District as Employer

When a district hires an employee, the district is subject to the legal responsibilities of being an employer. There are a number of required personnel obligations and compliance requirements ranging from hiring practices to tax reporting. It is important to have well defined district policies and procedures, trained staff, and directors knowledgeable in personnel matters.

Because of the complexities of employing others, conservation districts should consult as many resources as possible. For specific questions, conservation districts should consult legal counsel or a personnel management professional.

Commonly requested examples relating to personnel management are available below. These are samples of other districts' work and are not recommendations. Any examples downloaded will need to be customized and edited to your district's needs. Additional examples are available by contacting the SWCD Program.

Tools and examples

• Employee vs. Independent Contractor, IRS 20 Factors Test
• Example: East Multnomah SWCD's Seven Questions for 1-on-1 Staff Meetings
• Example: Jackson SWCD employee salary range
• Example: Jackson SWCD personnel policy
• Fact Sheet: SWCD District as Employer
• Oregon OSHA's Quick Guide to Safety Committees and Safety Meetings
• Volunteer Agreement with Workers Compensation
• Volunteer Agreement without Workers Compensation

Job descriptions

• Example: Clackamas SWCD office coordinator job description
• Example: Jackson SWCD natural resource conservationist job description
• Example: Marion SWCD assistant bookkeeper/front office job description
• Example: Yamhill SWCD district manager job description

• Oregon Business Guide: Employer's Guide for Doing Business in Oregon