HomeMy WebLinkAbout20073160.tiff Additional amendments to Chapter 3 to add to Code Ordinance 2007-4 on Second Reading on
Monday,July 16, 2007.
CHAPTER 3
Personnel Department of Human Resources
Change all references in Chapter 3 from"Personnel"to"Human Resources."
Sec.3-3-10. Expectations of proper 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:
8. Unexcused absence(including tardiness).
Sec.3-6-10.Vacation leave.
C. An employee cannot accumulate in excess of three hundred twenty(320)hours. Accruals
in exeess of three hundred twenty(320)hours at the end of the year will be lost effective
December 15 of that year.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.
Sec.3-6-50.Family and medical leave policy.
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.
K. Employee status after leave.
1. An employee who takes leave under this policy will be able to return to the same
job or ajob 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.
23. The County may choose to exempt certain highly compensated employees from
the requirement and not return them to the same or similar position.
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
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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.
23. 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.
34. 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.
Sec.3-8-20. Reporting of injuries.
C. Reasons for the regulations:
1. Employees seeking medical attention for job-incurred injuries from deeters
healthcare providers other than those authorized by the County may have to assume the cost of
such treatment.
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 the Department of Personnel 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 Personnel 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.
Sec.3-9-10.Tuition assistance.
B. For an employee to receive such reimbursement,the following conditions must be met:
1. The employee must be a Regular full time or a Regular part time employee and
must have successfully completed the first six(6)months of the employee's initial review period.
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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. Persons with training but little or no experience. Pay is at ninety
0
B. Step 2: Qualified Step. Persons with training and experience who exceed the minimum
requirements for the classification. Pay is at ninety seven percent(97%)of the job rate.
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. Persons with training plus experience in a County department.
. 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. Pay is at one hundred three percent(103%) of the
established job rate. 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. Pay is at one hundred six percent(106%)of the
job rate. 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. Pay is at one hundred nine percent(109%)of the
job rate. 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(10)years in the
same classification and have demonstrated sustained satisfactory performance at the proficient
step as recorded through the appraisal system. Pay is at one hundred twelve percent(112%)of
the job rate. 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.
(115%)of the job rate. 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.
I. 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. Pay is at one hundred eighteen percent(118%)of
the job rate. Movement to this step from the thirteenth-year proficient step requires at least three
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(3)years of satisfactory performance at the thirteenth-year proficient step. (FENWC employees
are excluded.)
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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 reclassified or if a pay step was delayed
because of performance.Time would then be determined by length of time in a pay step.
Sec.3-10-110. Repealed. 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.
Sec.3-12-10.Payroll information.
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.
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Esther Gesick
From: Sue Elton
Sent: Sunday, July 15, 2007 8:22 AM
To: Bruce Barker
Cc: Esther Gesick; Jewel Vaughn
Subject: RE: Changes for Monday
Bruce, this is wrong. These areas that are yellow should NOT be added because it is not necessarily true
under our pay system. We can hire someone with education, training and experience into Step 1.
Please remove these areas that were added in. Sorry, I didn't pay attention to this when you sent
previous copies. Who added this information? Sue
Sec.3-10-90. Pay steps.
A. Step 1: Entry Step. Pc.3on3 with training but little at no exp&ricnec. Puy is at==:na., fea= p.,.e.,=.t(91%)
of th.,jet, =at.,.
B. Step 2: Qualified Step. 1L=a.,..., t. g+ .1 r aia= elm x w1 tl= • u.=== K :. _ =.te fer
tit.,ela.,3:fleatk.e Puy :s at=.:n dy 3 .e==pe=e..==t(97%)of the jab .at.,. 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. Pc=3ona s:ith training plus experic,icc i.:a County dcpast.acnt. Pay :3 at e..
e..=.,....t(100%)of the jab.at.. Movement to this step from the qualified step requires at least six(6)
months of satisfactory performance at the qualified step.
Original Message
From: Bruce Barker
Sent: Friday, July 13, 2007 9:58 AM
To: Sue Elton
Subject: Changes for Monday
See the attached. I have gone over these with all of the Commissioners, except Dave and Doug. Will
talk to them today. The other 3 are fine with these changes.
7/17/2007
Hello