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EXHIBIT
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CHAPTER 3
Human Resources
ARTICLE VI
Leave Time Benefits
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:
2. When the employee has medical, surgical, dental or optical examinations
or treatment.
a. 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
employee's 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.
3 . An employee who is required to care for members of the immediate
family, as defined under the Federal Medical Leave Act (FMLA) (spouse, child or
parent), who are ill, may use a maximum of forty (40) hours total per calendar year of
accumulated sick leave. (Prorated for job share employees.) For the purposes of the
FMLA, the employee's child must be under the age of eighteen (18), or if older there
must be medical certification showing the child is disabled.
H. Under no circumstances may sick leave be used for more than a total of six (6)
months consecutively within any twelve (12) month period. This is so coordination may happen
Sec. 3-6-150. Clinic time.
A. Paid "Clinic Time" will be allotted to Weld County employees who are enrolled
in a Weld County Health plan ("Eligible Employees") to use for visits to the Weld County
Employee Medical Clinic ("the Clinic"). Eligible Employees will be allotted a certain number of
paid visits to the Clinic during working hours, per calendar year, for personal healthcare, instead
of being required to use their accrued leave. Employees attending appointments at the Clinic
with dependents will be required to use accrued leave (personal, sick, unpaid leave), or schedule
the visit during non-working hours. Eligible Employees will be allotted four (4) paid visits for
use from the date of Clinic opening (July 15, 2010) through December 31 , 2010. An annual
allotment of paid visits for each Eligible Employee will be made in December of each year for
use during the subsequent year.
1 2010-1886
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B. Use of Clinic Time will be tracked by the Eligible Employee's supervisor. After
an Eligible Employee exhausts his or her annual allotment of paid visits, any subsequent visit to
the Clinic during working hours shall be considered sick leave. If the employee has no sick
leave, then leave without pay is to be used, if approved by the supervisor. Unused visits will
expire in December of each year and will not be carried over into the next year. Employees are
encouraged to visit the Clinic anytime during non-working hours.
ARTICLE XII
Payroll
Sec. 3-12-20. Mandatory payroll deductions.
D. Retirement contributions. The County provides retirement benefits for regular
County employees through PERA or the Weld County Retirement Plan. Plan descriptions are as
follows:
2. Weld County Retirement Plan. All full-time, regular County employees,
except those on PERA, are required to participate in the Weld County Retirement Plan.
The employee must contribute six nine percent (69%) of gross earnings each month.
Employee contributions are deferred from state and federal taxable income. The County
matches all regular contributions. Member employees should refer to the booklet
provided by the Weld County Retirement Board for details of the plan.
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CHAPTER 3
Human Resources
ARTICLE I
General Provisions
Sec. 3-1-30. Exempt positions.
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.
service in lieu of some other penalty:
6 5. Any other job program which falls into this category and has been approved by the
Board of County Commissioners.
Sec. 3-1-40. Personnel records.
A. • , t The
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
. 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.
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 (30)
years of continuous affiliation as an active full-time employee.• T e to awar u==
. The service awards shall be presented
annually at an awards ceremony scheduled by the Board of County Commissioners.
ARTICLE II
Employment Information
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 must be justified by shall be at the discretion of the elected
officer or department head,. Such contract employment shall be "at will," and shall be governed
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by terms and conditions set forth in a contract signed by the Board of County Commissioners
and the retired employee, and pursuant to the requirements of this Section. An example The form
of such a contract may be is 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.
Working 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.
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 share retired with benefits. A job sh �n a tie works part time an '"'"" be
hours worked, shown in Table 3 .2 and Table 3.3 .
Table 3.2 Annual Retiree
Retiree Job Hours Status
Share Status
Proration
of Benefits
Weekly Hours
3,8 1 ,976 .95
4 1 ,768 .85
3O 1 ,560 .75
20 1 ,040 75O
43. 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.
54. 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 in Table 3.2, below
above under Proration of Benefits. As with full-time department head positions, no sick leave or
vacation accrual applies.
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Table 3.2 Annual Retiree
Proration of Hours Status
Benefits
Weekly Hours
38 1 ,976 .95
34 1 ,768 .85
30 1 ,560 .75
20 1 ,040 .50
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 (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. Compensatory Time paid out upon termination; Working Retiree not eligible for Comp time,
overtime will be paid out as earned.
5. Working Retirees have a 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 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 desireable 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.
6. No Working Retiree may work more than a total of one thousand nine hundred seventy-six ( 1 ,976)
hours annually, January to January.
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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.
f. Compensatory Time paid out upon termination; Working Retiree not eligible for Comp time,
overtime will be paid out as earned.
g. Working Retirees have a 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 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 desireable 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 job share, nor will the employee receive job share benefits.
4. 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,
2010shall be grandfathered to continue in the program without meeting the above "Rule of 80" and will
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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.
c. Follows all other policies of part time employment.
d. Not eligible for promotions.
e. No maximum time limit.
e. 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.
Sec. 3-2-110. Benefit table.
Table 3 .3 describes benefits by employee type for County employees:
Table 3.3 Benefit Table Job Share Seasonal Part-Time Hourly Retired Retired Retired
by Employee Type Full- Job Share Part-Time Hourly
Time Regular
Step Progression Yes Yes No **No No Yes No Ne
Health Insurance Yes *Yes *Yes *Yes No *Yes *Yes Ne
Disability Insurance Yes #Yes No Yes No Yes Yes No
Life Insurance Yes Yes No Yes No Yes Yes Ne
Retirement Plan + Yes No No No No Ne No No
Sick Leave Yes *Yes No No No *Yes No Ne
Vacation Leave Yes *Yes No No No *Yes Ne No
Holiday Pay Yes *Yes No No No *Yes Ne No
Personal Leave Yes *Yes No No No *Yes No No
Bereavement Leave Yes *Yes No No No *Yes Ne Ne
Sick Leave Bank Yes *Yes No No No *Yes No No
Grievance Rights Yes #Yes No No No Yes Ne No
* 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 eligible must refer to their employment contracts for explanation of benefit eligibility.
S
ARTICLE VI
Leave Time Benefits
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:
2. When the employee has medical, surgical, dental or optical examinations or treatment.
a. 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 employee's 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.
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
may 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 draw
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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.
Sec. 3-6-50. Family and medical leave policy.
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.
Sec. 3-6-70. Holidays.
A. Employees will be paid for the equivalent of 8 hours of Holiday Pay 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 may
include the are as followsing:
1 . New Year's Day.
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2. Martin Luther King Day (floating).
3 . President's Day.
4. Memorial Day.
5. Fourth of July.
6. Colorado Day (floating).
7. Labor Day.
8. Columbus Day (floating).
9. Veterans Day.
10. Thanksgiving Day.
11 . Christmas Day.
Sec. 3-6-90. Leave of absence without pay.
A. 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 long 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.
ARTICLE VII
Wages and Hours
Sec. 3-7-30. Compensation for overtime.
C. All nonexempt employees are required to enter 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 month through the
15th of the next month and (the Department of Social Services pay period is the first of the
m th th oug -t ame r month), payable on the last working day of the month. Time sheets
• . These records
Time sheets will be retained for a period of three (3) years.
D. Compensatory time may be given in lieu of pay 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. An individual agreement is
ARTICLE VIII
Health and Safety
Sec. 3-8-20. Reporting of injuries.
B. 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. Workers' compensation claims require the following procedures:
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1 . 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 . Workers' compensation leave runs concurrently with FMLA pending leave
qualification review and approval.
Reasons for the regulations:
•o�in�int �r+ nr+ Y ns- nn +n4 ra�orrn�n
Lerrals.
•
w iic 1, if not correctec, cou_c _eac to more serious in uries.
D. Chiropractic Alternative medical services and other forms of alternative medicine will not be
paid unless medical referral is made by the designated provider attending physician. Before any
injured employee is allowed to may return to work, a physician's update is required from the
designated provider
• . The injured employee
must keep the immediate supervisor, Of department head or elected official and the Department
of Human Resources informed of his or her condition.-Injured employees who can able to
perform modified job duties may be assigned temporary positions •ly, if
available, by the department head or elected official after consultation with the Department of
Human Resources.
E. '
leave. 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.
G. 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.
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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.
ARTICLE IX
Education and Training
Sec. 3-9-10. Tuition assistance.
A. The County will reimburse an employee for some tuition expenses and lab fees for job-
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.
Sec. 3-9-30. Academic Activity Leave.
A. In accordance with the Colorado "Parental Involvement in K-12 Education Act," C.R.S.
§ 8-13.3- 101 , et seq., full time "non-supervisory" and/or "non-executive" employees are allowed
up to 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 C.R.S. § 22-33-104.5 in Colorado in any grade from
kindergarten through twelfth grade. The term "academic year" means the period, not to exceed
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
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2. A meeting related to: Special education services, as defined in C.R.S. § 22-20-103;
response to intervention, as defined in C.R.S. § 22-2-133(4)(b); dropout prevention;
attendance; truancy; or disciplinary issues.
B. Academic activity leave must be taken in no longer than 3 hour increments. The
employee must provide at least 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.
ARTICLE X
Pay Practices
Sec. 3-10-50. Employee type.
The types of employees are listed as follows:
•
•
amount:
GB. 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.
Sec. 3-10-90. Pay steps.
•
• Pay steps are
described as follows:
(Remainder of Section 3- 10-90 remains the same.)
Sec. 3-10-120. Mechanics of the pay system.
A. New hires will begin at the entry level step for the classification, with one ( 1 ) exception.
An applicant may be hired at the qualified (second) step if the applicant exceeds the minimum
standards for the classification as established by the class description and specifications. The
department head or elected official must submit the justification to the Department of Personnel
Human Resources to request approval to hire at the qualified level. This request must document
the fact that the applicant's training and experience warrants the higher pay level. No
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commitment to hire at other than the entry level should be made to an applicant without written
approval from the Department of Personnel Human Resources. The practice of hiring at other
than entry level is limited.
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
ARTICLE XII
Payroll
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 or Human Resources
immediately so corrections may be made. It is the responsibility of the Department of Human
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.
B. If any error results in an underpayment o€--on€-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
. ,
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
Sec. 3-13-150. Random testing.
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 fly twenty-five
percent [5025%] 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
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twenty five ten 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.
ARTICLE XIV
Implementation of Federal Motor Carrier
Safety Administration Regulations on
Drug Use and Alcohol Misuse
Sec. 3-14-20. Employee categories subject to testing.
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.
4. Foreman. Engineering Tech II:
5 . Supervisor 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.
6. Flagger/Laborer
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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, NCAC I SAP
Qualified Substance Abuse Professional (SAP)
363 W Drake Road, Suite 2 760 Whalers Way, C 200
Fort Collins, CO 805265
FAX: 970-204-78813
Phone: 970-495-4852 204 7880
1501 N. Cleveland Avenue
Loveland, CO 80538
FAX: 970 663 5601
Phone: 970 669 2631
Laboratory:
LabOne, Incorporated
10101 Renner Blvd.
Lenexa, KS 66219
1 800 728 4064
MEDTOX Laboratories
402 West County Road D
St. Paul, MN 55122
1 -800-832-3244
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Esther Gesick
From: Patti Russell
Sent: Thursday, June 03, 2010 3:35 PM
To: Esther Gesick
Subject: FW: Ordinance #2010-8
Attachments: Ord10-8. 1st.doc
The only change I see is the one we just made to the working retiree portion. 3-2-100, sections E4 and 7f
• 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.
Patti
From: Esther Gesick
Sent: Thursday, May 27, 2010 9: 15 AM
To: Patti Russell
Cc: Bruce Barker
Subject: Ordinance #2010-8
Patti,
Attached is Ordinance #2010-8. Since I had it drafted prior to the second round of changes, I just went through all of the
changes again and hopefully caught them all, but it probably wouldn't hurt to have a second pair of eyes double check.
Let me know if I missed anything and whether the dates work and then I' ll start sending out calendar appointments and
get it listed on the Agenda .
Thanks !
Esther E. Gesick
Deputy Clerk to the Board
Weld County, Colorado
915 10th Street
Greeley, CO 80631
(970)336-7215 X4226
(970)352-0242 (fax)
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