reimbursement, employees must submit a Reimbursable Expense Voucher Request Form to the Finance Department. a) Lodging. Approved lodging should be reserved in the name of Door County by the use of credit card or purchase order. The use of the County credit card shall be through the Finance Department only. If a request for a registration check is not submitted timely to the Finance Department, the employee shall pay the cost of the registration and include that cost in the monthly statement of expenses. Employees shall pay the difference between single and double rates if lodging is shared with a non-County employee. b) Mileage. Employees are obligated to use a County vehicle whenever possible. If an employee chooses to drive their own vehicle, and a County vehicle is available for use, mileage reimbursement is not available. Employees authorized to drive for County business shall possess a valid driver’s license and shall observe all traffic laws and vehicle safety rules. Authorized use of an employee’s automobile for County business shall be reimbursed at the rate set by the Internal Revenue Service. The employee shall use the most direct route possible. Distance shall be computed from the employee’s primary residence or work location, as circumstances warrant Failure to comply may result in the employee forfeiting any claim for reimbursement, not being authorized to drive for the County, and may result in discipline, up to and including discharge, for failure to perform assigned duties. 1) Mileage computation for all County business travel shall use the employee’s workplace or point of origin, whichever is less. 2) If traveling by bus or other means of transportation, the appropriate fare will be paid by the County. 3) Employees who travel for County business are required to carpool whenever possible and practical. Only the driver is eligible to be reimbursed for mileage. c) Meals. Employees will be reimbursed for meals when: 1) The employee is attending an approved, conference, seminar, training, or tour. 2) Meal reimbursement shall be as follows: i) In-County. Meal expenses in Door County, excluding Washington Island, shall not be reimbursed unless provided by the conference, meeting registration or if the County is hosting a district meeting or similar event in the County. ii) Out-of-County Same Day. Employees are eligible for reimbursed meals within a day, excluding meals covered by the event. This reimbursement is considered a fringe benefit, so taxable income. Example: Meeting in Appleton from 10 a.m.-2 p.m. Employee can claim lunch rate as taxable income on expense voucher. iii) Out-of-County Overnight. Employees are eligible for reimbursed meals during the travel period, excluding meals covered by the event. This reimbursement is considered non-taxable income. iv) Meal expenses incurred by an employee while on official County business shall be reimbursed on a per diem basis in accordance with the U.S. General Services Page 57 of 145 Page 100 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 32 Administration's Wisconsin Standard rate, not to include incidental expenses. Current rates can be found by visiting the GSA website at www.gsa.gov. v) Meal receipts are not required; however, the employee must complete the Reimbursable Expense Voucher Request Form and attach a copy of the full conference agenda in order to be considered for reimbursement. vi) If meals are included in the registration fee, the County will pay the entire cost. Meals included in the registration fee are not reimbursable. vii) No reimbursement shall be made for the cost of alcoholic beverages and tips. d) Parking. Reasonable and necessary parking fees will be reimbursed when an employee is required to travel. If possible, a receipt shall accompany the request for payment. e) Registration. The County will pay in advance for registration if attendance is approved as provided in this Section. If a request for a registration check is not submitted timely to the Finance Department, the employee shall pay the cost of the registration and include that cost in the monthly statement of expenses. f) Approval. Department Heads, or designee, shall sign and approve all expense vouchers of their employees prior to submitting the voucher to the Finance Department. Expense vouchers shall include only expenses incurred prior to the end of the preceding month and shall be submitted monthly. g) Transportation - 1) Air Travel -The most economical means of transportation shall be used in all cases unless travel time is a factor. In that case, special consideration will be given to approval of airfare. Travel by plane shall be at coach rate and airline tickets shall be purchased in advance so as to achieve the lowest possible fare. If a fare requires additional nights of lodging and additional meals, these extra expenses and the value of lost work time shall be weighed against the airfare and the most economical choice shall be made. An itemized receipt shall accompany the request for payment. 2) Auto Rental -The most economical means of transportation shall be used in all cases unless travel time is a factor. Auto rental shall be made only if less expensive than other forms of land transportation or if other forms of transportation would prove unreasonable from a time and use perspective. Only the reasonable cost of compact or subcompact models is reimbursable, unless prior approval is obtained from the County Administrator. An itemized receipt shall accompany the request for payment. 7.03 Conditions. Expenses not actually incurred shall not be payable. All reimbursements shall be by itemized statement which shall have been approved by the Department Head involved. The Department Head and/or the Finance Department may make such adjustment in expense vouchers as it deems reasonable. Any employee who shall initially seek reimbursement for expenses not actually incurred or shall otherwise fraudulently apply for reimbursement of expenses shall be subject to discharge. 7.04 Procedure. All conferences, seminars, training, tours, and out of county meetings and travel should be recorded by the Department Head in the County annual travel log. The Department Head is responsible for approval of the related conferences, seminars, training, tours, and out of county meetings and travel. a) Reimbursement for conferences, seminars, training, tours, and out of county meetings and travel must be requested on a County expense voucher. b) Signed voucher is submitted to Department Head for approval (signature). c) Submit voucher and required paperwork to the Finance Department. Page 58 of 145 Page 101 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 33 d) Retain a copy of your voucher for income tax purposes. IRS requires that employees report reimbursement for mileage and meal expenses not involving overnight travel. SECTION 8 – MEMBERSHIP IN STATE OR NATIONAL ORGANIZATIONS 8.01 Memberships to local, state or national organizations may be reimbursed by the County provided it is relevant to the employee’s position, approved by the Department Head, and is budgeted. SECTION 9 – PROFESSIONAL LICENSURE AND CERTIFICATION FEES 9.01 Fees for Professional Licensure may be reimbursed by the County provided it is required for the employee’s position, excluding casual employees, and is budgeted. 9.02 Fees for Professional Certification may be reimbursed by the County provided it is relevant to the employee’s position, approved by the Department Head, and is budgeted. SECTION 10 – EMPLOYEE RECOGNITION 10.01 Employer believes it is important that employees be valued and appreciated for their work. Toward that end Employer has the following program that recognizes significant contributions by employees to the overall objectives and efficient operation of County Government. a) Years of Service. Years of Service award is issued at the end of every fiscal year. Years Award Completion of Introductory Period pin 1 $25.00 gift certificate 5 $50.00 gift certificate 10 $100.00 gift certificate 15 $150.00 gift certificate 20 $200.00 gift certificate 25 $250.00 gift certificate 30 $300.00 gift certificate 35 $350.00 gift certificate 40 $400.00 gift certificate 45 $450.00 gift certificate 50 $500.00 gift certificate b) Retirement. Employees who retire from the County who have been employed 20 years or more (or 15 years or more if a protective employee) have an option to select a $100 dollar gift certificate or a recognition plaque. The plaque would be presented to the employee at a County Board meeting. SECTION 11 – GIFTS AND GRATUITIES 11.01 Employees may not solicit or accept (for the performance of any service or duty, or otherwise) anything of value. The disposition of door prizes or raffle items is governed by Resolution No. 2008-44, as follows: Page 59 of 145 Page 102 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 34 Door County officials and employees routinely participate in conferences [e.g., Wisconsin Counties Association Conferences, Wisconsin County Highway Association Conferences, Wisconsin Register of Deeds Association Conferences, Governmental Information Processing Association of Wisconsin Conferences, Wisconsin County Treasurers' Association Conferences, Wisconsin Land & Water Conservation Association, Inc. Conferences, etc.] for county purposes; and These conferences may include: a business meeting; meals to recognize members and/or celebrate achievements; educational workshop opportunities; a “vendor marketplace” where vendors and suppliers rent booth space and exhibit products and services; and/or door prizes and/or raffles, where conference attendees are provided an opportunity to enter a random drawing to win prizes); and Door County officials and employees may have occasion to participate in and win a door prize or raffle item at such conferences; and By law, because the Door County officials and employees attend these conferences as representatives of Door County, any door prizes awarded or raffle items won by a Door County official or employee are the property of Door County. That when a Door County official or employee wins a door prize or raffle item under the circumstances described above, the employee or official must submit the following information to the Door County Clerk within 10 days of the door prize being awarded: (1) the official or employee’s name and position; (2) a description of the door prize or raffle item; (3) a copy of any documentation related to the random drawing; (4) the name of the person or entity that sponsored the random drawing; (5) the estimated value, if known, of the door prize or raffle item. Following submission of the foregoing information to the County Clerk, the Administrative Committee shall determine, at its next scheduled meeting, whether the County should retain the door prize or raffle item; and In the event the Administrative Committee determines that the County should not retain the door prize or raffle item, the Administrative Committee shall provide for the delivery of the prize or item to an employee or official of Door County. In making such determination, the Administrative Committee may, but is not required to, deliver the door prize to the County official or employee that entered his/her name in the random drawing. Door prizes or raffle items of token or inconsequential value [i.e., not more than two hundred and fifty dollars ($250.00) ] are excepted from the foregoing and may be retained by the official or employee. Chapter Revisions Resolution or Approval Description of Change Page 60 of 145 Page 103 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 35 Chapter Five – TIME OFF / LEAVES OF ABSENCE SECTION 1 – ATTENDANCE 1.01 The County places great emphasis on good attendance. Regular attendance is expected of every employee. Although there are justifiable reasons to take time off from work, each employee's employment assumes their availability for work. Employees are expected to arrive at work and return from breaks on time. SECTION 2 – UNSCHEDULED ABSENCES 2.01 Scheduled Absence. Employees shall be allowed to use Paid Time Off (PTO) as requested provided that supervisory approval is received. 2.02 Unscheduled Absence. When an employee is calling in for an unscheduled absence, the employee must report the need for same at least one (1) hour before the start of the workday or shift, in a manner approved by their Department Head, except in cases of emergency or development of an illness during work hours. Excessive unscheduled absences, patterns of tardiness or absenteeism, chronic absenteeism or tardiness may lead to discipline, including discharge, and may also be taken into consideration when the County reviews each employee for wage changes or promotion. SECTION 3 – HOLIDAYS 3.01 The following are the official holidays for County employees:  New Year’s Day  Labor Day  Christmas Eve  Memorial Day  Thanksgiving Day  Christmas Day  Independence Day (4th of July)  Day after Thanksgiving *  One Personal Holiday* * Library employees only will have a second personal holiday in lieu of the Day after Thanksgiving. Communications staff will receive three personal holidays. a) Introductory Period. Employees in their respective introductory period are eligible for holiday pay. b) Eligibility. To be eligible for holiday pay, an employee must have worked the scheduled hours, or use paid leave for all hours not worked, on the last workday prior to the holiday and the workday following the holiday in order to receive holiday pay. Any unpaid time on the scheduled day before or after the holiday disqualifies holiday pay. No payment shall be made for employees out on worker’s compensation or unpaid medical leave. c) Holiday Pay. When a holiday falls or is observed Monday -Thursday, employees are paid 8 hours (pro-rated for part time employees) for the holiday. Employees working an alternate work schedule will be allowed to make up the difference in that time in the same work week to keep their weekly hours the same by using PTO, personal holiday, or compensatory time, or take that time unpaid (an exception to the voluntary unpaid leave program). Exempt employees are still expected to have at least 40 hours per work week, unless otherwise agreed. When a holiday falls or is observed on a Friday, the hours of operation will shorten by the difference of paid holiday time and the hours normally worked on Fridays. For example, the office hours of the Government Center Building on Friday are 7 AM to 11 AM. If the 4th of July falls on a Friday, the building hours are 4 hours but employees are due 8 hours of holiday pay. To compensate, the Government Center Building would close 4 hours (the difference between the hours of operation and holiday pay) earlier the day prior to the Page 61 of 145 Page 104 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 36 holiday, which is July 3rd. See the current holiday schedule found on Beacon for more details. Employees working an alternative work schedule should work with their supervisor to flex their hours during holiday weeks to ensure compliance with the requirements for exempt or non-exempt employees, as appropriate. d) Holiday on Weekend: When a holiday falls on a Sunday, the following Monday shall be observed as the holiday. When a holiday falls on a Saturday, the preceding Friday shall be the observed holiday. e) Personal Holiday. An employee eligible to use a personal holiday shall obtain prior approval (no less than two days) from their Department Head. The actual day of the holiday may be designated by the employee provided approval has been obtained. f) Part-Time Employees. Part-time employees shall be granted pro-rated holiday time, using the same ratio as other benefit calculations. g) Limited term employees (LTEs) and seasonal employees are not eligible for holiday pay. h) Communication employees who are scheduled to work on a holiday and need the day off will be required to use PTO for the holiday. If the employee only works a portion of a holiday, they will be required to use the amount of PTO to equal a full workday. i) It is the responsibility of the Department Head to properly review and approve employee time. SECTION 4 – PAID TIME OFF (PTO) & EARNED UNUSED SICK LEAVE (EUSL) POLICIES 4.01 Purpose. The purpose of the PTO plan is to provide employees a flexible means of accruing and utilizing paid leave. PTO can be utilized for any purpose, subject only to necessary request and approval procedures consistent with County policies. 4.02 Calculation. PTO is earned on an employment year basis and is accrued, if employee is in paid status, on the following schedule: a) Full Time General Municipal Employees: 2080 annual hours = 40 hours per week Completed Years of Service Bi-Weekly Accrual Maximum Annual Accrual Limit Maximum Annual Use Hours Days Weeks Hours Days Weeks Hours 0 – 4.99 5.85 19 3.8 152 28.5 5.7 228 5 – 10.99 7.38 24 4.8 192 36 7.2 288 11 – 16.99 8.92 29 5.8 232 43.5 10.2 348 17 or More 10.46 34 6.8 272 51 10.2 408 b) 911 Dispatchers: 1947 annual hours considered full time = 37 1/2 hours per week. Completed Years of Service Bi-Weekly Accrual Maximum Annual Accrual Limit Maximum Annual Use Hours Days Weeks Hours Days Weeks Hours 0 – 4.99 5.48 18 3.6 142 26.7 5.3 213 5 – 10.99 6.91 22 4.5 180 33.7 6.7 270 11 – 16.99 8.35 27 5.4 217 40.7 8.1 326 17 or More 9.79 32 6.4 255 47.7 9.5 382 c) Part-Time Employees (PT). PTO for part-time employees (working 24 hours or more per week) will be prorated based on the table below. Page 62 of 145 Page 105 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 37 Completed Years of Service PT 30 to 39 HRs / Week Bi-Weekly Accrual Hours PT 24 to 29 HRs / Week Bi-Weekly Accrual Hours 0 – 4.99 4.1 3.22 5 – 10.99 5.17 4.06 11 – 16.99 6.24 4.91 17 or More 7.32 5.75 d) Approval. The use of PTO must be approved by the employee’s Department Head or supervisor before it is taken. e) Newly Hired Employees. Newly hired full time employees will be credited with 40 hours of PTO immediately upon hire. Newly hired part-time employees will be credited with the pro- rated portion of PTO based on their expected percentage of full-time employment. f) Total PTO Accrual. PTO used in any calendar year shall not exceed one and one-half (1½) times the maximum annual accrual. g) Transfer. Transfer of PTO or EUSL by or between employees is not allowed. 4.03 Earned Unused Sick Leave (EUSL). The Earned Unused Sick Leave was created during the transition from Vacation/Sick time to Paid Time Off. EUSL is available for use after three (3) consecutive workdays off of work for medical reasons or, provided the necessity for leave continues (i.e., is medically demonstrable). EUSL is the first bank that must be used. EUSL may also be used for bereavement leave. Any remaining EUSL (i.e., that which was deposited into the employee’s EUSL upon PTO plan implementation) will be paid out at fifty percent (50%) upon separation from employment if employee completes twenty (20) years of County employment. 4.04 Administrative Leave. Administrative leave, paid or unpaid, may be granted at the County’s sole discretion when it serves the County’s interests. Unused administrative leave does not carry over to the following year (“use it or lose it”) and will not be paid out upon separation or termination of employment. The County may grant an annual allotment of administrative leave to employees whose positions require significant work time outside the regular hours of work. This annual allotment must be reviewed and approved by the Administrative Committee and is not a guaranteed year to year benefit. 4.05 Unpaid Leave. With the exception of qualified FMLA leave, unpaid leave may not be taken until such time that paid leave banks have been exhausted. The use of unpaid leave must be approved by the employee’s Department Head or supervisor before it is taken. At no point will an employee’s PTO balance be allowed to fall below zero. Should this happen, the employee will immediately revert to unpaid time, and if this occurs without the prior authorization of the department head or supervisor, the employee may be subject to disciplinary action. 4.06 Exempt Employee Absences. Exempt employees shall use PTO or another approved leave for authorized absences from work during normal working hours. An exempt employee’s absence from work during normal working hours that was not approved in advance, will result in the County applying the employee’s PTO or other applicable leave, in the County’s discretion, to the extent available. Outside of emergency circumstances, unapproved leave is prohibited and may be subject to discipline. 4.07 Bereavement Leave. Employees may use PTO banks for bereavement (funeral). Employees who have Earned Unused Sick Leave (EUSL) banks may use this bank for bereavement (funeral) leave Page 63 of 145 Page 106 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 38 in case of death of a family member. Family is defined as, and limited to: the parents, step- parents, grandparents, foster parents, children, stepchildren, son-in-law, daughter-in-law, grandchildren, foster children, brothers (and their spouses) and sisters (and their spouses), aunts, uncles, nieces, nephews, and first cousins of the employee or spouse, the spouse or domestic partner of the employee, and relatives of the employee or spouse residing in the household of the employee. Except as provided in the following sentence, the use of EUSL days for a death in the family is limited to three (3) workdays, however, extensions may be granted by the department head if mitigating circumstances warrant such extension. Employees may use one (1) day of EUSL to attend the funeral of nieces, nephews or first cousins of the employee or spouse. 4.08 Separation from Employment. a) Retirement & Voluntary Separation. Upon retirement or voluntary separation from employment, assuming the requisite notice is provided, employees will be paid their earned but unused PTO up to the maximum annual use. Any remaining earned and unused PTO has no cash value and will not be paid out upon employee’s separation from employment. Newly hired employees will not be paid out any unused PTO if the employee is separated during the introductory period. b) Involuntary Termination. An employee involuntarily terminated from employment shall have no leave banks paid out other than a permitted EUSL payout. c) Death. The death of an employee shall be treated as a voluntary separation for purposes of PTO payout. d) Disability. Employees leaving County employment due to disability (as defined in Social Security regulations) will be considered a voluntary separation for purposes of PTO payout. SECTION 5 – LEAVES OF ABSENCE 5.01 Absence Due to Illness a) Medical/Dental Appointments. Employees should give the Department Head five (5) working days’ advance notice of medical/dental appointments except when emergency conditions prevail. b) Physician’s Statements/Certification. Notwithstanding any requirements under the FMLA policies, if an employee is absent from work due to an unscheduled absence, extended leave, or is claiming leave due to illness leave, the County may require a physician’s statement/certification to verify the employee’s illness. c) Return to Work. The County Fitness for Duty Certificate form, or Attending Providers Return to Work Recommendations Records may be required prior to returning to work if the employee is absent from work due to medical reasons for more than three (3) consecutive workdays. d) Unpaid Status. Employees, if in an unpaid status, desiring to continue health insurance coverage during the leave shall pay the employee’s portion of the premiums. e) Notice. When an employee is calling in for an unscheduled absence, the employee must report the need at least one (1) hour before the start of the workday or shift, in a manner approved by their Department Head, except in cases of emergency or development of an illness during work hours. Failure to make a diligent effort to give such notice may result in disciplinary action, payroll deduction for the time taken, or both. f) Excessive Unscheduled Absences / Abuse of Sick Leave. Excessive unscheduled absences, extended leaves, or claiming sick leave when physically fit or when not otherwise eligible for sick leave, within the provisions of policy or collective bargaining agreement may be cause for disciplinary action including cancellation of leave benefits, suspension, demotion or Page 64 of 145 Page 107 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 39 termination. If unscheduled absences, extended leaves, or sick leave are deemed excessive by the Department Head and Human Resources Department, or if at any time management has reason to question whether an employee has a serious health condition or other qualifying event for sick or family leave absence, the County reserves the right to require medical documentation including, but not limited to, Fitness for Duty Certificate form, or Attending Providers Return to Work Recommendations Records For purposes of this paragraph, sick leave includes other forms of leave for medical reasons g) Work time during which the employee is a full-time or a qualifying part-time employee is the only time, which will count toward leave eligibility and benefits. In no case will payment be made for accrued sick leave time as a vested right except as used while an employee and for a bona fide sick leave purpose. 5.02 Benefits While on Leave. There is no accrual of benefits during approved leaves of absence, unless leave is paid by substitution of accrued leave benefits. 5.03 Funerals/Holidays While on Unpaid Leave. When an employee is on an unpaid leave and a funeral or holiday occurs during the leave, it will be unpaid. SECTION 6 – FAMILY MEDICAL LEAVE ACT (FMLA) 6.01 Policy Statement. Door County will comply with and administer the Family and Medical Leave Act (FMLA) according to state and federal laws. 6.02 Purpose. The Family and Medical Leave Act (FMLA) provides eligible employees the opportunity to take unpaid, job-protected leave for specified family, medical, and military-related reasons. This policy outlines the provisions of the Federal and Wisconsin Family and Medical Leave Acts and the rights and obligations of employees and employers under both laws. Should this Policy Manual conflict in any way with the applicable federal and state laws and regulations, the laws and regulations will control. This policy is meant to provide an overview of federal and state FMLA, but should not be considered to be a complete statement on the matter. Applicable law should be consulted. 6.03 Eligible Employees. a) Federal Employees are eligible for Federal FMLA if the employee has been employed by Door County for at least 12 months and has worked at least 1,250 hours during the 12 months prior to the start of the FMLA leave. The 12 months of service do not need to be consecutive, however only employment within the prior 7 years is counted. b) State Employees are eligible for State FMLA if the employee has been employed by Door County for at least 52 consecutive weeks and has worked for at least 1,000 hours during the 52 weeks prior to the start of the leave. 6.04 Qualifying Event. The County provides leaves of absence to eligible employees for the following reasons: • The birth of the employee’s child. • The placement of a child with the employee for adoption or foster care. • To care for an employee’s spouse, child, or parent with a serious health condition. • To care (for up to two work weeks) for an employee’s domestic partner with a serious health condition or for the parent of an employee’s spouse or domestic partner with a serious health condition. • An employee’s own serious health condition that renders the employee unable to perform their job. Page 65 of 145 Page 108 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 40 • For military exigencies, which are various short-term matters requiring an employee’s attention when their spouse, son, daughter, or parent has been called to active duty or is on active duty in the armed forces (including the National Guard or Reserves) in a foreign country. Qualifying exigencies include matters such as: • childcare and a child's school activities; • financial or legal arrangements; • attending certain counseling sessions; • attending certain military events such as post-deployment re-integration briefings; and • any matters arising out of a short-term deployment (a deployment for which an employee’s spouse, son, daughter, or parent receives seven or fewer calendar days of notice). • For care of a spouse, son, daughter, parent, or next of kin (a covered service member), who is undergoing medical treatment, recuperation, or therapy for a serious injury or illness that was incurred in or aggravated by service in the line of duty while on active duty in the armed forces (including the National Guard or Reserves), and who either: • is currently in the armed forces; or • was in the armed forces and was discharged under other than dishonorable conditions within five years of the date of receiving medical treatment, recuperation, or therapy. 6.05 Maximum Duration of Leaves. a) Federal FMLA Federal FMLA allows eligible employees to take up to a total of 12 work weeks of leave during a 12-month period for any FMLA-qualifying reason other than military caregiver leave. Eligible employees may take up to 26 work weeks of military caregiver leave during a 12-month period. The maximum amount of FMLA leave that can be taken for any reason during a 12-month period is 26 work weeks. b) Wisconsin FMLA Under the Wisconsin FMLA, eligible employees are entitled to: • Up to 2 work weeks of leave in a calendar year for the employee’s own serious health condition; • Up to 2 work weeks of leave in a calendar year for the serious health condition of an employee’s spouse, domestic partner, dependent child, parent, parent-in-law or domestic partner’s parent; and • Up to 6 work weeks of leave in a calendar year for the birth or adoption of the employee’s child, providing leave begins within 16 weeks of the birth or placement of the child. c) Spouses Employed Under the Federal FMLA, spouses employed by the County are jointly entitled to a combined total of 12 work weeks of family leave for the birth or placement of a child for adoption or foster care, and to care for a parent who has a serious health condition. d) Federal and State FMLA Run Concurrent Leave qualifying as both Wisconsin and Federal FMLA leave will count against the employee’s entitlement under both laws and will run concurrently. When the reason(s) for qualified leave differ, the leave may not run concurrently under federal and state law, and an employee may be entitled to more than 12 weeks of leave in a calendar year. This type of leave occurrence will be evaluated and reviewed with the employee at the time of leave. e) Worker’s Compensation Leave Runs Concurrent FMLA leave will run concurrent with worker’s compensation absences provided that the injury meets the criteria for a “serious health condition”, as defined by law. f) Non-Continuous or Intermittent Leave Page 66 of 145 Page 109 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 41 Employees are permitted to take leave on an intermittent or reduced work schedule when medically necessary. Federal FMLA leave for the birth or placement of a child for adoption or foster may not be taken in non-continuous increments unless approved by the County. Under federal FMLA, all leave for the birth of a child or placement of a foster child must be taken within 12 months of the birth or placement. Under Wisconsin FMLA, the leave for the birth or placement of a child for adoption must begin within 16 weeks of the birth or placement. Medical or family caretaking leave should be planned so as not to unduly disrupt the County’s operations. Employees requesting non-continuous Federal FMLA leave that is foreseeable based on planned medical treatment for purposes of providing care to a child, spouse or parent with a serious health condition or for the employee’s own serious health condition may be required to transfer temporarily to an available alternative position for which the employee is qualified and which better accommodates recurring periods of leave than the regular employment position of the employee. An employee temporarily transferred will receive the same pay and benefits, but may be assigned different duties. The County allows for intermittent leave to be taken in no less than 15-minute increments. The employee may not take, or be required to take, more leave than medically necessary to address the circumstances that caused the need for the leave. 6.06 Procedure a) Applying for FMLA Leave 1) Employees must submit a FMLA Information Checkoff List to the Human Resources Department at least 30 days, or as soon as practicable, in advance of taking leave. If circumstances do not permit an employee to give notice in advance of taking leave, the employee must submit the FMLA Information Checkoff List as soon as possible. Failure to give timely notice may result in the delay or denial of FMLA leave and may be subject to disciplinary action. 2) Leave related to planned medical treatment of an employee or their family member should be scheduled so as not to unduly disrupt County operations. 3) If the leave is for a family member or the employee’s own serious health condition, upon notification by the County, the employee must submit a Medical Certification from the employee’s or the family member’s health care provider within 15 days of said notice. If an employee does not provide the required certification by the designated deadline, or if the County determines that an employee’s absence is not covered as FMLA leave, the leave may not be designated as Wisconsin and/or Federal FMLA leave, and the employee may be subject to discipline under the County’s attendance policies unless he or she uses accrued paid leave. 4) Second or third certifications at the County’s expense and periodic re-certification at the employee’s expense may be required under certain circumstances. The County requires periodic reports during FMLA leave regarding the employee’s status and intent to return to work. 5) All forms are available through the Human Resources Department. 6) The County will inform employees requesting leave whether they are eligible under FMLA. The notice will specify any additional information required as well as the employee’s rights and responsibilities. If the FMLA request is not eligible for leave, a reason for the ineligibility will be provided. 7) If a leave is approved by the County, the employee must make clear that their absence is because of the specific approved reason when they call in for any absence related to that reason. Absent unusual circumstances, failure to do so will result in a delay or in the denial of the following absences as FMLA leave. Page 67 of 145 Page 110 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 42 b) Substitution of Paid Leave for the Unpaid FMLA Period. In general, both Wisconsin and Federal FMLA leaves are unpaid with the following exceptions: 1) The County provides for substituting available accrued benefits. Available accrued benefits include PTO, vacation, sick leave, personal holidays, EUSL, and FLSA/compensatory time. Any such substituted accrued benefit will run concurrently with FMLA Leave. 2) Under Wisconsin FMLA, an employee may choose to substitute available accrued leave (including use of sick leave for other than their own serious health condition), take the leave as unpaid, or use any combination of paid (substituting accrued benefits) or unpaid leave. c) Continuation of Benefits 1) Group health insurance coverage will be maintained for employees while they are on FMLA leave, on the same terms as if the employee continued to work. The employee will be required to pay their regular portion of the health insurance premium payments on a schedule established by the County. i) If paid time from which the employee’s portion of the insurance premiums can be deducted is exhausted (PTO, vacation, sick leave, EUSL, personal holidays and FLSA/compensatory time) the employee will be responsible for paying the employee portion of the monthly insurance premium to the County. ii) The County may discontinue health insurance benefits if the employee fails to make a premium payment within 30 days of the due date after providing written notice to the employee of the cancellation of coverage for non-payment. iii) It is the responsibility of the employee to ensure timely payment of other elected payroll premium deductions for various elected benefits such as supplemental insurances, vision insurance, etc. during periods of unpaid FMLA leave. Please contact the Human Resources Department regarding payment of premiums. d) Accrual of Benefits. Benefits (vacation, PTO, sick leave, personal holiday) will accrue during periods of FMLA with the usage of paid time from the employee’s banks. e) Return to Work. 1) Eligible employees are expected to return to work at the planned expiration date of their leave, or if they are able to return earlier, when they are able to return. Notification of availability to return to work before the planned expiration of leave should be made to the Door County Human Resources Department before the employee’s return. No employee may return to work before expiration of leave unless specifically authorized by the Door County Human Resources Department. 2) Except in extraordinary circumstances, if employees do not either report back to work or receive an extension of the leave by the first workday after their approved leave ends, they will be considered to have voluntarily terminated employment. 3) The County reserves the right to require eligible employees on leave to report periodically their status and intent to return to work. 4) An employee returning from FMLA leave for their own serious health condition may provide a Medical Certification from their treating physician that they are eligible to return to work and able to perform the essential functions of the job. The certification must include any work restrictions the employee may have at the time of return to work. Upon return from FMLA leave, an employee shall be restored to his/her original position or, if the position is not vacant, to an equivalent position with equivalent pay, benefits and other terms and conditions of employment. 5) Employees will not be restored to their original or equivalent position if they are unable to perform the essential functions of their job because of a mental or physical condition. Page 68 of 145 Page 111 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 43 6.07 Miscellaneous a) Secondary Employment During Leave Work for any other employer during a period in which employees are on family or medical leave from the County may be cause for discipline, up to and including discharge for the first offense. 6.08 Definitions a) Child: Biological, adopted, or foster child, stepchild, legal ward or, under the Federal FMLA, a child of a person standing “in loco parentis,” who is either under 18 years of age or is 18 years of age or older and “incapable of self-care because of a mental or physical disability” at the time that FMLA is to commence. b) Covered Service Member (Federal FMLA): Active members of the Armed Forces, including a member of the National Guard or Reserves, who is undergoing medical treatment, recuperation, or therapy, is otherwise in outpatient status, or is otherwise on the temporary disability retired list, for a serious injury or illness, AND veterans who were members of the Armed Forces (including National Guard or Reserves) at any point in time within 5 years preceding the date on which the veteran undergoes medical treatment, recuperation or therapy. c) Domestic Partner (Wisconsin FMLA): Same-sex couples who register in their county of residence and same-sex and opposite-sex couples who are not required to register. 1) To qualify as a registered domestic partner, two individuals must meet the following criteria: i) At least 18 years of age and capable of consenting to the relationship. ii) Not married to, or in a domestic partnership with another individual, not more closely related than second cousins (whether of the whole or half blood or by adoptions). iii) Must share a common residence, and be members of the same sex. 2) To qualify as domestic partners without registration, two individuals must meet the following criteria: i) At least 18 years of age and capable of consenting to the relationship. ii) Not married to, or in a domestic partnership with another individual. iii) Must share a common residence. iv) Not be related by blood in a way that would prohibit marriage under Wis. Stat. 763.03. v) Must consider themselves to be members of each other’s immediate family. vi) Agree to be responsible for each other’s basic living expenses. d) Incapable of Self-Care: The individual requires active assistance or supervision to provide daily self-care in three or more of the activities of daily living (i.e. grooming, hygiene, bathing, dressing, and eating) or instrumental activities of daily living (i.e. cooking, cleaning, shopping, utilizing public transportation, paying bills, maintaining a residence, using telephones and directories, and using a post office). e) Next of Kin (Federal FMLA): The nearest blood relative other than the covered service member’s spouse, parent, son or daughter, in the following order of priority: 1) Blood relatives who have been granted legal custody of the covered service member by court decree or statutory provisions, 2) Brothers and sisters, grandparents, aunts and uncles and first cousin, unless the covered service member has specifically designated in writing another blood relative as his/her nearest blood relative for purposes of military caregiver leave under the FMLA Page 69 of 145 Page 112 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 44 3) When no such designation is made, and there are multiple family members with the same level of relationship to the covered service member, all such family members shall be considered the covered service member’s next of kin and may take FMLA leave to provide care to the covered service member, either consecutively or simultaneously. When such designation has been made, the designated individual shall be deemed to be the covered service member’s only next of kin. f) Parent: Biological parent, foster parent, adoptive parent, stepparent or legal guardian of an employee or, under the Wisconsin FMLA, parent-in-law or domestic partners’ parent. Under the Federal FMLA “parent” includes an individual who provides day-to-day care to the employee when the employee was a child. g) Serious Health Condition: An illness, injury, impairment, or physical or mental condition that involves: 1) Inpatient care in a hospital, hospice, or residential medical care facility. 2) A period of incapacity of more than three consecutive calendar days (including any subsequent treatment or period of incapacity relating to the same condition) that also involves either: i) treatment by or under the orders of a health care provider on at least two occasions within the first 30 days of incapacity, with the first treatment occurring within the first seven days of the incapacity; or ii) treatment by a health care provider on at least one occasion within the first seven days of incapacity that results in a regimen of continuing treatment under the supervision of a health care provider. 3) Outpatient care, under the Wisconsin FMLA, if it requires continuing treatment or supervision by a health care provider (generally defined as requiring two direct, continuous, and first-hand contacts by a health care provider). 4) Any period of incapacity due to pregnancy or for prenatal care. 5) Chronic conditions requiring periodic visits (defined as at least twice per year) by or under the supervision of a health care provider that continue over an extended period of time and may cause an episodic rather than a continuing period of incapacity (for example, asthma, diabetes, or epilepsy). 6) Permanent or long-term conditions requiring supervision for which treatment may not be effective (for example, Alzheimer's Disease, a severe stroke, or the terminal stages of a disease). 7) Multiple treatments by or under the supervision of a health care provider, either for restorative surgery after an accident or other injury or for a condition that would likely result in a period of incapacity of more than three calendar days in the absence of medical intervention or treatment, including cancer (chemotherapy), severe arthritis (physical therapy), or kidney disease (dialysis). h) Spouse: As defined under the FMLA, spouse means a husband or wife. For purposes of this definition, husband or wife refers to the other person with whom an individual entered into marriage as defined or recognized under State law for purposes of marriage in the State in which the marriage was entered into or, in the case of a marriage entered into outside of any State, if the marriage is valid in the place where entered into and could have been entered into in at least one State. This definition includes an individual in a same-sex or common law marriage that either (1) was entered into in a State that recognizes such marriages or, (2) if entered into outside of any State, is valid in the place where entered into and could have been entered into in at least one State. Under the Wisconsin FMLA, spouse means an employee’s legal husband or wife. SECTION 7 PERSONAL LEAVE 7.01 Regular full time and regular part time general municipal employees may be eligible to take up to eight (8) weeks of unpaid personal leave if necessitated by a personal medical reason or up to Page 70 of 145 Page 113 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 45 six (6) weeks of unpaid personal leave to address other unforeseen circumstances or fulfill personal obligations, that are not covered by the other types of leave that Door County offers (hereafter “personal leave”) (in most cases, personal leave may be consecutive to, but may not be used to extend leaves of absence taken under other sections of this policy or other Door County policies). Personal leave is provided at Door County’s discretion and is not an entitlement. As a result, Door County may not be willing to grant every personal leave request, and will evaluate each request on a case-by-case basis. In doing so, Door County will consider a variety of factors, including, but not limited to, input from the requesting employee’s Department Head, current workloads, staffing levels, and the requesting employee’s disciplinary status. Although personal leave is unpaid, Door County will require that employees use all available paid time off during any leave. Note that paid time off is taken as part of the possible period of personal leave available, not in addition to it. Use of authorized personal leave results in a temporary suspension of paid time off accrual until active employment resumes. 7.02 Procedure A general municipal employee wishing to take personal leave shall submit a written request including the duration of the absence, the purpose, and other information explaining the reason for the personal leave, to the Human Resources Department at least thirty (30) days in advance of the proposed start of such leave. The Human Resources Department will discuss the requested personal leave with the requesting employee’s Department Head. Each personal leave request shall receive a written response within five (5) working days of such request. If approved, a report which will include the date(s), the number of hours requested, and approval will be sent to the Finance Department for payroll processing. The approved/denied request for personal leave will be retained in the employee’s personnel file. Benefits that accumulate based upon hours worked shall not accumulate during the period of personal leave. Other Door County benefits, e.g., life insurance coverage, may be continued during periods of personal leave, and arrangements should be made for payment of the employee’s portion of the premium to be made with the Human Resources Department. When a personal leave ends, every reasonable effort will be made to return the employee to the same position, if it is available, or to a similar available position for which the employee is qualified. However, Door County cannot guarantee reinstatement in all cases. If the employee fails to report to work promptly at the expiration of the approved leave period or fails to communicate with Door County about the employee’s possible need for additional leave, Door County will consider the employee to have voluntarily resigned their employment. A personal leave will be terminated: • If the employee is employed outside of employment with Door County, while on personal leave granted by Door County. • If the employee fails to report to work on the agreed upon date. • When the employee is reinstated as an active employee with Door County. SECTION 8 – MILITARY LEAVE 8.01 In the event an employee is drafted or volunteers for the Armed Services, they shall be granted full leave without pay provided they return to work within ninety (90) days of the date of separation from active duty. In the event an employee is drafted or volunteers for a national or Page 71 of 145 Page 114 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 46 state emergency, they shall be granted full leave without pay provided they return to work within thirty (30) days of the date of separation from active duty. In all instances, the County will comply with the requirements of the Uniformed Services Employment and Reemployment Rights Act (USERRA). SECTION 9 – JURY DUTY LEAVE 9.01 During any period of jury service, a nonexempt employee will receive pay at their regular rate for hours of jury service that fall within their scheduled working hours. An exempt employee will receive their regular pay. All compensation fees received by the employee shall be given to the County Treasurer, who will cash the check, retain the portion of the check representing per diem payments, and give the employee the mileage and meal reimbursement portions of the check. An employee is expected to return to their regular job if released early. Overtime pay will not be allowed for such leave. Employees, at their option, may use paid time off for a day of jury duty and thereby retain the jury pay as well as full pay for the day(s). SECTION 10 – SUBPOENA LEAVE 10.01 If subpoenaed for County business reasons, a nonexempt employee will receive pay for their regular hours of work and any other hours for which they may be required to testify outside their normal working hours. An exempt employee will receive their regular pay. All compensation fees received by the employee shall be given to the County Treasurer. An employee is expected to return to their regular job if released early. If subpoenaed for reasons unrelated to County business, the conditions stated above for nonexempt employees do not apply. Nonexempt employees must make arrangements to attend to subpoenas unrelated to County business on the employee’s own time or use paid time off. SECTION 11 – BONE MARROW AND ORGAN DONATION 11.01 Purpose. Bone marrow and organ donation leave is available to employees as specified below. The intent of this Policy is to comply with the Wisconsin Bone Marrow and Organ Donor Leave Law (WDLA). Should this Policy conflict in any way with the applicable federal and state statutes or regulations, the statutes or regulations will control. 11.02 Eligibility. Employees who have been employed by the County for fifty-two (52) consecutive weeks and who have worked one thousand (1,000) hours during the preceding fifty-two (52) weeks are eligible for the leave provided under Wisconsin law. WDLA leave is separate from and does not run concurrently with Wisconsin or Federal Family and Medical Care Act leave. 11.03 Length of Leave. The WDLA provides up to six (6) weeks of unpaid leave to serve as a bone marrow or organ (e.g., kidneys, partial livers, partial lungs, partial pancreas, partial intestine) donor in a calendar year. Leave may be taken only for the period necessary for the employee to undergo the donation procedure and to recover from it. If more than six (6) weeks are necessary, refer to the County’s FMLA Policy. 11.04 Employee Requirements. An employee requesting WDLA leave must provide the County with Medical Certification by the health care provider of the bone marrow/organ donee or of the employee (whichever is applicable) that a transplant or donation is to occur and the amount of time expected for recovery. Employees must make reasonable effort to schedule the procedure so that it does not unduly disrupt the employer’s operations, and give advance notice in a reasonable and practical manner. 11.05 Using Paid Leave While on Unpaid WDLA Leave. The substitution of paid time for unpaid WDLA leave time does not extend the length of WDLA leave – the paid time runs concurrently with an employee’s WDLA entitlement. 11.06 Payment of Premiums. While an employee is on WDLA leave, the County will maintain group health insurance coverage under the conditions that applied before the leave began. If prior to Page 72 of 145 Page 115 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 47 the leave, the employee was required to participate in the premium payments, the employee is required to continue with payment of his/her share of the premiums while on leave. An employee’s failure to make the required payments may result in termination of the employee’s insurance coverage. a) Unless the County notifies employees of other arrangements, whenever employees are receiving pay from the County during WDLA leave, the County will deduct the employee portion of the group health plan premium from the employee’s paycheck in the same manner as if the employee was actively working. If leave is unpaid, employees must pay their portion of the group health premium through a method determined by the County. 11.07 Termination of Benefits. The County’s obligation to maintain health benefits will stop if and when (1) an employee informs the County of their intent not to return to work at the end of the leave period; (2) the employee fails to return to work when the leave entitlement is used up; or (3) the employee fails to make any required payment while on leave after appropriate waiting periods and time periods as specified by law. The County’s obligation to maintain health coverage ceases if an employee’s premium payment is more than thirty (30) days late. If an employee’s premium is more than fifteen (15) days late, the County will send a letter notifying the employee that coverage will be dropped on a specific date unless the premium payment is received before that date. 11.08 Recovery of Premium Payments. If the County chooses to do so, it may pay an employee’s required premium payments while the employe e is on leave. If the County does so and an employee does not immediately repay the County upon the employee’s return to work, the County will deduct the amount of the payments from the employee’s paycheck. a) The County has the right to collect from an employee the health insurance premiums that County paid during the period of unpaid leave if the employee does not return to work after the leave entitlement has been exhausted or expired. Such premium amounts ma y be deducted from any compensation owed to the employee upon termination of employment. An employee must return to work for at least thirty (30) calendar days in order to be considered to have “returned” to work. 11.09 Return from Leave. Prior to an employee returning to work, the Human Resources Department must receive a completed Fitness for Duty Certificate form, or Attending Providers Return to Work Recommendations Records. a) An employee returning from WDLA leave will return to his or her old position, if vacant, at the time the employee returns to work. If the position is no longer vacant, the employee may be offered an equivalent position with equivalent benefits, pay and other terms and conditions of employment. 1) The determination as to how an employee is to be restored to “an equivalent position” upon return from WDLA leave is made on the basis of established policies and practices, and provisions of the WDLA. Chapter Revisions Resolution or Approval Description of Change Page 73 of 145 Page 116 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 48 Chapter Six – Employee Benefits SECTION 1 – BENEFITS ELIGIBILITY 1.01 Employee Benefits or benefits in which there is some County cost participation are generally available to regular employees working at least twenty-four (24) hours or more weekly. SECTION 2 – BENEFIT PLAN DOCUMENT CONTROL 2.01 Any description of employee benefits in this Manual only summarizes the provisions of a formal benefit Plan document and does not attempt to cover all of the details contained in the Plan document. The operation of the Plan, including events making you eligible or ineligible for benefits, the amount of benefits to which you (or your beneficiaries) may be entitled, and actions you (or your beneficiaries) must take to request and support a claim for benefits will be governed solely by the terms of the official Plan document. To the extent that any of the information contained in this Manual, a summary plan description, or any information you receive orally is inconsistent with the official Plan document, the provisions set forth in the Plan document will govern in all cases. SECTION 3 –INSURANCE 3.01 Health Insurance. The County offers a group health insurance program for regular full-time and qualifying part-time employees. More information on the health insurance program is available on the employee page of the County intranet site (BEACON). 3.02 Married Couples Employed by the County. If both spouses are employed by the County, the County will pay for only one (1) family plan. When an employee leaves employment with the County, insurance coverage will cease on the last day of the month in which the employee actually worked (i.e., last day employee is on duty and physically present at prescribed place of work). In the event that employee should terminate his/her employment with the County for whatever reason, the remaining employee shall be entitled to convert to the family plan. 3.03 Employee Wellness Program. The County Employee Wellness Program's primary purpose is to promote healthy lifestyles, increase awareness of the linkage between employee health and health costs, promote consumer behaviors, and provide long-term stability to the County’s health related costs. Employees who complete the criteria of the Program may be eligible to receive an incentive as determined by the County. a) Employer/Employee Health Insurance Premium Contributions. Unless an employee qualifies for the reduction in premium as described above, the County pays eighty five percent (85.0%) of the monthly premium for either family or single coverage, and the employee shall pay the difference. b) Reduction in the Required Employee Health Insurance Premium Contribution. If the requirements above are satisfied, the employee may receive a reduction in the required employee contribution as determined annually by the County Board. 3.04 Health Insurance Enrollment. Those employees not enrolling in the health insurance during their initial enrollment period are not eligible for enrollment unless the County is required by law to hold an open enrollment, chooses to hold an open enrollment or unless they have a qualifying event. The initial enrollment period is thirty (30) days from date of hire. a) Qualifying Period. Employees shall be eligible for coverage on the first of the month after beginning employment. It is the employee’s responsibility to submit the enrollment in a timely manner. b) Single or family coverage is provided to new employees. Employees shall contribute a percentage of the monthly premium for either a single or a family plan; or if covered by a bargaining agreement, comply with the terms of the agreement. Page 74 of 145 Page 117 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 49 c) Bridgetenders will be eligible for health insurance as other full-time general municipal employees. Allocation of premium, between the employee and employer, will be the same as other full-time general municipal employees. Employees' annual premium will be paid over nine (9) months of the year versus twelve (12) months. 3.05 Status Changes. It shall be the employee’s responsibility to notify the Human Resources Department of any change in family status for any medical insurance with the County. This shall include, but not be limited to, changing from family to single coverage or marriage, divorce, death or change in the number of dependent children for health insurance coverage. Such notification shall take place within thirty (30) days of the change in family status, or sixty (60) days after the birth of a child. Failure to notify the Human Resources Department shall result in the employee assuming responsibility for the additional cost until proper notice is given. 3.06 Dental Insurance. Employees who are working at least twenty-four (24) hours or more weekly are eligible to participate in a dental plan. Coverage shall begin on the first of the month after beginning employment. Those employees not enrolling during their initial enrollment period are not eligible for enrollment unless the County holds an open enrollment or unless they have a qualifying event. The County pays at an established rate towards the monthly dental premiums for either family or single coverage. 3.07 Supplemental Insurance. There are several supplemental plans available to employees, which include, but are not limited to, short term disability, accident and critical illness. Employees shall pay one hundred percent (100%) of the premium. 3.08 Vision Insurance. Employees may participate in a vision plan with the employee paying the full premium, subject to the rules established by the carrier. Those employees not enrolling during the initial enrollment period are not eligible, unless the County holds an open enrollment or unless they have a qualifying event. 3.09 Life Insurance. All regular full-time and part-time employees who work in a covered position are eligible for life insurance through the Wisconsin Group Life Insurance Program. Coverage is based on annual earnings of the employee rounded up to the next higher thousand dollars. A portion of the life insurance premium shall be deducted from the regular salary of the employee as their contribution to the life insurance plan. Employees covered by the Basic Life Insurance Coverage may elect additional insurance coverage which includes additional amounts equal to the employee’s yearly earnings along with Accidental Death and Dismemberment Coverage. Employees electing to participate in this program will have the premium deducted from his/her paycheck each pay period. Employees who desire not to participate in the life insurance program must file a waiver with the Human Resources Department. Employees who are covered by life insurance through the Wisconsin Retirement Fund are eligible for Spouse and Dependent Coverage. This plan provides term life insurance coverage for the employee’s spouse and for each dependent child, up to the age of twenty-six (26). The premium payment is deducted from the employee’s paycheck each pay period. Those employees on an approved leave of absence may continue life insurance coverage. Payment of the full premium is the responsibility of the employee while on leave without pay. Employees who do not elect this benefit during the first thirty (30) days of employment can enroll at a later time by completing Evidence of Insurability. 3.10 Income Continuation Insurance (ICI). All regular full-time and part-time employees who work in a covered position are eligible for income continuation insurance through the Wisconsin Retirement System. Page 75 of 145 Page 118 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 50 ICI benefits provide up to 75% of an employee’s average monthly earnings based on the previous calendar year’s earnings rounded to the next highest $1,000 and divided by 12. Employees who desire not to participate in the income continuation program must file a waiver with the Human Resources Department. Those employees on an approved leave of absence may continue coverage. Payment of the full premium is the responsibility of the employee while on leave without pay. Employees who do not elect this benefit during the first thirty (30) days of employment can enroll at a later time by completing Evidence of Insurability. 3.11 Consolidated Omnibus Reconciliation Act (COBRA). Under state law and the Federal Consolidated Omnibus Budget Reconciliation Act of 1985 ("COBRA") and subsequent amendments to COBRA, employees covered under an employer's group health care plan are eligible for continuation of health care coverage under the group plan upon the employee's termination (except for gross misconduct) or reduction in hours. The employee or the employee's dependents may have a right to temporarily continue group health insurance coverage after the employee's termination. If an employee or an employee's dependent have any questions regarding this matter, please contact the Human Resources Department. Unless otherwise agreed, continued participation is solely at the participant's expense. SECTION 4 – Reserved SECTION 5 – WISCONSIN RETIREMENT SYSTEM (WRS) 5.01 The County contributes to the Wisconsin Retirement System for eligible employees in accordance with Wisconsin Statutes and WRS rules. SECTION 6 – DEFERRED COMPENSATION 6.01 The Deferred Compensation Program is a supplemental retirement savings program, through payroll deduction, authorized under Section 457 of the Internal Revenue Code (IRC). Eligible employees may participate in the Deferred Compensation Program by contacting the Human Resource Department. a) Before-tax Contributions. Under this option, taxes on the money and earnings are deferred until they are withdrawn, usually at retirement or termination of employment. b) After-tax Contributions through the Roth Option. Under this option, the employee pays the taxes on the money when they contribute it to the account. As long as the employee meets certain requirements, when they retire all distributions from the Roth account are tax free. SECTION 7 – FLEXIBLE SPENDING ACCOUNT 7.01 Flexible Spending Account (FSA). Door County offers employees the opportunity to participate in a Flexible Spending Plan (“Plan”). This optional Plan allows employees to set aside a pre- determined and limited amount of money from their gross pay (i.e., pre-tax) in a flexible spending account to cover eligible health care and dependent care expenses not reimbursed by any other insurance or reimbursement program. Detailed information, including enrollment information and eligibility criteria, is available from the Human Resources Department. a) Medical Reimbursement Account. The contributions can be used to pay for predictable non - reimbursed health care expenses incurred by the employee or the employee’s dependents during the Plan year. b) Dependent Care Expenses. The pre-tax contributions made to the FSA can be used to pay for work-related eligible child and dependent care expenses incurred by the employee during the Plan year. In addition to children, other eligible dependents include a spouse or elderly parent residing in the home, who is physically or mentally unable to care for themselves. Page 76 of 145 Page 119 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 51 SECTION 8 – TUITION ASSISTANCE PROGRAM 8.01 Tuition Assistance Program. The County’s Tuition Assistance Program is designed to provide financial assistance to employees who voluntarily enroll in job-related, educational courses that are of benefit to the County as an employer. The County reserves the exclusive right to prioritize participation and/or curtail the program to meet its budgetary constraints and needs. a) Eligibility for Tuition Assistance. Regular full-time and part-time employees, who are not eligible for other County-sponsored programs which provide reimbursement or compensation for attending or having attended school, are eligible for tuition assistance under this program. b) Acceptable Course Work. Tuition assistance benefits are available for: 1) Courses which are directly related to the employee’s current job, would improve their skills on the job, and would allow the employee to be considered for promotional opportunities within the County. 2) Courses within relevant technical college, undergraduate, or graduate level programs. Acceptable degree programs are those that relate to County functions or services. In order to be eligible under this program, the school or course must be accredited by one of the following agencies: i) North Central Association of Colleges and Schools ii) American Council on Education iii) Wisconsin Technical College System Board c) Reimbursement of Tuition Expenses. Expenses which may be reimbursed under this program include tuition, books, course-required materials, and lab fees. The County will pay 66% of these educational costs up to $500 per semester, with a maximum reimbursement of $1,000 per calendar year. 1) Reimbursement will be made only after satisfactory completion of the course(s). This is interpreted as at least a grade of “C” or better for an undergraduate course or a grade of “B” or better for a graduate level course. Courses taken on a “pass/fail” basis may be allowed, but only if approved in advance by the Department Head and the Human Resources Department. d) Minimum Employment after Reimbursement. Employees are required to maintain employment with the County for one (1) year following course completion. If an employee voluntarily separates from employment or is involuntarily terminated for cause within one (1) year following course completion, they must repay 100% of the tuition expenses provided to them during the previous twelve (12) months. In the case of involuntary termination without cause, no repayment of tuition expenses will be required. The determination of whether cause exists for the termination shall be at the sole discretion of the County. e) Participation Goals. To the greatest extent possible, all regular employees who meet the Tuition Assistance Program qualifications will be afforded access to the program. However, participation in the Tuition Assistance Program is not an employee right and is subject to the sole discretion of the County. An employee’s participation in the program may be curtailed or discontinued at any time as a result of budgetary limitations, an employee’s work record, or other related factors. If requests for participation exceed budgetary limitations, individuals may be selected for participation and/or the amount subject to reimbursement may be reduced, in the sole discretion of the County, based on County needs/benefit and any other factor(s) deemed relevant by the County. Curtailment of the program will not affect payment for a course that has been previously approved. Page 77 of 145 Page 120 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 52 f) Program Limitations. 1) Employees eligible for other forms of educational assistance (e.g., Veteran’s Educational Program, scholarships, etc.) must first exhaust that financial aid before applying for benefits under the County’s Tuition Assistance Program. 2) All courses must be taken outside an employee’s regular work hours. Vacation, PTO, floating holiday, compensatory time, or an adjusted work schedule may be used if Department Head approval has been given. Adjusted work schedules may be authorized only when they are not in violation of any Federal overtime laws or collective bargaining agreements. 3) Reimbursement of educational expenses will not be made to an employee who terminates employment with the County before completion of the course(s). 4) Reimbursement will not be made to an employee who withdraws from the course(s) for any reason. 5) Workshops, seminars, conferences and in-service training are not part of the Tuition Assistance Program. 6) This program does not include training required by the County or training mandated by State or Federal regulations for employees to maintain their qualifications, proper certification, or licensure. g) Procedure to Receive Reimbursement. 1) Employees should obtain Tuition Assistance Program application materials from the Human Resource Department. 2) Employees should discuss with their Department Head and/or immediate supervisor any class they wish to take and the reasons for taking it. They should then submit the application form to their Department Head and/or supervisor for a recommendation to approve or deny. 3) The application form should be received by the Human Resource Department no sooner than ninety (90) days prior to the start of the class, but at least ten (10) days prior to the start of the class. Requests made for a following budget year (e.g. starting in January) are subject to the program being approved in the following year’s budget. 4) The Human Resources Department will make the final determination on all requests, and will notify the Department Head and/or supervisor and employee of the final decision by sending them a copy of the original request form marked “approved” or “denied”. 5) Once the approved class has been completed, the employee should complete and sign the Tuition Assistance Program Payment Authorization form. They should then submit the form to the Human Resource Department along with a copy of their grade report and original paid receipts for tuition, books, materials, and lab fees. These materials must be submitted no later than thirty (30) days after class completion. 6) Employees will be reimbursed up to the maximum allowed. 7) The Human Resource Department will keep a record of all disbursements and classes taken by employees. SECTION 9 – WELLNESS ROOM 9.01 The County provides a wellness room, located on the first floor of the Government Center located in Public Health. The wellness room is an accessible secure private sensory calming space where employees may go to handle daily or occasional medical and wellness needs. For example, employees transitioning back into the workplace after a medical leave of absence, Page 78 of 145 Page 121 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 53 lactation, managing chronic or acute medical conditions, self-administration of medication, and respite for managing daily stresses of work, life, and more. The wellness room serves as the County’s lactation room, as required by state law, and is a private, secure location for nursing mothers to express milk at work. The wellness room may be used during paid breaks, lunch breaks or otherwise as allowed by law. SECTION 10 – EMPLOYEE ASSISTANCE PROGRAM 10.01 Employee Assistance Program (EAP). The County offers an Employee Assistance Program to help employees cope with a wide range of personal and professional issues that may adversely affect their work performance. a) Employees may seek help on their own initiative, or the County may refer an employee to the Employee Assistance Program because of job performance or conduct problems. SECTION 11 – UNEMPLOYMENT INSURANCE 11.01 Unemployment Insurance Benefits are generally regulated by Ch. 108, Wis. Stats., and are administered by the Wisconsin Department of Workforce Development ("DWD") - Unemployment Insurance Division. Employees may contact the Human Resources Department or DWD for information on Unemployment Insurance. Chapter Revisions Resolution or Approval Description of Change Page 79 of 145 Page 122 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 54 Chapter Seven – Employment Safety SECTION 1 – SAFETY AND SECURITY 1.01 Employee Responsibility. Employees must conduct themselves in a safe manner at all times, adhere strictly to all safety requirements, and immediately report any accidents, hazards or potentially unsafe conditions. If, without risk of injury, the unsafe condition can be corrected immediately as to avoid any additional hazard, then the employee should implement the corrective action. 1.02 Safety Contact. An employee’s Department Head shall be the contact for unsafe conditions in the workplace. The Human Resources Department shall be responsible for safety training of County employees, and for the administration of the safety programs as required by governmental entities and/or insurance companies. The Human Resources Department collaborates closely with Department Heads on these matters. 1.03 Safe Working Conditions. Suggestions regarding safety will be welcomed from all employees. Employees are expected to immediately report unsafe conditions to their Department Head. SECTION 2 – NOTICE OF INJURY 2.01 Employee Injury. An employee shall immediately report to their Department Head or Supervisor any injury incurred while in the course of their employment. The employee shall complete the Worker’s Compensation Claim Kit and forward it to their Supervisor, who will fill out their section and forward to the Human Resource Department within twenty-four (24) hours, or if not possible within twenty-four (24) hours, as soon as possible. Under no circumstances should these forms be filed later than thirty (30) days following the date of said injury/accident. Injuries/accidents must also be phoned in to the County Mutual Care Line, as listed on the Worker’s Compensation Claim Kit and on Beacon, within 24 hours. If an employee requires medical attention or if accommodations need to be made due to temporary work restrictions, a Fitness for Duty Certificate form, or Attending Providers Return to Work Recommendations Records must be obtained and returned to the Human Resources Department prior to returning to work. No employee who seeks medical attention for a work- related injury will be allowed to return to duty without clearance from a health care provider. 2.02 Non-Employee Injury. Any injury to the public arising from an incident on County property or resulting from County Worker Business, should be reported immediately to the Finance Director and Corporation Counsel. SECTION 3 – WORKER’S COMPENSATION 3.01 Worker’s Compensation Door County will provide Worker’s Compensation Benefits for employees injured while in the performance of job-related duties in accordance with Wisconsin State Statute 102. Fringe benefits will continue to accrue while an employee is out on Worker’s Compensation Benefits. The County portion of Health, Dental, and Life Insurance will continue as long as an employee is receiving Worker’s Compensation Benefits. The employee will still be liable for payment of the employee share of the health, vision, WRS and life insurance premiums while on Worker’s Compensation Benefits. Page 80 of 145 Page 123 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 55 3.02 Return to Work All employees returning to work after being on Worker’s Compensation must have a release from his/her doctor stating that the employee is capable of performing his/her work duties. 3.03 Medical expense and wage loss are covered by provisions of the State Worker’s Compensation Act. a) The worker’s compensation insurance carrier will make a determination of a worker’s compensation claim. b) There is a three (3) day waiting period. The first three (3) days following an injury are not compensable unless the employee misses work beyond the 7th calendar day following the injury or sustains permanent disability. 3.04 Light Duty. Some departments or divisions are able to offer employees injured in work related incidents continued active employment that is within their medical restrictions. This program is called “Light Duty” and is intended to keep the employee gainfully employed while recovering from a work-related injury. Employees are expected to participate in the Light Duty Program as long as the duties to be performed are within their medical restrictions. Employees who refuse Light Duty Program assignments may be risking disciplinary action and/or termination of Worker's Compensation benefits. SECTION 4 – BUILDING SECURITY 4.01 No employee shall let anyone in any building before 7:00 a.m. or after 4:30 p.m., or during times that the building is closed for business, unless they know the person and are doing business with them. SECTION 5 – MOTORCYCLE/MOPED 5.01 Employees shall not use a motorcycle, moped, powered bicycle, or similar vehicle in the course of County business. SECTION 6 – DRUG, ALCOHOL, TOBACCO, VAPING, AND SMOKE FREE WORKPLACE 6.01 The County declares any location at which the County conducts its business to be a smoke, alcohol, tobacco, vaping, and drug-free workplace. 6.02 Smoke & Tobacco Use. Employees are required to comply with County Ordinance Chapter 8 – Door County Smoking Regulations. No person may smoke, use tobacco, or vape, in or on any public property under the jurisdiction of Door County except signed designated areas. Public property under the jurisdiction of Door County includes County owned or leased real property and structures thereon, and County owned or leased vehicles. Person(s) in charge of Door County’s "court facility" (as that term is defined in Wis. SCR 68.02(1)(b) or as hereafter amended or revised) may designate outside areas that are a reasonable distance (not less than 25 feet) from any entrance where jurors may smoke. 6.03 Intoxicating Substance Free Workplace. Intoxicating substances are not allowed in any building or vehicle owned, leased or rented by Door County at any time with the exception of the storage of alcohol as evidence in the Sheriff’s Office. All employees are prohibited from being under the influence of, or consuming intoxicating substances during the employee’s work hours. 6.04 Drug Free Workplace. All employees are prohibited from unlawfully manufacturing, distributing, dispensing, possessing, being under the influence of, or using a controlled substance in the workplace. a) Use of Prescription Medication. This Policy, however, does not prohibit an employee from possessing or ingesting as prescribed a legally obtained prescription drug that was legally Page 81 of 145 Page 124 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 56 issued to said employee. Because prescription medication can also affect an individual’s demeanor and job performance, it is the employee’s responsibility to notify their immediate supervisor if they are taking legal prescription drugs that may affect performance or ability to perform the position duties. b) Drug-Related Convictions. Any employee convicted of violating a Wisconsin or Federal Criminal Drug Statute must inform the County of such conviction (including a plea of guilty and no contest) within five (5) days of the conviction occurring. When the federal government requires a County to notify the federal contracting office of an employee’s drug conviction in a workplace, the County will provide such notification to the federal contracting office within ten (10) days of receiving such notice of conviction from an employee or otherwise receiving notice of such conviction. 6.05 Drug and/or Alcohol Testing. a) New Employees. As a condition of employment, new employees may be required to successfully complete a pre-employment drug test. In certain circumstances, as authorized by the Human Resources Department, applicants may be required to submit to a drug test. b) Current Employees. As a condition of employment, as authorized by the Human Resources Department, the County may conduct reasonable suspicion and/or post-accident drug or alcohol testing as it deems appropriate. c) DOT Drug Testing. As a condition of employment, employees required to possess a Commercial Driver’s License (CDL) as part of their job duties are required to comply with, and submit to, drug and alcohol testing in accordance with County policy and all applicable state and federal regulations. SECTION 7 – BULLYING AND WORKPLACE VIOLENCE POLICY 7.01 Policy Statement. It shall be the policy of the County to provide a workplace that is free from violence, intimidation and other disruptive behavior. The County does not tolerate acts of bullying or workplace violence committed by or against employees and strictly prohibits employees from making threats, possession, use, or threat of use of any weapon in the workplace, or engaging in violent acts and intimidation. This is a zero-tolerance policy, meaning that the County will discipline or terminate any employee found to have violated this policy. Workplace violence does not include the use of reasonable force in the defense of oneself or others. a) Exceptions to Weapons Prohibition. The weapons prohibition policy does not apply to an individual who, within the normal scope of the individual’s employment, is required to use a device that is, or would be considered, a weapon and who is authorized to use such a device by the employee’s Department Head. 7.02 Employee Responsibilities. Employees will treat all other employees with dignity and respect. 7.03 Restraining Orders. Employees who are seeking or have obtained restraining orders or injunctions against persons should notify their supervisor. When an injunction or restraining order lists County facilities as being protected areas, employees must provide their supervisor with a copy of any injunction or restraining order which is granted. Page 82 of 145 Page 125 of 169 [FEBRUARY 2026] D OOR C O U N T Y E M P L O Y E E A N D A D M I N I S T R A T I V E P O L I C Y M A N U A L PAGE: 57 7.04 Reporting. a) Notification of Supervisor. All employees shall notify their supervisor whenever they have witnessed, experienced, or become aware of any act or threat, physical or verbal, of any violent, bullying, abusive, disruptive or intimidating behavior from any individual. As an alternative means of reporting acts or threats of violence, an employee is authorized to bypass the chain of command and may report such incidents of workplace violence and bullying to their Department Head, a supervisory employee in any other County department (including the Sheriff’s Office), or to the Human Resource Department. Employees shall cooperate with any subsequent investigation of their compl