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WELD COUNTY
CODE ORDINANCE 2010-8
IN THE MATTER OF REPEALING AND REENACTING, WITH AMENDMENTS, CHAPTER 3
HUMAN RESOURCES, OF THE WELD COUNTY CODE
BE IT ORDAINED BY THE BOARD OF COUNTY COMMISSIONERS OF THE COUNTY OF
WELD, STATE OF COLORADO:
WHEREAS, the Board of County Commissioners of the County of Weld , State of Colorado,
pursuant to Colorado statute and the Weld County Home Rule Charter, is vested with the authority
of administering the affairs of Weld County, Colorado, and
WHEREAS, the Board of County Commissioners, on December 28, 2000, adopted Weld
County Code Ordinance 2000-1 , enacting a comprehensive Code for the County of Weld, including
the codification of all previously adopted ordinances of a general and permanent nature enacted on
or before said date of adoption , and
WHEREAS, the Weld County Code is in need of revision and clarification with regard to
procedures, terms, and requirements therein .
NOW, THEREFORE, BE IT ORDAINED by the Board of County Commissioners of the
County of Weld , State of Colorado, that certain existing Chapters of the Weld County Code be, and
hereby are, repealed and re-enacted , with amendments, and the various Chapters are revised to
read as follows.
CHAPTER 3
HUMAN RESOURCES
ARTICLE I
General Provisions
Amend Sec. 3-1 -30. Exempt positions.
A - No change
B. The County is involved in a number of jobs programs. Participants in the below-listed
programs are not regular employees of the County and are not covered by the policies of
this Chapter.
1 thru 4 - No change
5. Useful public service. This program is limited to individuals required to perform
6. Any other job program which falls into this category and has been approved by the
Board of County Commissioners.
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Amend Sec. 3-1 -40. Personnel records.
A. With the exception of the records from the Department of Social Services, theThe
Department of Human Resources is the custodian of all official personnel/payroll records for
current and past employees of the County. The employee's file in the Department of Human
Resources will be the official file for all employment inquiries. The Department of Social
Services maintains performance records for current employees in that Department. State
law requires that the files be restricted from access by anyone other than an individual who
has a direct interest; that is, the employee or the employee's supervisor. Each employee
has access to his or her own records.
Remainder of Section - No change
Amend Sec. 3-1 -50. Service awards.
A. The County appreciates the extended service of its employees and provides service
recognition awards for employees who have completed ten (10) . and twenty (20) and thirty
years of continuous affiliation as an active full-time employee. The ten-year award shall
be an emerald pin and the twenty year award shall be a ruby pin. The service awards shall
be presented annually at an awards ceremony scheduled by the Board of County
Commissioners.
Remainder of Section - No change
ARTICLE II
Employment Information
Amend Sec. 3-2-100. Working after retirement.
A. Employees retiring from County service must separate their regular employment from the
County in order to draw benefits from the Weld County Retirement Plan. They do not have a
right or expectation of continued employment with the County after retirement. Contract
employment of a retired employee shall be at the discretion ofmust be justified by the elected
officer or department head. Such contract employment shall be "at wills' and shall be
governed by terms and conditions set forth in a contract signed by the Board of County
Commissioners and the retired employee end-pursuant to the requirements of this Section.
An example The he form of such a—contract may boil found in Appendix 3-C. Retired
employees working pursuant to such contracts are referred to in this Section 3-2-100 as
"Working Retirees. "
B. Emp oyees retiring from County service uncer tie Retirement P an may, upon approva by
tie cepartment ieac or e ectec officia , wor< no more tian a tota of one tiousand nine
hundred seventy six (1 ,976) hours annually, January to January. The retired
employeeWorkinq Retirees may not receive disability insurance coverage, but may be
eligible for health, dental and vision insurance either as a reemployed worker or through the
retiree health plan , if he or she qualifies.
1 . Hourly. An hourly retiree employee is paid only for the hours worked and is not
eligible to receive benefits.
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2. Part-time. A part-time retiree employee is regularly scheduled to work less than forty
(40) hours per week. The part-time employee who consistently works at least twenty
(20) hours per week may be eligible for certain benefits.
3. Job siare retiree wit i benefits. A :ob siare retiree emp oyee wor-cs part time ane
may be e-igib e for certain benefits, inc ucing step increases. The neecs of tie
department and/or County will dictate if this status is-peo.,iblc. Benefits arc earned
on a pro rata basis based on standard hours worked , shown in Table 3.2 and Tab e
3.3-.
Table 3.2
Retiree Job Share Status Proration of Benefits
kkee ly- mod- Retiree
Hours flours Status
38 1 .976 .95
34 1 ,768 .85
30 1 ,560 -75
20 1,040 : 0
11 . No right to work. A retiree does not have the right to work under this option . The
continued employment of a retiree in a phased retirement status must meet the
operational needs of the County as determined by the department head or elected
official.
5-/ . Health insurance coverage. A retiree working under a phased retirement option may
be eligible for continued health insurance coverage through the County's health
insurance provider.
C. Department heads classification who are Working Retirees shall receive a proration of
department head benefits based on the number of hours worked , as depicted above under
Proration of Benefitsin Table 3. 2 below. As with full-time department head positions, no
sick leave or vacation accrual applies.
Table 3.2
Proration of Benefits
Weekly Hours Annual Hours Retiree Status
38 1 ,976 9`
34 1 .768
ti() 1 .560
20 1 .040
D. Employees retiring from County service under the State of Colorado PERA retirement
program shall be governed by PERA rules and regulations for employees working after
service or disability retirement. Refer to PERA rules and regulations.
E. Working Retirees returning to work at 20 hours or more per week '20 to 38 hours per week).
"Working Retiree" status is only available for those employees who are eligible to retire (age
55) and whose service and age, when added together at retirement, equals 80 or more
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(example: 55 year old individual , with 25 years of service) . Other rules and restrictions
applying to Working Retirees working 20 to 38 hours per week shall include the following :
1 . The retired employee is "rehired" as a Working Retiree.
a. For individuals at Step 1 -5, no drop in step level would occur.
b. Individuals at Steps 6 or 7 would drop to Step 5.
c. Individuals at Steps 8 or 9 would drop 2 Steps.
d Not eligible for Step increases.
e. Not eligible for promotions.
2. Return to benefit accruals as a new employee.
3. Not eligible for Sick Leave Bank.
4. With the exception of certain Public Works positions, Compensatory Time will be
paid out upon termination ; Working Retiree not eligible for Comp time, overtime will
be paid out as earned . Public Works employees who are qualified for Compensatory
time prior to becoming working retirees will still be eligible.
5 . _ Working Retirees have a two (2) year "cap, " meaning that they will only be allowed to
participate in the Working Retiree program for a maximum of two (2) years. Waivers
to the two (2) year cap may be granted by the Board of County Commissioners for
employees who are Grade 55 or above, or because of their specialized skills,
experience or education , are determined by the Board to be desirable for continued
employment. Prior to employment with Weld County post-retirement, each Working
Retiree shall be required to sign an "at-will" employment contract. Such contracts
shall be reviewed annually during the budget process for consideration in the next
year's budget.
No Working Retiree may work more than a total of one thousand nine hundred
seventy-six ( 1 ,976' hours annually, January to January.
7. Working Retirees who are working 20 hours per week or more under agreements
signed prior to July 6, 2010, shall be grandfathered to continue in the program
without meeting the above "Rule of 80" and will continue at the same Grade/Step
they are currently; however, all other rules set forth above shall apply, meaning the
following rules shall apply to them:
a. Same Grade/Step as of July 6, 2010.
b. Not eligible for further step increases.
c. Not eligible for further promotions.
d . Return to new employee benefit accruals.
e. Not eligible for Sick Leave Bank.
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f. With the exception of certain Public Works positions, Compensatory Time
will be paid out upon termination ; Working Retiree not eligible for Comp time,
overtime will be paid out as earned . Public Works employees who are
qualified for Compensatory time prior to becoming working retirees will still
be eligible.
Working Retirees have a two (2) year "cap," meaning that they will only be
allowed to participate in the Working Retiree program for a maximum of 2
years. Waivers to the two (2) year cap may be granted by the Board of
County Commissioners for employees who are Grade 55 or above, or
because of their specialized skills, experience or education, are determined
by the Board to be desirable for continued employment. Prior to employment
with Weld County post-retirement, each Working Retiree shall be required to
sign an "at-will" employment contract. Such contracts shall be reviewed
annually during the budget process for consideration in the next year's
budget.
F. Working Retirees returning to part time position ( 19 hours or fewer per week) . "Working
Retiree" status is only available for those employees who are eligible to retire (age 55) and
whose service and age, when added together at retirement, equals 80 or more (example: 55
year old individual , with 25 years of service; . Other rules and restrictions applying to
Working Retirees working 19 hours or less per week shall include the following:
1 . "Rehired" as a Working Retiree in the appropriate grade of the position they will be
filling , step 1 as with any new hire.
2. Vacation and , if appropriate, sick time benefits paid out upon termination of regular
employment.
3 . Position will not be considered iob share, nor will the employee receive job share
benefits.
{ . Follows all other policies of part time employment.
5 . Not eligible for promotions.
6. No maximum time limit.
7. Prior to employment with Weld County post-retirement, each Working Retiree shall
be required to sign an "at-will" employment contract. Such contract shall be
reviewed annually during the budget process for consideration in the next year's
budget.
8. _ Working Retirees working 19 or fewer hours per week under agreements signed
prior to July 6, 2010, shall be grandfathered to continue in the program without
meeting the above "Rule of 80" and will continue at the same Grade/Step they are at
on July 6, 2010; however, the following rules shall apply to them :
a. "Rehired" as a Working Retiree in the appropriate grade of the position they
will be filling , step 1 as with any new hire.
b. Vacation and , if appropriate, sick time benefits paid out upon termination of
regular employment.
PAGE 5 2010- 1232
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c. Follows all other policies of part time employment.
d . Not eligible for promotions.
a No maximum time limit.
f. Prior to employment with Weld County post-retirement. each Working
Retiree shall be required to sign an "at-will" employment contract. Such
contract shall be reviewed annually during the budget process for
consideration in the next year's budget.
Amend Sec. 3-2-110. Benefit table.
Table 3. 3 describes benefits by employee type for County employees:
Table 3.3
Benefit Table by Employee Type
i
Retired
Full-Time Job Retired- Retired-
Regular Share Seasonal Part-Time Hourly Job-Share Pfifi-Time Hourly
Step Progression Yes Yes No **No No Yes No No
Health Insurance Yes *Yes *Yes *Yes No 'Yes *Yes No
Disability Insurance Yes #Yes No Yes No Yes Yes No
Life Insurance Yes Yes No Yes No -Yes Yes No
Retirement Plan + Yes No No No No No No No
Sick Leave Yes *Yes No No No 4-Yes No No
Vacation Leave Yes *Yes No No No Yes No No
Holiday Pay Yes *Yes No No No *Yes No No
Personal Leave Yes *Yes No No No *Yes No No
Bereavement Leave Yes *Yes No No No *Yes No Na
Sick Leave Bank Yes *Yes No No No *Yes No No
Grievance Rights Yes #Yes No No No Yes Ne Na
* Prorated. An employee must consistently work twenty (20) hours or more per week to receive a prorated health insurance benefit.
** Paramedic Services — yes.
+ All employees of the Department of Public Health and Environment will be members of PERA.
# Working after retirement employees are not eligiblemust refer to their employment contracts for explanation of benefit eligibility'.
ARTICLE VI
Leave Time Benefits
Amend Sec. 3-6-20. Sick leave.
A. Sick leave is not a right. It is a privilege given to eligible employees to be used in the
following circumstances:
1 - No change
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2. When the employee has medical, surgical , dental or optical examinations or
treatment.
When planning medical treatment or appointments an employee should
consult with their supervisor and make a reasonable effort to schedule the
treatment so as not to disrupt unduly the employer's operations. The
employee and supervisor will attempt to work out a schedule for such leave
that meets the needs of both the employer and the employee. In cases
where a disruption may occur, the employee shall notify their supervisor as
soon as they are aware of the treatment or appointment.
Remainder of Section - No change
Amend Sec. 3-6-40. Short-term disability.
Employees who are not eligible for the Sick Leave Bank; e.g. , such as those who have less
than one (1 ) year of employment participation in the Bank _ or who do not wish to join the Bank,can
n1 ,_-D purchase short-term disability insurance provided as a group policy by the County. The
employee pays the total premium for this insurance. An employee may not participate in both Sick
Leave Ban< anc short term cisabi ity p ans at tie same time.An employee may not draw from both
the Sick Leave Bank and the Anthem Short Term Disability program at the same time. If an
employee enrolls in both the Anthem Short Term Disability and the Sick Leave Bank for their first
year, it is the employee's responsibility to cancel one of the plans after their first year of employment.
Amend Sec. 3-6-50. Family and medical leave policy.
A thru N - No Change
O. Procedure for requesting leave.
1 . Except where leave is not foreseeable, all employees requesting leave under this
policy must submit the request: in writing , to their immediate supervisor and the
Department of Human Resources. The supervisor will forward a copy to the
Department of Human Resources.
Remainder of Section - No Change
Amend Sec. 3-6-70. Holidays.
A. Employees will be paid for the equivalent of eight (8) hours of Holiday Pay for each holiday
recognized by the Board of County Commissioners through the procedure detailed below,
with such Holiday Pay being prorated accordingly for job share employees. All regular and
job share employees will receive paid holidays. Dates will be established annually and will
be published by resolution of the Board of County Commissioners. Recognized holidays are
as follows nay include the following:
1 . New Year's Day.
2. Martin Luther King Day (floating) .
3. President's Day.
4. Memorial Day.
5. Fourth of July.
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6. Colorado Day (floating) .
7. Labor Day.
8. Columbus Day (floating) .
9. Veterans Day.
10. Thanksgiving Day.
11 . Christmas Day.
Remainder of Section - No Change
Amend Sec. 3-6-90. Leave of absence without pay.
A. Employees may be entitled to a leave of absence without pay for good and sufficient
persona reasons after exiausting app icab e paid eave. Eaci case wi be consicerec
inoivicua y. App 'cation for eave of absence must be mace in writing ano must be approve°
in writing by tie cepartment iea& or e ectec officia before tie commencement of love.
Right of reinstatement shall terminate if the employee on leave engages in- gainful
employment.An employee's status with respect to benefits during leave of absence shall be
as follows:
1 . While the employee is on unpaid leave, the employee's vacation and sick leave
accruals will stop.
2 . While the employee is on unpaid leave, health benefits will continue at the same
level and under the same conditions as if the employee had continued to work, as
lonq as the employee pays the employee's and employer's portions of the premium .
The employee must continue to make this payment, either in person or by mail. The
payment must be received in the Department of Accounting by the end of each
month. If the payment is more than 30 days late, the employee's health care
coverage may be dropped for the duration of the leave.
3. If the employee contributes to a life insurance plan , the employee must continue to
make those payments. If the employee does not continue these payments, the
County may discontinue coverage during the leave period or will recover the
payments at the end of the leave period in a manner consistent with the law.
4. If health and/or life benefits are terminated during the leave of absence due to non-
payment of premium , the employee will be required to wait until Open Enrollment to
re-enroll in those benefits.
Remainder of Section - No Change
ARTICLE VII
Wages and Hours
Amend Sec. 3-7-30. Compensation for overtime.
A and B - No Change
C. All nonexempt employees are required to complete an earning time sheetenter their time into
PeopleSoft's Time and Labor system for each pay period. Exempt employees are
responsible for entering their "non-working" time into this system (i .e. vacation , sick,
personal, etc.) Pay cycles may vary but County pay periods will remain the 16th of the
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month through the 15th of the next month (the Department of Social Services pay period is
the first of the month through the end of the month),and payable on the last working day of
the month. Time sheets will be submitted to the Department of Accounting for pay
oolculation and filing . Time sheetsThese records will be retained for a period of three (3)
years.
D. Compensatory time may be given in lieu of pay. An individual agreement is available from
the Department of Human Resources. with the approval of the department head or elected
official . If compensatory time is approved by the department head or elected official , the
employee must sign an agreement annually. These agreements may be changed only
during open enrollment, or at the end of the Fiscal Year.
Remainder of Section - No Change
ARTICLE VIII
Health and Safety
Amend Sec. 3-8-20. Reporting of injuries.
A - No Change
B. Comp etion of tie Employee's Written Notice of Injury to Emp oyer must be accomp is led by
tic injures emp oyes anc given to the immediate supervisor, or Department of Human
Resources, wit lin twenty four (24) wor<ing lours of tic injury. Tie supervisor wi comp de
an Accident nvestigation Report, anc tie injures emp oyee wi be requiree to review anc
sign it. The Employer's First Report of Accident form must be submitted to the Department
of - uman Resources witiin twenty-four (2i ) lours of tie accicent. Tie supervisor's
Accident Investigation Report must be submitted to the Department of Human Resources
within forty-eight (48) hours of the accident. Tie injured emp oyee needs to review and sign
tie Wor<ers' Compensation Designates IVedica Provider List anc - PAA Comp iant
Autiorization :or Re case o= Necica n=ormation =orms anc submit :iem to : le Department
of - uman Resources wit uin five (5) says of he wor< re atec accicent.The Employee's
Written Notice of Injury to Employer must be completed , signed and submitted to the
Department of Human Resources within 24 hours of the accident or occupational disease.
The Supervisor's Accident/Incident Report must be completed , signed and submitted to the
Department of Human Resources within 48 hours of the accident or occupational disease.
C . Reasons for the regulations:
1 . Employees seeking medical attention for job incurred injuries from healthcare
such treatment. State law requires employers to provide employees injured on the
connection with an employee's wor<ers' compensation c aim offers prompt c aims
2. mmeciate treatment may prevent medical comp 'cations from dove oping.
3. Prompt reporting of the work related accident will enable the supervisor to make a timely
,
if not corrected, could lead to more serious injuries.Workers' compensation claims require
the following procedures:
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Employees injured while performing assigned duties must report the accident
immediately for medical evaluation and treatment, as well as to prevent future
accidents.
2. Employees seeking medical treatment for a work-related injury must present to one
of the County designated providers.
3 . Worker's compensation leave runs concurrently with FMLA pending leave
qualification review and approval.
D. Chiropractic Alternative medical services and other forms of alternative medicine will not be
paid unless medical referral is made by the attending physiciandesignated provider. Before
any injured employee is allowedmay to return to work, a written release is required from the
attencing Doctor stating tiat tie employee wi I be ab e to assume fu I working responsibi ities
and dutiesphysician's update is required from the designated provider. The injured
employee must keep the immediate supervisor or department head or elected official and
the Department of Human Resources informed of his or her condition . Injured employees
who canable to perform modified job duties may be assigned modified duties
temporarilytemporary positions, if available, by the department head or elected official after
consultation with the Department of Human Resources.
E. During workers' compensation leave, an employee does not accumulate sick or vacation
leave, unless the leave is qualified under the FMLA. While an employee is on workers'
compensation leave, with the exception of the first twenty-four (24) hours, the employee may
not use sick or vacation leave. or comp time.
F . An employee's status with respect to benefits during leave of absence without pay that is
covered under FMLA shall be the same as that stated under the Family and Medical Leave
Policy set forth in Section 3-6-50.J . 1 -4, above.
An employee's status with respect to benefits during a leave of absence without pay that is
not covered under FMLA.
1 . During workers' compensation leave, an employee does not accumulate sick or
vacation leave.
2. While on unpaid leave, health benefits will continue at the same level and under the
same conditions as if the employee had continued to work as long as the employee
pays the employee and employer portions of the premium. The employee must
continue to make this payment. either in person or by mail. The payment must be
received in the Department of Accounting by the end of each month. If the payment
is more than thirty (30' days late, the employee's health care coverage may be
dropped for the duration of the leave.
3. If the employee contributes to a life insurance plan, the employee must continue to
make those payments. If the employee does not continue these payments, the
County may discontinue coverage during the leave period or will recover the
payments at the end of the leave period in a manner consistent with the law.
4. If health and life benefits are terminated during the leave of absence due to non-
payment of premium, the employee will be required to wait until Open Enrollment to
re-enroll in those benefits.
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ARTICLE IX
Education and Training
Amend Sec. 3-9-10. Tuition assistance.
A. The County will reimburse an employee for some tuition expenses and lab fees for job-
I related courses or courses mandated for a job-related degree that have been approved in
advance. This does not include books, charges for testing out of a class and most
associated fees. There is a limit to the amount an employee can be reimbursed each
quarter or semester. The employee can contact the Department of Human Resources for
the current limit. Funds for this program are limited to the amount budgeted each year by
the Board of County Commissioners. Therefore, requests will be considered with priority
given to the earliest date received by the Department of Human Resources. Requests must
be approved in advance to commit funds for an employee.
Remainder of Section - No Change
Add Sec. 3-9-30. Academic Activity Leave.
A. In accordance with the Colorado "Parental Involvement in K-12 Education Act," Section 8-
13.3-101 , C. R. S. , et seq. , full time "non-supervisory" and/or "non-executive" employees are
allowed up to six (6) hours per month 'to a maximum of 18 hours in an academic year) of
accrued vacation or personal leave to participate in "academic activities." To be eligible, the
employee must be the parent or legal guardian of a child enrolled in a public or private
school or in a nonpublic home-based educational program pursuant to Section 22-33-104.5,
C. R.S. , in Colorado in any grade from kindergarten through twelfth grade. The term
"academic year" means the period, not to exceed twelve ( 12) consecutive months, allotted
by a school for the completion of one grade level of study. The term "academic activity"
means the following meetings or conferences regarding the employee's child or any child for
whom the employee has primary legal responsibility:
1 . A parent-teacher conference; or
2. A meeting related to: Special education services, as defined in Section 22-20-103,
C. R. S . ; response to intervention , as defined in Section 22-2-133(4)(b), C. R. S. ;
dropout prevention ; attendance; truancy; or disciplinary issues.
B. Academic activity leave must be taken in no longer than three (3) hour increments. The
employee must provide at least one ( 1 ) week advance notice of the activity prior to the leave
being taken . Weld County may require that the notice be accompanied by written
verification from the school of the academic activity.
C. Weld County may deny leave requests in cases of emergency or other situations that may
endanger a person's health , safety or in a situation where the absence of the employee
would result in a halt of service or production.
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ARTICLE X
Pay Practices
Amend Sec. 3-10-50. Employee type.
The types of employees are listed as follows:
A. Hourly. Nonexempt employee paid for hours worked .
B.
average of one iuncred seventy three and thirty-thee iuncredths (173.33) lours per
to the monthly amount.
C. Salaried . An exempt employee's monthly pay will be based on the average of one hundred
seventy-three and thirty-three hundredths (173. 33) hours per month .
Amend Sec. 3-10-90. Pay steps.
Except for the Family Education Network of Weld County (Head Start), payPP�!v steps are
described as follows:
Remainder of Section - No Change
Repeal Sec. 3-10-110. Family Education Network of Weld County (Head Start).
Amend Sec. 3-10-120. Mechanics of the pay system.
A - No Change
B. Performance evaluation dates and pay step dates should be made to coincide with pay
periods. That is, for most employees it would be the sixteenth of the month . For the
Department-of Social Services employees it would be the first of the month.
Remainder of Section - No Change
ARTICLE XII
Payroll
Amend Sec. 3-12-30. Procedure to correct payroll errors.
A. When an error in pay is identified by either the department head or elected official or the
employee, notification should be made to the Accounting Department of Human
Resources immediately so corrections may be made. It is the responsibility of the
Accounting Department, the department
head or elected official and the employee to review pay information monthly to assure
accuracy and to report errors in a timely manner.
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B. If any error results in an underpayment of one hundred dollars ($100.00) or more, a separate
check will be processed for the additional wages. These checks will be processed either the
second Tuesday of the month or the next regular payday, whichever is first. If the
underpayment is ess than one hundrec do lars ($100.00), the additional wages will be
processed in the next monthly scheduled payroll. All overpayments discovered will result in
a collection action for the total amount.
ARTICLE XIII
Implementation of Federal Transit Administration
Regulations on Drug Use and Alcohol Misuse
Amend Sec. 3-13-150. Random testing.
A - No Change
B. Employees will be selected anonymously using an identification number having no
correlation to actual employee names. The random selection method used shall be a
scientifically valid method , such as a random number table or a computer-based random
number generator that is mapped to the safety-sensitive employee's social security number.
(The current requirement of random testing is to annually complete tests equivalent to fifty
twenty-five percent [50: %] of the number of covered employees for drug testing and ten
percent [10%] of the number of covered employees for alcohol testing.) The selection
process will guarantee that each covered employee will have an equal chance of being
tested each time selections are made. There is no discretion on the part of management or
operations in the selection and notification of particular employees for testing. Random
testing must annually complete tests equivalent to fifty-twenty-five percent (5025%) of the
number of covered employees for drug testing and twenty-fiveten percent (2510%) of the
number of covered employees for alcohol testing , which rates are subject to annual review
and adjustment. The employee must report to the collection site immediately after receiving
notification of his or her selection from the random pool. It is the responsibility of the Medical
Review Officer to maintain the data base of safety-sensitive employees and to perform the
random selection of employees to be tested each testing cycle. In the event a randomly
selected employee is absent from work on the day his or her test is scheduled, the employee
will be tested immediately upon his or her return to work, as practicable, unless the
employee fails to return to work before the next randomly selected testing date.
Remainder of Section - No Change
ARTICLE XIV
Implementation of Federal Motor Carrier Safety Administration
Regulations on Drug Use and Alcohol Misuse
Amend Sec. 3-14-20. Employee categories subject to testing.
A thru B - No Change
C . The following categories of drivers for the County are subject to the policy and are
considered to perform safety-sensitive functions:
1 . Service Workers I , II and III .
2. Lead Worker
3. Welder II and III .
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4. Engineering Tech IIForeman.
5. Foreman.
6. Supervisor.
D. Although the following categories of drivers for the County do not perform safety-sensitive
functions as defined above, pursuant to County policy they are subject to the regulations set
forth in this substance abuse policy:
1 . Public Works Graders II and III .
2 . Weed Control Specialists I and II .
3. Weed Control Lead Worker.
4. Mowers I and II .
5. Vegetation Management Specialist.
Fiagger/Laborer
Remainder of Section - No Change
Amend Appendix 3-A - ATTACHED
BE IT FURTHER ORDAINED by the Board that the Clerk to the Board be, and hereby is,
directed to arrange for Colorado Code Publishing to supplement the Weld County Code with the
amendments contained herein, to coincide with chapters, articles, divisions, sections, and
sub sections as they currently exist within said Code; and to resolve any inconsistencies regarding
capitalization , grammar, and numbering or placement of chapters, articles, divisions, sections, and
sub-sections in said Code.
BE IT FURTHER ORDAINED by the Board if any section , subsection, paragraph, sentence,
clause, or phrase of this Ordinance is for any reason held or decided to be unconstitutional, such
decision shall not affect the validity of the remaining portions hereof. The Board of County
Commissioners hereby declares that it would have enacted this Ordinance in each and every
section , subsection , paragraph, sentence, clause, and phrase thereof irrespective of the fact that
any one or more sections, subsections, paragraphs, sentences, clauses, or phrases might be
declared to be unconstitutional or invalid .
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The above and foregoing Ordinance Number 2010-8 was, on motion duly made and
seconded , adopted by the following vote on the 28th day of June, A. D. , 2010.
BOARD OF COUNTY COMMISSIONERS
WELD COUNTY, COLORADO
ATTEST:
Douglas Rademacher, Chair
Weld County Clerk to the Board
Barbara Kirkmeyer, Pro-Tem
BY:
Deputy Clerk to the Board
Sean P . Conway
APPROVED AS TO FORM :
William F. Garcia
County Attorney
David E. Long
I
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ORD2010-8
First Reading : June 9, 2010
Publication : June 19, 2010, in the Windsor Beacon
Second Reading : June 28, 2010
Publication: July 1 , 2010, in the Windsor Beacon
Final Reading : July 12, 2010
Publication: July 15, 2010, in the Windsor Beacon
Effective: July 20, 2010
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APPENDIX 3-A
DRUG USE AND ALCOHOL MISUSE
SERVICE PROVIDERS AND ANSWERS FOR QUESTIONS
The following entities provide services pursuant to this Policy:
Substance Abuse Professional: (referred by Weld County)
Cynthia Fravel, LPC, CAC II, SAIINCAC I
Front Range Psychotherapy Associates, LLCQualified Substance Abuse Professional (SAP)
760 Whalers Way, C 200363 W. Drake Road, Suite 2
Fort Collins, CO 8052580526
FAX: 970-204 78837881
Phone: 970 204 7880495-4852
1501 N. Cleveland Avenue
Loveland, CO 80538
FAX: 970 663 5601
Phone: 970 669 2631
Laboratory:
LabOne, IncorporatedMEDTOX Laboratories
10101 Renner BIvdA02 West County Road D
Lenexa, KS 66219St. Paul, MN 55122
1 800 728 40641 -800-832-3244
Medical Review Officer:
Medical Technical Review Dr. Christine Kasser, M.D., Associate MRO
P. O. Box 490 Dr. Jeff Larsen, M.D.
Hudson, WI 54016
1 -800-880-4444
Persons with questions regarding Weld County's Policies Implementing the Federal Transit Administration
Regulations on Drug Abuse and Alcohol Misuse should contact:
Michelle Raimer
Weld County Department of Human Resources
mraimer@co.weld.co.us
970-356-4000 x4233 — Office
970-352-9019 — Fax
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