HomeMy WebLinkAbout20072454.tiff WELD COUNTY
405 CODE ORDINANCE 2007-4
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hereby are, repealed and re-enacted,with amendments, and the various Chapters are revised to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
Change all references in Chapter 3 from "Personnel" to "Human Resources."
Amend Sec. 3-1-30. Exempt positions.
A. The following positions are exempt from the provisions of these policies and the
County Personnel System, except that the Board of County Commissioners shall
establish, for these exempted positions, the compensation and benefits.
1 through 6 - 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 through 3 - No change
4. Employment services of the County. The County Department of Human
Services places people in various programs.
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Amend Sec. 3-3-10. Expectations of property conduct.
A. Every County employee should be aware that he or she is a public employee and it
is the employee's duty to serve citizens in a courteous and efficient manner. An
employee must maintain a standard of conduct and performance which is consistent
with the best interests of the County. Examples of conduct that may result in
disciplinary action,up to and including termination from employment,include but are
not limited to the following:
1 through 7 - No change.
8. Unexcused absence (including tardiness).
Remainder of Section - No change.
Amend Sec. 3-6-10. Vacation leave.
A and B - No change.
C. An employee cannot accumulate in excess of three hundred twenty (320) hours.
Vacation time cannot be used in conjunction with a termination. The last day worked
will be considered the termination date, with the exception of retiring employees.
Earned but unused vacation will be payable upon termination of employment.
Remainder of Section - No change.
Amend Sec. 3-6-50. Family and medical leave policy.
A through G - No change.
H. An eligible employee can take up to twelve (12) weeks of leave under this policy
during any twelve-month period. The County will use the 12-month period measured
forward from the date any employee's first FMLA leave begins in determining the 12
weeks of leave entitlement.
I and J - No change.
K. Employee status after leave.
1. An employee who takes leave under this policy will be able to return to the
same job or a job with equivalent status,pay,benefits and other employment
terms. The position will be the same or one (1)which entails substantially
equivalent skill, effort, responsibility and authority.
2. Medical certification that the employee is able to return to work may be
required.
3. The County may choose to exempt certain highly compensated employees
from the requirement and not return them to the same or similar position.
L - No change.
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M. Intermittent leave or a reduced work schedule.
1. The employee may take FMLA leave in twelve(12)consecutive weeks,may
use the leave intermittently(take a day periodically when needed over the
year) or, under certain circumstances, may use the leave to reduce the
workweek or workday,resulting in a reduced-hour schedule. In all cases,the
leave may not exceed a total of twelve (12) weeks over a twelve-month
period.
2. When an employee is using foreseeable intermittent leave,the County may
require the employee to transfer temporarily to an available alternative
position with equivalent pay and benefits.
3. For the birth,adoption or foster care of a child,the County and the employee
must mutually agree to the schedule before the employee may take the leave
intermittently or work a reduced-hour schedule. Leave for birth,adoption or
foster care of a child must be taken within one (1) year of the birth or
placement of the child.
4. If the employee is taking leave for a serious health condition or because of
the serious health condition of a family member, the employee must reach
agreement with the County before taking intermittent leave or working a
reduced-hour schedule. If this is not possible,the employee must prove that
the use of the leave is medically necessary. The County may require
certification of the medical necessity, as discussed in Subsection N.
Remainder of Section - No change.
Amend Sec. 3-8-20. Reporting of injuries.
A and B - No change.
C. Reasons for the regulations:
1. Employees seeking medical attention for job-incurred injuries from
healthcare providers other than those authorized by the County may have to
assume the cost of such treatment.
2. Immediate treatment may prevent complications from developing, such as
infection.
3. Prompt reporting of the accident which produced the injury will enable the
supervisor to make a timely investigation. This investigation might reveal a
hazardous condition or work practice which, if not corrected, could lead to
a more serious injury.
D. Chiropractic services and other forms of alternative medicine will not be paid unless
medical referral is made by the attending physician. Before any injured employee
is allowed to return to work, a written release is required from the attending doctor
stating that the employee will be able to assume full working responsibilities and
duties. The injured employee must keep the department head or elected official and
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the Department of Human Resources informed of his or her condition. Injured
employees who can perform modified job duties may be assigned modified duties
temporarily,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. 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, unless the leave is qualified under the FMLA.
Amend Sec. 3-9-10. Tuition assistance.
A - No change.
B. For an employee to receive such reimbursement,the following conditions must be
met:
1. The employee must be a Regular full time or Regular part time employee,
and must have successfully completed the first six (6) months of the
employee's initial review period.
Remainder of Section - No change.
Amend Sec. 3-10-90. Pay steps.
Except for the Department of Social Services and the Family Education Network of Weld
County (Head Start), pay steps are described as follows:
A. Step 1: Entry Step.
B. Step 2: Qualified Step. Movement to this step from the entry step requires at least
six (6) months of satisfactory performance at the entry step.
C. Step 3: Proficient Step. Movement to this step from the qualified step requires at
least six (6) months of satisfactory performance at the qualified step.
D. Step 4: Third-Year Proficient Step. Persons who have completed three (3)years
in the same classification and have demonstrated sustained satisfactory
performance at the proficient step as recorded through the appraisal system.
Movement to this step from the proficient step requires at least two (2) years of
satisfactory performance at the proficient step.
E. Step 5: Fifth-Year Proficient Step. Persons who have completed five (5)years in
the same classification and have demonstrated sustained satisfactory performance
at the proficient step as recorded through the appraisal system Movement to this
step from the third-year proficient step requires at least two(2)years of satisfactory
performance at the third-year proficient step.
F. Step 6: Seventh-Year Proficient Step. Persons who have completed seven (7)
years in the same classification and have demonstrated sustained satisfactory
performance at the proficient step as recorded through the appraisal system
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Movement to this step from the fifth-year proficient step requires at least two (2)
years of satisfactory performance at the fifth-year proficient step.
G. Step 7: Tenth-Year Proficient Step. Persons who have completed ten (1O)years
in the same classification and have demonstrated sustained satisfactory
performance at the proficient step as recorded through the appraisal system
Movement to this step from the seventh-year proficient step requires at least three
(3) years of satisfactory performance at the seventh-year proficient step.
H. Step 8. Thirteenth-Year Proficient Step. Persons who have completed thirteen(13)
years in the same classification and have demonstrated sustained satisfactory
performance at the proficient step as recorded through the appraisal system
Movement to this step from the tenth-year proficient step requires at least three(3)
years of satisfactory performance at the tenth-year proficient step.
Step 9: Sixteenth-Year Proficient Step. Persons who have completed sixteen(16)
years in the same classification and have demonstrated sustained satisfactory
performance at the proficient step as recorded through the appraisal system.
Movement to this step from the thirteenth-year proficient step requires at least three
(3)years of satisfactory performance at the thirteenth-year proficient step. (FENWC
employees are excluded.)
NOTE. Progression up the pay steps is not automatic. A step increase can be delayed until
the employee's performance is satisfactory,in the opinion of the department head or elected
official. The above pay steps would not correspond to time in classification if the incumbent
was promoted into a higher step due to minimum five-percent increase for promotions or
initially hired at the qualified step, if a position was re-classified or if a pay step was delayed
because of performance. Time would then be determined by length of time in a pay step.
Amend Sec. 3-10-110. Family Education Network of Weld County (Head Start).
Employees working for the Family Education Network of Weld County(Head Start)shall be
subject to the guidelines set forth by the Head Start Director and the Director of Human
Services.
Add Sec. 3-10-130. Payroll deductions.
Payroll deductions from the compensation of any employee shall be limited to the following:
A. Deductions required by federal or state law;
B. Judicial orders, liens and garnishments;
C. Deductions for employee benefits (as defined in Chapter 3 of this Code) and
retirement contributions; and
D. Contributions to United Way authorized by the employee on an annual basis.
Amend Sec. 3-12.10. Payroll information.
A through C - No change.
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D. A garnishment is a court order allowing for creditors to collect part of an employee's
pay directly from the County. The County is compelled by law to administer the
court-ordered garnishment. Government levies and child support orders will be
treated in the same manner as garnishments.
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.
The above and foregoing Ordinance Number 2007-4 was, on motion duly made and
seconded, adopted by the following vote on the 6th day of August, A.D., 2007.
4;Imo" BOARD OF COUNTY COMMISSIONERS
E COUNT`I, COLOF#1DO
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ATTEST: ��/__ _ e( I, �-, I.
�r _ vid E. Long, Chair
Weld County Clerk to the o
(U.j \ , XCUSED
J0M /.1 s Will'am . J o Tem
BY:�
De ty Cle to the Board
Williarc&
AP DAST
Robert D. Masden
my A orney
Douglas ademacher
First Reading: June 25, 2007
Publication: July 4, 2007, in the Fort Lupton Press
Second Reading: July 16, 2007
Publication: July 25, 2007, in the Fort Lupton Press
Final Reading: August 6, 2007
Publication: August 15, 2007, in the Fort Lupton Press
Effective: August 20, 2007
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